What lessons can we learn from them ?

1. James McNerney, CEO

a. For a company to grow, people must grow

    - Skill development of manpower will contribute greatly on the success of the  

       company.

b. Treat people independently

     - Treat people for who they are, focus on their strength, model them and emulate  

        their peak points

2. Harris, Global Trader

a. Know your limits

    

    - Focus on your targets and don't confined to certain mindset. Keep your mind open.

 b. Take calculated risk

     - Make small investments to limit loss

3. Erwin, Drill Instructor

a.  Train people by putting pressure. 

     - Create extreme situations so that they are able to make critical decision.

4. Yamakazi, Test Driver

a. Look through your senses

    - It is important to feel right about it.

5. Harman, Gambler

a. Master basic skills

   

    - Master basic skills such as Maths, Statistics and Psychology first, then focus on 

      higher level 

b. Self reflect or self care

   - Self reflect on how can perform better and take care of the assets such as diet, 

     sleep, fitness etc.

6. Hazuda, Scientist

a. Learn from failure 

b. Focus on basics 

    - pay attention to how things actually work

c. Think outside the box and think holistically

7. Vinatieri, Athlete

a. Constantly stress yourself out

b. See the pattern through data

c. Get a coach to observe and comment about you

d. Focus on consistency of your efforts

e. Discipline 

8. Trujillo, Rock Musician 

a. Listen to everything and learn from it

b.Set high standards

9. Arno, Security

a. Being in the shoe of other person / try to understand the psychology of the other person etc : why they are saying or doing what they say or do ?

b. Do research, Be meticulous and Observe details

10. Linney, Actress - Method acting

a. Concentrate and focus on the task you are performing

b. Leave ego at home

11. Moritz, Venture Capitalist

a. Build rapport with people

b. Be fast with decision making

c. Look at trend and be curious

12. Ruiz, CEO

a. Develop humility and allow people to make mistake

b. Get your people ready for change and ambiguity

c. Connect with people that force you to think 

d.Consider things from different perspective 

13. Owens, Concessionaire 

a. Practice deliberately for long term to increase speed and accuracy 

** Based on the articles featured in Fortune titled 'Secrets of Greatness'.

Neurolinguistic Programming (NLP)

This is one of the slide that I have created after conducting research on NLP. I have presented this in one of the university course.

Sample Coaching Model

2. Case Study For Business and Organizational Coaching**

   Delicious Foods, a renowned food catering service organization has been in business for the last 30 years. There want to engage your organization to provide personal face to face executive coaching support for 10 of their top managers to acquire strong interpersonal skills as they are currently having such issues with many of their direct supports.

   Your coach organization has been shortlisted to bid for this project.

   In a strictly 15 minute presentation you are required to share these with the Board of Directors:

   1. a)  A very short introduction of your organization, its core services and why this assignment is within your capability to deliver;

   2. b)  A clear model and its execution method/s to deliver based on their requirements for the 10 senior managers;

   3. c)  Investment and logistics required to deliver this project.

   The slides that I have done to present this case studies are :

   

   

   

   

   

   

   

   

   

   

   

   1. 
      
        * Ideal Corporate Coach Academy is the name that I gave to my coaching firm.

      **Property of Corporate Coach Academy and Help University

      
      

Generational Interviews (Gen X, Gen Y & Gen Z)

Three individuals from three different generations (Gen X, Gen Y and Gen Z) has been interviewed. All the three interviews were conducted face-to-face. The interview questions can be divided into 2 parts namely, personal life and career. The set of questions asked were:

Personal Life related questions (including relationship )

1. In your view, what are the fundamental needs of an individual to survive now?
   
   
2. If you were asked to cut down your current standard of living to save up, would you
   willing to? e.g. going out often
   
   
3. What are your expectations or goals in life?
   
   
4. When I say the word family, relationship and love, what do you think about it? Explain in
   the simplest word possible.
   
