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L.E.A.P.S. Coaching Maxims and Principles

Typically good coaches will use and follow these principles:

  • Listening is more important than talking
  • What motivates people must be discerned, understood and communicated
  • Everyone can be empowered to achieve their full potential
  • A person's past does not necessarily infer what lies in their future
  • People's beliefs about what is possible for themselves are their only limits

  • A coach must always seek to provide meaningful trust and support
  • Good coaches don't provide the answers, they help their clients discover them
  • Good coaching does not include criticizing people, rather edifying them
  • Good coaching needs to encompass mutual respect and confidentiality
  • Some people's needs cannot be met by coaching , and good coaches are able to recognize such situations
Life Coaches come from Diverse Backgrounds

contends that Life coaches and personal coaches come from diverse backgrounds and professions. Not surprisingly, coaches tend to like people.  Moreover, many coaches possess above-average human relations skills.

Coaches come from diverse backgrounds as varied as listed below,  and this list is by no means exhaustive:
  • Teaching
  • Nursing
  • Management
  • Consulting
  • Prison Service
  • Therapy
  • Counseling
  • Training
  • Complementary Therapies
  • Human Resources
  • Personal Trainers
  • Voluntary workers
  • Charity workers
  • Armed forces
  • Emergency services
  • Service industries
In this regard, many persons bring diverse training, skills and competencies which are further harnessed, developed, and enriched through experience and the practical application of coaching maxims and principles. In addition, personal philosophies and ideologies are interlaced to produce the coach's preferred methodologies and empowerment strategies.

Becoming a Coach fosters the Coach's own Personal growth

At L.E.A.P.S. we believe that becoming a professional personal coach is a significant way to develop experience, character, empathy, and to add both a rewarding and a new perspective to one's own journey in life. Typically, seeking a new outlook on life, a willingness to learn, and a passion for helping other people are the first steps in the process toward becoming a coach.

Learning to coach others generally involves a lot of learning about oneself i.e. personal introspection and reflection. Coaches almost always find that they have had to explore, self-discover, and resolve a number of new personal issues about themselves; before they are ready to begin helping others to do the same. Some of these experiences can be revelatory, thereby leading to continuous personal growth and development as one coaches clients. Hence, becoming a coach can be a very deep, valuable and meaningful experience.

Learning to be a coach is a serious step and requires serious commitment. It involves re-evaluating and often times changing one's personal goals. In fact, the personal recognition and acceptance of coaching professional requires the development of new skill-sets, and in some cases, the abandonment of others; consequently creating some areas of tension.

There are a number of possible paths to learning the art of coaching, and various organizations capable of guiding the specific path chosen by the individual. Accreditation and standardization of coaching skills and qualifications are increasingly becoming formalized all over the world. However, because coaching is still in its relative infancy, we at L.E.A.P.S. posit that there is still some ways to go before these standards reach international harmonization and uniformity.
What is Coaching?

At L.E.A.P.S. we believe that coaching necessitates training. In this regard, it is synonymous with what is often seen in the sporting arena with respect to the coaching discipline. Just as the sports coach prepares sportspeople for a game or match; the Life coach in his or her role must prepare, equip, and empower clients to make better decisions. In essence, success or failure in life is highly dependent on the types of choices one makes.

It also means professional coaching accompaniment for the leader or manager in their personal or professional lives. The coach must have the propensity to carefully assess the strengths and weaknesses of diverse individual leadership styles, and to act as a skilled facilitator toward the achievement of the coache's growth and development. In short, the coach can be perceived as a professional companion in new, unexpected, and seemingly difficult situations. A properly qualified coach will serve as a major asset in nurturing and harnessing the growth and development of diverse leaders and managers. A critical area of development is base on research-driven and scientific methodologies that accentuate critical paths to both the  decision-making and conflict resolution processes.

Finally, coaching entails capturing the desired client's vision, goals and objectives. In other words, it means supporting a process driven by a purpose, results, and the desired success of a leader or a team, while  taking into account unforeseen restrictions and bifurcated interactions in the working environment.

What is the Process of Coaching?

In the event of individual leadership coaching, the meetings focus on a topical and relevant problem, which is expressed in exact words. Next, there is tactical dialogue that includes strategic questions and feedback. This approach has at its corpus a desire to find feasible solutions to problems. Emphasis is placed on client strengths and improvement reserves rather than on deficiencies. In this working method, crisis situations are just the point of departure and should seamlessly transition to the constructive phase of development and ultimately transformation.

Coaching is a longer process that begins with situational assessment, needs assessment. However, at is very root coaches must be training how to clinically assess and empower through a methodical line of questioning. Then, a series of meetings follow where the subjects of conversations move from the current situation, the specific working situation to revised goals and objectives. Ultimately, coaching leads to personal development, growth, and transformation.

What Subjects May be dealt with in Coaching?

  • Personal and Corporate Communication Dysfunction
  • Team Leadership and Conflict resolution
  • Life Skills Training and Development
  • To Achieve better Situational Assessment
  • Effective Decision Making For Organization Effectiveness and       Efficiency
  • Stress and Anger Management
  • Leadership Theory and Application Training and Development
  • Human Relations and Multiculturalism Issues
  • Spiritual Formation and Renewal
  • Trauma and Grief Coaching
  • Personal Human Growth and Development
When and for What Purposes does L.E.A.P.S. Recommend Coaching?
  • To develop leadership skills and competencies
  • To develop and enhance interpersonal and intrapersonal communication
  • To improve personal and professional decision-making ability
  • To improve personal and professional relationship building skills including the avoidance of unnecessary conflicts
  • To train persons in the areas of stress and anger management
  • To provide professional gift assessments which highlight personal strengths, weaknesses, opportunities, and threats
  • To provide professional and insightful career mapping that aligns with individual talents and gifts
  • To assist in corporate vision casting  and effective team leadership coaching
The Role of the Coach

The coach is the "professional friend," the external "unbiased eye", who fully accepts and supports his partner. He or she assists the leader so that the leader's effectiveness is maximized, consequently resulting in improved organizational efficiency and performance.

The coach offers their full attention and support without judging or qualifying, listens, asks questions, holds up the mirror, and then responds. The coach encourages "work" related to self-knowledge and self-discovery that comes up with new points of view. He or she shows the way, confirms, and is a sincere helper in testing exercises. The clinical coach also has the competency to  motivate his or her clients toward new  and progressive lifestyle changes.

The coach does not provide specific, direct advice, but inspires the client to seek, and find new ways  that best suit them. The aim is to create a leadership character and operational model (in the course of a joint process of creation) that is motivating, and attractive to follow even for a leadership team.