How many times have we set behavioral goals that we’ve eventually lost interest or motivation in? Habits we want to break or create, but just can’t get them to stick? Our behavioral goal may have been unrealistic, nebulous, too long-term, or plenty of other reasons that doomed it to end in failure. While creating goals can be a fun and inspiring task, actually following through with them is a whole different story.
You can find out pretty instantly if you have chemistry with someone else. The conversation will flow easily, you’ll get along and find similar attributes, and you’ll enjoy what the other person has to say.
Even the best laid plans fail. The decisions we make so carefully with deep contemplation can still end up being the wrong choice. All the planning in the world sometimes can’t account for the unexpected, the intangible, and the uncontrollable.
In order for an executive coaching experience to reap the most rewards and be considered a success, a few key factors have to come together.
Training and coaching are oftentimes considered synonyms to one another. They’re used interchangeably, and although both words may seem like they refer to the same thing, the two are quite different in nature.
When we hear the word coach or coaching, our minds may jump to the impression of some expert providing training to someone with little to no information on the given topic. The student wants to learn, but is nothing more than a novice of the skill.
Coaching is part of the fabric of our culture, and likely every culture to ever exist. In today’s world, we see sport coaches, life coaches, fitness coaches, school coaches (tutors), and coaches for all types of specified topics.