   
5. List down 4 values that come to your mind now.
   
   
6. Do you like challenges in life?
   
   
7. What is important to you now?
   
   
8. Would you consider yourself as a traditional, cultural individual?
   
   
9. How is your relationship with your parents?
   
   
10. How is your relationship with your siblings?
    
    
11. Which would you prefer?
    
    
    1. Slow process, Good Income, Low Pressure
    2. Quick process, Average Income, Moderate Pressure
    3. Slow process, Average Income, Moderate Pressure
    4. Slow process, Good Income, High Pressure 

Work related questions (including technology applications)

12. What does technology mean to you? Are you able to be without television, internet and mobile phone for at least 24 hours?
    
    
13. If you are given a task to complete would you rather work individually or in a team? Why?
    
    
14. If you were given choice to wear these cutfits to work, which would you prefer?
    a. Formal b. Business-Casual c. Casual
    
    
15. What motivates you to complete your work?
    a. Self worth b. Rewards c. Accomplishment c. Just want to get over it 

   16. Are you satisfied with your current performance in every platform?

          a. Very satisfied b. Satisfied c. Dissatisfied d. Very Dissatisfied 

    17. Are you able to multitask?

           a. Yes b. No

18. What do you think of last minute work?
    
    
19. Are you willing to work extra to perform better?
     a. Highly willing b. Willing c. Probably I will d. Not willing

20. Choose below that fits you well.
    1. Less holiday, More work, High Salary
    2. Equal holiday, Average Work, Average Salary
    3. More holiday, Less work, Little Salary
       
       
21. How technology savvy are you?
    a. Very good b. Good c. Not too bad d. So-so

   22. Which would you prefer 

         a. Quality b. Quantity 

The first interviewee is Mr Joseph. He was born in 1965. He is working in an international education institution.

The second interviewee is Mr Sharvesh. He was born in 1988. He is working in MIMOS Sdn Bhd as a software engineer.

The third interviewee is Bryan Chow. He was born in 2001. He is a grade 8 student in an international school.

The response of the three interviewees is represented in the table below according to number of questions: 

 

Will coaching styles need to be changed when dealing with people of different generations?

There are similarities as well as dissimilarities in the findings above among the three Generation X, Y and Z. Not much of information can be provided by Generation X regarding the working world simply because they have yet to experience that stage of life. As for Generation X and Y there were informational responses. As we can see from the finding above, we have separated the questionnaires to two different stages, consisting personal life and career. By the first question responses itself we can see the massive differences in these three generations. But yet we still standby that despite they are coming from three different generations still each individual should be treated differently. This could be because of they all come from different types of background.

The first question was “what are the fundamental needs of an individual to survive now?”, and as you can see Generation X was more towards the family orientation, Generation Y was more towards survival mode and lastly the Generation Z was towards technological era. The other question that showed a difference between three generation is “Would you consider yourself as a traditional, cultural individual?” and the responses had some similarities. Generation X without doubt showed more towards cultural aspect but Generation Y and Z had a similar viewpoint where they were on the average side of being cultural. Does this mean as the era enhances we become less conventional. Perhaps not, as these interviews was done with just three individuals. As simple as what kind of attire would they prefer to wear to work played a significant understanding to where are they coming from. Generation X and Y prefer formal attire comparing to the Generation Z which is business casual. This shows that the Generation Z will be more of a laid back cluster comparing the current Generation X and Y. To get a better understanding the sample size has to be bigger. There is a reason why we took males for all our three generation. As we believe that, if it was a mix gender sample size then for sure there would be different types of viewpoint. Individuals that falls in different generations will have to be treated with different approaches as their mindset and believes are different.

To our understanding, yes we believe the coaching styles need to be changed to a certain extend only when dealing with people of different generations. Averagely the changes are very little as most of them are already adaptable with the current living style. Vast changes will be towards very few individually who are very stuck in their era despite the evolution of our current style of living. This includes family orientation, work place culture as well as technology advancement. According to Weston (2001), to be able to communicate efficiently and coaching employees we need to understand their values, beliefs, characteristics that they perceive. This would help is tremendously throughout the whole process. Which generation they belong to plays a significant role as it carries an alteration factor in their perception about everything. Current workforce is consisting of three diverse generational cohorts. The definition of generational cohorts refers to individuals that are born in the same common stage of life where they share the same cycle of experiences, which includes historical events, public heroes, demographic trends, early work experiences as well as entertainment pastimes. One of the similar cycles of experience generates cohesiveness in viewpoint and characteristics and describes the untold assumptions of that generation. Consequently, workforces from various age factors do not share the similar work principles or outlooks. Positively, every individual has their own personal belief and values. Nevertheless, understanding generational know-how and their viewpoint and knowing how to coach them individually. This is crucial as they are from different stages of age group and background.

