The list of cards dedicated to coaches is a visual tool with the basic coaching models that can be used at the different steps of the coaching process. Explaining the principals with the illustrations and the symbols will get the client tuned to the model and adapt them to their own situation.
Based on research, the visual appearance, the harmony of colours and graphics enhance comprehension, recognition and can further increase the active participation in the development process.
As the client assesses and defines their own situation, the space for the notes on the card can connect the models with their individual thoughts making it more personal. When the client keeps the card on their desk or at home, it can be an efficient reminder of the message delivered at the coaching session. They can evoke the thoughts and feelings and reconsider their status compared to their goals. With the positive illustrations, the shape and the quality of the cards, the process of change is turned into a pleasant and exhilarating experience.
Coach(Total: 18 pieces)
The matrix of - urgent-important - which is often called also as Eisenhower matrix- defines the priorities of the tasks on the base of importance and urgency.
The idea to measure the 2 competeting taskgroups in 1 matrix was coming from the former U.S. President Dwight D. Eisenhower and Dr. Stephen Covey: "I have two kinds of problems: the urgent and the important. The urgent are not important, and the important are never urgent." This "Eisenhower Principle" is said to be how he organized his workload and priorities.
No matter how effective we are, sooner or later the number of tasks is surpassing the available time frame.
He recognized that great time management means being effective as well as efficient. In other words, we must spend our time on things that are important and not just the ones that are urgent.
The model provides support in 6 steps in being conscious in ourselves when sudden impulses appear, in order to handle with them and avoid the situations repenting what has been told or done, thus the relations are not destroyed.
The purpose of the model is to raise awareness of individual behaviours in conflcting situations. Conflict arises in such situations where two parties' aims seem to be incompatible.
Our feelings influence us how we react, make decisions or predictions, thus make an impact on whatever we are doing. The emotionally intelligent people are guiding the feelings with their thoughts, instead of letting the feelings dominate on their actions.
To grasp a subjective measurement, we are using a Scale. The coach card can be easily used throughout the coaching session to express improvement and progress, and also to define trust and belief.
The DISC model is based on the personality types of Jung, defines 4 basic pattern types. The behaviour is practically a strategy what the individual selects (not always mindful) to reach his goals and representing himself.
This model mainly focuses on problem solving and achieving the desired target, concentrating on the process of finding a solution.
Dr. Kenneth Blanchard management and organizational behaviour professor, sociologist and psychologist, consultant created the model.
It is one of the most widely used model during individual and group development.
The parallel thinking is a simple model for a constructive thinking, the aim that everybody is focusing on a given topic with the same direction, but the direction is changing.
The hats are perfectly symbolizing the 6 activities of the human brain.
After setting the objective, the model supports the client to prepar a status analysis evaluating their internal resources, what can they expect from their surroundings, the supportive and withholding factors of reaching the desired goal.
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