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Blogikirjoitukset kirjoittajalta: David Clutterbuck

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How to have gravitas as a team coach

Gravitas is one of the Ancient Greek virtues, a combination of “dignity, impressiveness, seriousness, influence, weight and presence” in the words of Caroline Goyder, a specialist voice coach and scholar on the topic. How to develop gravitas as a team coach?

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VLOG: How to Become Wise?

The goal for organizations should be to increase wisdom, especially in the management levels. How to do that? Professor David Clutterbuck shares his insights.

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VLOG: Improving the Quality of Thinking

How to improve the quality of thinking? What is the role of reflection? Professor David Clutterbuck discusses with Executive Coach Vesa Ristikangas. 

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VLOG: Qualities of a Good Mentor

What are the fundamental qualities of a good mentor? Professor David Clutterbuck shares his insights.

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VLOGI: Application of a Coaching and Mentoring Culture

How to start the process of implementing a coaching & mentoring culture to the organization? Professor David Clutterbuck shares his insights.

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VLOG: Coaching and Mentoring Culture

Executive Coach Vesa Ristikangas inquires professor David Clutterbuck on the creation of a coaching and mentoring culture.

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Team coaching virtual teams

Virtual teams and how to coach virtual teams have a number of differences compared with co-located teams. In this blogpost, Clutterbuck discusses the key factors to remember when preparing a virtual team for coaching in addition to providing the reader with tips on how to manage virtual team coaching sessions.

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VLOG: What is the difference: Coaching vs. Mentoring?

Are you aware of the difference between the two methods of coaching and mentoring? Professor David Clutterbuck shares his insights.

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VLOG: Mentoring Belongs to Everyone

Professor David Clutterbuck discusses the impact and importance of mentoring. From the video, you will also learn about a very interesting recent project of David's. Find out what it is!

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Four perspectives of reflective self-awareness

One of the simplest methods of developing greater self-awareness is to allocate time regularly to revisit recent experiences and seek insights from them. A simple structure for this is the quartet of questions.

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The moment you think you understand is when you need to listen twice as hard

It is one of the most deceptive moments in coaching or mentoring. You have listened to the other person’s story, trying to understand the situation. Eventually, there comes a moment, when it all seems to fall into place.

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Why coaches and mentors shouldn’t beat themselves up when client change doesn’t happen

Every beginner coach or mentor goes through a phase of questioning their own competence, based upon a sense that they could (or should) have had so much more impact.

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Multiplicity theory and team coaching

The concept that humans are composed not of one single self or personality, but of numerous different “selves” that think and behave differently in response to different stimuli, is now well entrenched.

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Yet another reason to focus more on the team and less on individuals

Having a team full of superstars doesn’t lead to high performance, according to research by Roderick Swaab

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How teams evolve: a systemic perspective

There are a number of models of team development, which provide perspectives on how teams evolve over time.

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Does fear of opening up something you can’t handle hold you back from asking tough questions?

Even very experienced coaches and mentors admit to worrying that sometimes they are not taking the conversation deep enough, or giving enough challenge to the coachee or mentee. They feel held back by the concern that they may open up the emotional floodgates on an issue that requires professional therapeutic intervention.

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Five modes of questioning

Asking questions is something we do all the time. It’s essential to how we learn, how we keep safe, how we collaborate with other people, how we make decisions, and so on… It’s a core skill of being human, yet few people stop to think about how they ask questions or whether they could be better at doing so.

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Psychodrama and Resistance

What words do you use to describe your most difficult and resistant clients or groups? Sarcastic, demeaning, stubborn, obstinate, aggressive, uninvolved, defensive, sleepy, passive, etc. . . .you know which ones you have experienced and which are the hardest for you personally to deal with.

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