Stated by McIntosh-Elkins, McRitchie & Scoones (2007) the current offices are not only generationally diverse as well it is culturally diverse. Generation X (1963-1977), Generation Y (1978-1986) and Generation Z (1987 to mid-2000) they all partake diverse beliefs, needs and values. This will become an obstacle for the coaches who are involve with a generational blend of group members. The current younger members have a vast different needs and values comparing to the “conventional” older members. This is pointing out to the differences between Generation Y and Z with Generation X. As simple as the Generation Y and Z saw their Generation X parents work so hard that the family was ignored and, for all of the extra working hours and seeing their parents still striving with finances and retirement funds. They are known as the "latch-key" kids therefore the younger generation would prefer a work-life balance. They would not want to give up their individual and private time just for the benefit of their employer. When you scrutinize the different individualities of each cohort and recognize their life understandings, you can grasp what has molded their characters in today's time. Each cohort's ethics are diverse and understanding these dissimilarities, while recognizing misapprehensions, can lead you to effectively coaching this dissimilar cluster. Therefore as coaches we must not only be aware of which generation our client falls in also we must pay attention to them as an individual as well.

Bibliography

Weston, M. (2001). Coaching generations in the workplace. Nursing Administration Quarterly, 25(2), 11-21.

McIntosh-Elkins, J., McRitchie, K., & Scoones, M. (2007, October). From the silent generation to generation x, y and z: strategies for managing the generation mix. In Proceedings of the 35th annual ACM SIGUCCS fall conference (pp. 240-246). ACM. 

The Psychology of Human Development

The content of this course is very interesting because it presents information about human development and behavior. I gained ample insights throughout the lecture as well as when I took up additional reading on the topic discussed in classroom. It definitely expanded my knowledge about the psychology of human development. I have highlighted some key points in this note on what I have learnt in this wonderful journey as well as how the content of this course had impacted my life. I will also relate the insights with my past activities for a better learning experience. The breakdown of the content is discussed according to every lecture. 

Lecture 1: The life span development psychology

Insights gained in this class

My understanding about human development prior to this class was mainly on physical and emotional development. In this lecture, I understand that human development is multi dimensional, interdisciplinary and continues through life span. It is influenced by environment as well as hereditary and has constant continuity and discontinuity. Human development is also cumulative where it is affected by past experiences and cyclical. It is repetitive and reciprocal. This means the development undergoes same stages few times and it functions in two ways.

The mapping of life timeline activity in class makes me to reflect on various events that had taken place in my life.

Concepts, Research and Theories on this topic

Some observational studies such as longitudinal studies discuss on the righteousness of blaming the past for how you are behaving in present. Bell (1968) states parental behavior at home environment will reflect personalities of children. Heraclitus’s river paradox quotes that you can’t cross the same river twice interpreted as every experience of doing a same thing is different and hence, the result is different.

How the content of this course relates to my past life experiences

When I was a kid, I develop a white spot in my iris. This was spotted by my uncle and later I was referred to an eye specialist for diagnosis. After several consultation and test, the doctor suggested me to undergo laser treatment. This news shocked my parents. At tender age of 10, I don’t even know the meaning of laser. However, after six month of intensive treatment finally my eyes got back to normal.
I had to wear spectacles since then and not allowed to play under sun for very long period. I hated wearing spectacles and this reduces my self confidence. Reduced self confidence became a hindrance for me to communicate and perform in class. I believe that physical, emotional, cognitive and social development relates with each other in human development.

