Why humor should be taken seriously by coaches
Why humor should be taken seriously by coaches Let’s call it what it is: humor in coaching. For many coaches, humor feels like a dish
13 December 2024
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Why humor should be taken seriously by coaches Let’s call it what it is: humor in coaching. For many coaches, humor feels like a dish
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The “Six Thinking Hats” technique, developed by psychologist Edward de Bono, is an innovative tool that enhances thinking, problem-solving, and decision-making processes. For coaches, it offers a structured way to guide individuals or teams through complex challenges by encouraging diverse perspectives. This method helps clients explore new ideas, gain clarity, and develop well-rounded solutions.
As coaches, we all know that our first tool is simply ourselves. Hence the importance of taking care of ourselves, our ‘alignment’ and our presence with others. Everything we need to actively listen to our clients and help them achieve their goals. However, we thought it would be interesting to return to the subject of the professional tests we use: personality, skills or values tests, etc. They can play a key role in our coaching practice, bringing significant benefits for both coachees and coaches. What are the main benefits of professional tests for our approach and our coaches ?
As a business coach, your goal is to help leaders build high-performing teams. Achieving this requires more than just strategy—it demands continuous commitment, much like coaching a sports team. By drawing on lessons from the world of sport, you can inspire your clients to elevate their team’s energy, productivity and business performance.
Understanding Work Energy in Business
Successful teams, like winning sports teams, manage their energy well. As a coach, help your clients understand the three key types of energy that drive performance:
Physical Energy – The stamina and effort required to complete tasks.
Mental Energy – Focus, decision-making, and problem-solving abilities.
Emotional Energy – Motivation, commitment, and resilience.
Encourage leaders to assess their team’s current energy levels and identify any areas of imbalance. Are some employees overworked? Are others disengaged? By recognising these issues, you can guide them in redistributing energy for maximum efficiency.
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