People must be seen for their future potential, not their past performance

Trust in others' abilities has a direct impact on their performance

Time is the primary factor

Quality is the key

Maximize learning effect

manager's attitude

management behavior

organizational structure

is the product of concentration, concentration and clarification

know what's going on around you

know what you are going through

Take the initiative to accept

self-selection

Take responsibility for your own thoughts and actions

As commitment increases, performance will also increase

Patient

Impartial (Detached)

supportive

Interested

Good listener

Perceptive

Attentive

Retentive

Aware

Self-aware

Provides active, focused thinking, attention, and observation

Open-ended questions: spark thinking

Closed questions: no thinking required

Be broad and gradually focus on details

The general principle is that questions should follow the interests and train of thought of the client rather than the coach.

You can also focus on issues that customers are trying to avoid.

keep listening

be interested in others

Give feedback and summarize talking points

Remain objective and fair

have empathy

Don’t involve yourself completely in the other person’s emotions

what else?

If you knew the answer, what would it be?

What is the result/impact it has on you or others?

What criteria do you use?

What was the hardest/most challenging part of this for you?

What advice would you give your friend if he was in your situation?

If the person you admire most were to handle this, what do you think he would do?

If you do this, or say this, what impact will it have on you?

What would you think/feel/action if someone did or said this?

Goal setting (Goal)

Current situation analysis (Reality)

Options

Will

Exceed others' expectations

Set your own highest standards

It is the embodiment of a person’s potential

Four stages of performance

self coaching

Make full use of your senses to experience, ordinary little things can also bring great happiness

Focusing or relaxing both describe a state of passive acceptance.

Experience things happening in real time

Experience your full potential

Maslow's needs theory

trust

open

respect

sincere praise

freedom of choice

success

self-esteem, confidence

The worst feedback is personal, judgmental feedback

The most effective feedback is subjective, descriptive feedback

praise

Qualities and skills most needed to do a good job

Evaluate yourself on a scale of 1-10 and what you hope to achieve.

List the 4 most important team qualities

and then merge

Evaluate each quality of your team

Integration stage

Intermediate stage—advocacy, agitation

Cooperation stage

task performance

Managers become role model coaches

Overcoming Coaching Barriers

Benefits of coaching

The Inner Game: Eliminating Inner Blockades

Develop personal potential

The highest level is transpersonal growth

Four Steps to Self-Awareness

Touch the heart

be inclusive

values ​​driven

A longer and broader perspective

Comprehensive systems thinking

Show your true self

self-management

A positive attitude brings great confidence

Try some new behaviors to avoid repeating the same thing over and over again

Break some old and bad habits

Eliminate inner conflicts

Practice what you preach

Go all out to fulfill your choices and commitments

What is the consistent pursuit, for what purpose, and for whose benefit?

Mind and values

Psychological and material

meditation

Follow your inner guidance

A personality with multiple different characteristics

Accept that you have a secondary personality

Identify your most active subpersonality

Willingness to admit to others that one has conflicting subpersonalities

Enable sub-personalities to cooperate with each other and coordinate internally

Achieve true collaboration for common goals

Connect yourself to your true self

Guided imagination in mountain climbing

Prompts you to encounter some things on the road: gifts, obstacles, animals, wise men

Imagine what happens after meeting