Lecture 2 & 3 - Psychoanalytic, Learning, Humanistic and Cognitive Theories

Insights gained in this class

In these classes, I have learnt about few theories namely Bronfenbrenner’s ecological systems theory, psychosexual theories by Sigmund Freud on id, ego and super ego and Erickson’s human development stage. I also learnt about Pavlov and Skinner’s theories, Albert Bandura’s social learning theories, Maslow’s hierarchy of needs, Carl Roger’s humanistic approach, stages of cognitive development by Jean Piaget, classical conditioning theory by Jean Watson, Super’s Life span, Trait and Factor theory, and Leanord’s personality styles.

How the content of this course relates to my past life experiences

In reference to behavioral perspective and operant conditioning by skinner a reward for positive behavior and sustain positive behavior to get better result. As a teacher, I usually give praises to my student if they had completed their assignments on time or when they willing to volunteer in class. I discovered that a simple compliment of being proud of them motivates them to perform better in class.

Lecture 4 - Career Development Theories (RIASEC)

Insights gained in this class

As discussed in class, I understand that most students in their tertiary education have an ideal workplace mindset before entering the work force. An ideal workplace at least for me should be a platform with understanding, supportive group. It should be a non-bias institution with flexible timing, less bureaucracy, not rigid and no hierarchy. The company should emphasis value development and respect on each other, motivating, and give freedom to make decision and exhibit creativity. The management should give room for improvement to the team as well. Assuming the workplace is ideal, there are other challenges in workplace such as the member still discovering passion, set limitation to self, demand more income, could not cope with work culture or superior, having work stress, time management issues, safety concern and generation gap issues. Some of the ways to cope with workplace challenges are to attend counseling, engage with coach, learn to adapting to the culture, being positive, willing to take risk and able to make decision and stay firm with it.

Concepts, Research and Theories on this topic

Holland Code (RIASEC) career test was discussed during this lesson. This model relates vocational and career choices based on the personality types. The 6 personality types highlighted in this model are Realistic (Doers), Investigative (Thinkers), Artistic (Creators), Social (Helpers), Enterprising (Persuaders) and Conventional (Organizers). The suggested occupation for the personality types was searched in O*Net online.

How the content of this course relates to my past life experiences

Similar to other graduates, I too had an ideal perception of career world when I was graduating. I realize the interest on being at certain job changes over time. For instance, during the internship years, I realize that I did not like to work in a manufacturing company and later I realized that I do not prefer to work at laboratory when I was involved in my final year project. I always wanted to work in an organization that gives me freedom to do make my own decision and allows me to be creative in my job. I love creating values in people. I choose teaching though its challenging. I feel happy to see the kids and over a period of time, I discovered that when I do something I love, I rarely feel tired of doing.

Lecture 5 Identities and Personality Development 

Insights gained in this class

In this class, we were grouped into 6 groups after completing a simple personality test. We were then assigned to draw our ideal workplace. The outcome was presented to class and was later debrief by Mr.Eric. The general personalities of people and ways to adjust with other personality styles were explained. The basic personality’s styles were neutral DOVE, analytical OWL, relational PEACOCK, decisive EAGLE and openness SWAN.

The dove is classified as harmony seeker and similarly the dove group presented workplace that emphasis peace, nature and tranquility. The members of the dove group work together and support each other as a team. I learnt that people with dove personalities are loyal and agreeable. However, they sometimes become too dependent and tend to procrastinate.

The owl is classified as detail seeker and similarly the owl group exhibit a workplace that is so details that separates the work and fun factor. The member of owl group has perfection in the plan and meticulous about each detail.

The peacock group is an excitement seeker and similarly the peacock group was the noisiest throughout the discussion session. The members are enthusiastic, dramatic and friendly. The ideal workplace for peacock group is creative and displays fun element pivotal to them.

The eagle group is result seeker and the members of this group come out with an ideal workplace that showcases convenience of doing work. The plan only focuses work element without any fun factor.

The swan group presents a workplace that is multipurpose. They showcase flexibility through their model. These show them to be creative and different.

