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Cheryl Lynch Simpson, LPC
Executive Career & Life Balance Coach

With over 20 years' experience in every facet of corporate and not-for-profit career development, I help dedicated professionals get ahead.
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TEAM COACHING & HUMAN DYNAMICS WORKSHOP | Belmont, MA; USA | November 16 - 19, 2010

The Team Coaching & Human Dynamics workshop is an intensive learning experience that will provide participants with a rich laboratory to learn and practice team coaching.
Habitat Center
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Centering: The Body Drop Technique by Synthia Smith

AUDIO: A quick and easy way to cut through anxiety and become fully present and aware....anytime, anywhere - even in the middle of a business meeting.
$4.95
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The Mindful Brain: Reflection and Attunement in the Cultivation of Well-Being
By Daniel J. Siegel

BOOK: Learn how meditation and mindfulness can increase well-being and can even create long-lasthing physical changes in the brain.
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To Help Others Find Answers Ask Questions  by Jane Weddle
Comments (0)
Coaching is often thought of as a way to help a person who needs “fixing.” This attitude will usually produce wrong results, such as the person being coached becoming dependent on the coach, which can promote feelings helplessness.

Tip: A person can often find the answers if you help them ask the right questions. Giving an answer may not be the best way to help someone, especially if the situation that prompted the question may come up again. The key of coaching is to guide that person to be a better problem solver than they were prior to being coached. A person needs to think through the problem to learn that they can solve it! Coach from that attitude. You will build the person’s capability and help them own the answers!

Example: Debbie tells you, “I am having trouble with the effectiveness of my meetings with my staff. What should I do?” You coach Debbie by asking such questions as: What do you want from the meetings? What is working? What is not working? What is your vision for the staff meetings? What would be the value of sharing what you want from the meetings from your staff? What specific ways could you involve the staff in creating the type of meetings you want? What will be the value of involving their ideas? What specific actions are you going to take as a result of our time together?

Action Ideas: Ask powerful questions that help people find their own solutions and you help people help themselves. Take questions that you start with “Why” and substitute the beginning of the question with “What”. Example: Why do you feel the meetings are unproductive? Vs. What are the reasons you feel the meetings are unproductive? Creates less defensiveness and you gain much richer information!

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The Neuroscience of Leadership: The Brain and Change 
By Judith Bell
Leaders who understand what is occurring in the brain while learning is taking place can create an environment in which people are free to make mistakes and learn from them.
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How Brain Science Can Change Coaching 
By Ray B. Williams
"Coaching has evolved into a much more sophisticated profession based on knowledge from many other disciplines. Now brain science research has potential for having the greatest impact on coaching individuals and leaders in organizations."

Continued...
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“Being Here” by Edward Teach
Making big changes in a business is always difficult. Can managers make it easier by mastering the art of “presence”? free

Treating Trauma and Traumatic Grief in Children and Adolescents

BOOK: This is one of the first books to present a systematic treatment approach, grounded in cognitive-behavioral therapy, for traumatized children and their families.
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Non-Adversarial Communication: Speaking and Listening from the Heart

BOOK: "A must read if we are going to make a better world."
~ Randall Huntsberry
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Coaching Product
of the Month
March 2007

POSITIVE SPACE DEVELOPMENT: Revolutionary alternative to the traditional home. They make green living a reality! Join our friends at Living Homes.
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