How the content of this course relates to my past life experiences

I discovered my personality style as peacock and the description given match to my personality. I love to work in a fun environment and could not work at my best for rigid systems. I could not take orders from people who are rude to me. I love attention, compliments and approval. I don’t mix with a lot of people but I hate losing people who are close to my heart. I believe in quality than quantity.
Some of the setbacks I have is being lazy, procrastinates, talk a lot, and interrupt during conversation and not giving undivided attention. I am still working on it and hope to improve by the end of this master’s programme.

Lecture 6- Emotional Intelligence

Insights gained in this class

The four quadrants are Self Awareness, Self Management, Social Awareness and Relationship Management. Dr.Eugene had explained clearly the six basic emotions as being fear, happy, sad, angry, surprised and disgusted. After the explanation and understanding, I realized it easier to control emotions. I also got to know that being emotional is not same as being moody. Being in fear meaning a person has no control over a situation or uncertain about something. A happy person usually exhibits satisfaction and it is usually happen due to achievement, reward or validation. Anger is naturally shown due to blocked goals or arises from discomfort or unpleasant situation. It can be displaced to something else if a person has weak emotional control. In this lecture, I learn more about myself by relating my emotions as metaphors. For instance, when I am in fearful situation, I would want to hide, isolate, sleep and think deeply. 

I also learn that giving a shape or form to emotion will help me to deal with it easily. Another powerful lesson for me is that human tend to exhibit emotional influence first and justify it later. A typical example is that when my moms slaps my sister for her misbehavior and later justify it by stating that her action is such as she cares for her. I discovered that my highest emotional intelligent ability is on use of emotions or relationship management. Every Sunday, I narrate my emotions and this is a great insight or technique that I learn from this course. Narrating and reappraising my emotions enables me to understand my emotions better. I have created my personal resilient plan and share this knowledge with my students and sister. It includes flow activities, meditation, journaling and writing. Sometimes, I will build social support or exercise to reduce stress. Last but not least, learn to read body language and dealing with emotional blackmail is a fun lesson. Learning some basic body language enables me to interpret the message people trying to deliver unconsciously. Psychologically, take up space meaning increase in confidence. 

Lecture 7 Inclusions and Diversities 

Insights gained in this class

The description of culture given by Mr. Kingsley was very interesting. Culture means the way we do things here. Culture exhibits both the implicit and explicit method of doing things such as the way people talk and the way they do not talk. He also mentioned that we need to be aware of what surprises us. Some of the most important component in workplace is Brand, Productivity and Performance. Through one of the activity, I realize that it is not right to put people in box; classify them according to my opinion. This is because by doing I will filter the information given and make a wrong assumption based on my views. First way to respect people is to pay undivided attention, ask questions out of curiosity and by not being judgmental. One of the ways to change mindset of people is to create willingness in people to change. I also learn that any relationship should undergo this four phase.

                                           Initiate -> Develop -> Evolve -> Relationship

Last but not least, learning one of the neuro-liguistic programming techniques was really interesting especially interpreting the eye movement and mirroring body position for maximum resonance and building rapport.

BIBLIOGRAPHY

Journal References

PlominRobert. (1991). The nature of nurture:Genetic influence on ''envionmental" measures. Behavioural and Brain Sciences, 373-427.

Carothers,B. J.,&Reis, H. T. (2012,October 22) Men and Women are from Earth:Examining the Latent Structure of Gender. Journal of Personality and Social Psychology.

Lecture Notes

The Psychology of Human Development Lecture Notes 1 The Psychology of Human Development Lecture Notes 2 & 3 Theories of Human Development (pg 36-51)

Website

http://files.hbe.com.au/flyerlibrary/Social/Emotional%20Intelligence%20-%20May%202012.pdf 

http://richardstep.com/self-tests-quizzes/dope-bird-personality-test-printable/ 

Experience as a coach

I have participated in about 30 coaching session until now and I see it as an exciting and rewarding experience in my life. After each coaching session, I realize that I discover spark ideas which I never thought off. This happens in every coaching and now I really believe in the power of coaching. I have even took immediate action after some coaching session with peers.

Since I am an educator in school, I have applied some coaching power tools and empowering coaching techniques when dealing with my students. This indeed produce noticeable changes in their response and behavior. It definitely help to improve the relationship apart from solving the issue. I' m glad to join the coaching program and will continue to learn more through out this coaching journey.

What I've learn as a Coach

I've finally figured out the difference between life coaching and training. It has been a remarkable experience to coach someone for the first time. The joy lies in discovering the right tool and technique of coaching and apply the method correctly on the client. Initially, I encountered some resistance to identify the right powerful questions to utter at the right instances. I recognize that this is the most crucial part of coaching and determined to acquire it through self mastery along this wonderful coaching journey.

             The first significant thing that I learnt is the difference between coaching and other helping intervention. Personally, I see coaching as a brilliant approach to solve an issue by triggering a person to discover their own solution and raise their self awareness to win the inner game. Leadership style as a collaborator and the longer term engagement accentuate the role of a coach and show beyond doubt that a coach must be passionate and committed at all time.

             Secondly, I have learnt to apply 11 coaching competencies appertaining the guideline set by International Coaching Federation. It begin with complying ethical conduct and professional standards, establishing the coaching agreement, establishing trust and intimacy with the client, acknowledge coaching presence, maneuver the conversation with active listening, powerful questioning and direct communication, scheme out designing action, planning and goal setting and managing progress and accountability.

             Next, I recognize some questions that can be used throughout the coaching session. However, the questions will only emerge as powerful question when it is said at the right moment. Casting a wrong question will only exaggerate the impact on the client.

             Last but not least, I have learnt that to be a good coach, I must be a good self-coach. I must be able to set personal goals, link values to my progress, seek self development and monitor results as often I could. Since coaching is fast becoming accepted among public today and considered as useful tool in building up the critical mass of capable leaders and executives, i could see myself shine as a successful coach one day.

What are the 'NEW' things I've learnt about Coaching

         In the next Coaching module, I gets to see things more clearer and able to sense the whole picture without connotations. Therefore, I have draft out the important things I was able to see and learnt until now.

a.  Set goal for the session

The aim of the coaching session should be set at the beginning of the conversation. This will help coach to keep the conversation on track. However, the goal set can be changed overtime especially at the goal setting stage when the coachee are  empowered, where now the coachee have option to accept it, abandon it or modify or manage it. The goal should also set for subsequent coaching sessions as the coachee may exposed to new ideas or thoughts progressively.



🍂   What do you want to work on ?



🍂   What do you want to get out of this coaching session ?

b. State the obvious

The coach should state the obvious and get clarification from coachee from time to time to avoid any possible misinterpretations. For instance, 

When the coachee are silent and was thinking something for quiet some time, coach could ask :

🍂   What are you thinking about ?

When the coachee are crying, give them enough time to calm down and at the right time, coach could ask :

🍂   What are you crying about ? 

c. Address the gap

The coach should address the gap if there is any because this will make the coachee 'see' things that he/she does not see before. This could also help in identifying the 'fraud' frame.

🍂  You have mentioned A and now you are saying B, why is this so ?

d.  Perform reality checking

Reality checking is connecting points stated by the coachee to the current situation. The questions asked by coach will be more realistic as it takes into account of the current mood, current situation and current purpose prior to moving the coachee forward to future state.

🍂 How does this affect your current relationship now ?

🍂 What is that one thing that you are currently doing supports your idea ?

e.  Be interested with the coachee and not the issue

The coach should always empathize and use third level listening skills to see what is said and not said. However, the coach should not lead the conversation but guide the coachee towards his/her chosen path. The coach should discern to test how well could the chosen path benefits the coachee.

f. Mirror the coachee in terms of body language, eye contact and tone of voice

The mirroring helps to build rapport between the coach and coachee. Neurolinguistic programming skills help in this process. 

g. Coaching is like driving a car

The coach should always bring the coachee forward, and not dwell in past for too long. Moreover, the positive questions should be ask most of the time to reinforce positive feeling and behavior.