Resource Materials Archive

Contains a variety of resources you can download to use with your leadership team or coaching clients.

Action Learning

FACT SHEET

We become competent at what we do. As we practice we reflect on what works for us. We then embody the learning and apply it in our life and work.

The GROW Model

FACT SHEET

This is one of the most used and simplest coaching models to use in sports and business environments. It provides clarity and direction for achieving a goal.

SMART Goals

HANDOUT

Using SMART goals ensures the best chance of success. It gives detail and clarity to what the goal is intended to achieve and a way of assessing its impact.

Team Coaching Tools

TOOLBOX

40 tools of practical techniques, ideas and suggestions you can use to coach yourself and your team towards achieving a higher standard of performance.

Anchoring

HANDOUT

This a practice used to help you reject a behaviour that you want to replace with another more effective one. Feel your way to a new way of being.

Grounding Assessments

EXERCISE SHEET

Lays out a simple process. Page two is a blank template that you can use to ground negative assessments of yourself and others.

Gregorc’s Mind Types

EXERCISE SHEET

Discover differences in the way people perceive (let in or grasp) and order (organise, store and have references) for types of information.

Learning Styles

EXERCISE SHEET

This questionnaire will help you evaluate a person’s learning style based on observation, based on Auditory-Visual-Kinaesthetic stimuli, and find your own.

Building Rapport

FACT SHEET

Building trust, warmth, presence and safety, where both parties feel they have nothing to fear from one another, to build mutual recognition and respect

Solutions Focus

HANDOUT

Rapid progress can be made when the focus of attention shifts from analysing the problem to involving those directly involved to take positive action.

The Hero’s Journey

HANDOUT

Transform a default life into one that’s meaningful and challenging tp realise one’s unique talents and satisfying a deep longing of the human soul.

Open Space Event

TOOLBOX

Participants create their own programme
of things they want to talk about that relate to a central theme of mutual concern.

Personality and Learning Styles

EXERCISE SHEET

Identifying Jung’s Personality Types and Honey and Mumfords Learning Styles

Learning Labs Handbook

TOOLBOX

Learn how to assume leadership for real change, not what you think the changes should be.

The Leader Coach

FACT SHEET

Effective leaders must be able to use advanced listening, questioning and reflection skills, be learning to think, act and feel differently about their role.

Speech Acts

EXERCISE SHEET

We use language to express our interests and get what we want from others. But we are not always aware of them.

Sensory Language

EXERCISE SHEET

Your choice of language reveals how you think. Using similar words helps the conversation to flow and make an emotional connection.

Ontological Concepts

FACT SHEET

Key concepts explained as models of the ontological approach to coaching produced by Chris Chittenden.

Lead4Life Newsletter. July 2011 on TRUST

NEWSLETTER

First newsletter on Ontological Coaching topics to be distributed in the UK.

The Change Zone Newsletter May 2009 on CONVERSATION

NEWSLETTER

First Newsletter circulated by Change Zone, for my coaching students and clients in May 2009

The Change Zone Newsletter August 2009 on MOODS & EMOTIONS

NEWSLETTER

Newsletter exploring the characteristics of moods and emotions in coaching

Mental Models for Leaders

TOOLBOX

The mental models you rely on can greatly aid your decision-making and problem-solving and engage others more effectively.

Personality & Motivation Traits

FACT SHEET

A practical guide for leaders seeking to change team behaviour through the way they use and observe language.

Promise Management by Prof Alan Sieler

ARTICLE

This article explains how organisation are networks of conversations and relationships founded on trust.

‘Conversations around Tricky Issues’ by Glenda Eoyang

ARTICLE

How to approach conversations that can generate new ideas and insights around tricky issues.

Consultation and Engagement Handbook

TOOLBOX

Practical techniques, ideas and suggestions to help managers work in partnership with other teams, divisions, service users and the wider community.

Conserving Tendency

CONCEPT

How we seek to conserve and protect ourselves, yet desire to learn and transform ourselves at the same time.

Complexity in Context

CONCEPT

Understanding how systems can be complex and adaptive with self-organising and emergent qualities.

Biology of Love

CONCEPT

Science suggests that love is biological, a body disposition and a state of our nervous system.

Linguistic Acts

CONCEPT

Using language to inspire and engage others to secure their cooperation and action, is the process of “languaging”.

Strategic Leadership

CONCEPT

Influencing others to voluntarily make decisions that will enhance their prospect of long-term success, whilst maintaining long-term health and well-being.

Paradigms

CONCEPT

Thoughts reflect the ideas, images, and symbols created by our nervous system. These patterns of connections are structurally determined by our nervous system from previous experience.

Mind, Consciousness and Thought

CONCEPT

We cannot have thoughts without a conscious mind. It enable us to give meaning to what we experience and imagine.

Types of Conversation

CONCEPT

When we speak we are either describing what we see, explaining what we think or seeking action. We use language to create an attitude that generates an emotional state. and action.

Paradox

CONCEPT

When seen from a different perspectives, something can both be found to be true in different situations or when adopting different types of logic or values.

Self-Organisation

CONCEPT

Our state of mind and the plasticity of our nervous system makes it possible to create new and adaptive forms of being and relating without conscious thought.

Assessing your Coach

EXERCISE SHEET

How to assess the skills of your coach or team leader and provide feedback on their performance.

Influence for a Change

TOOLBOXES

Resource Materials Archive

Contains a variety of resources you can download to use with your leadership team or coaching clients.

We become competent at what we do. As we practice we reflect on what works for us. We then embody the learning and apply it in our life and work.

This is one of the most used and simplest coaching models to use in sports and business environments. It provides clarity and direction for achieving a goal.

Using SMART goals ensures the best chance of success. It gives detail and clarity to what the goal is intended to achieve and a way of assessing its impact.

40 tools of practical techniques, ideas and suggestions you can use to coach yourself and your team towards achieving a higher standard of performance.

This a practice used to help you reject a behaviour that you want to replace with another more effective one. Feel your way to a new way of being.

Lays out a simple process. Page two is a blank template that you can use to ground negative assessments of yourself and others.

Discover differences in the way people perceive (let in or grasp) and order (organise, store and have references) for types of information.

This questionnaire will help you evaluate a person’s learning style based on observation, based on Auditory-Visual-Kinaesthetic stimuli, and find your own.

Building trust, warmth, presence and safety, where both parties feel they have nothing to fear from one another, to build mutual recognition and respect

Rapid progress can be made when the focus of attention shifts from analysing the problem to involving those directly involved to take positive action.

Transform a default life into one that’s meaningful and challenging tp realise one’s unique talents and satisfying a deep longing of the human soul.

Participants create their own programmeof things they want to talk about that relate to a central theme of mutual concern.

Identifying Jung’s Personality Types and Honey and Mumfords Learning Styles

Learn how to assume leadership for real change, not what you think the changes should be.

Effective leaders must be able to use advanced listening, questioning and reflection skills, be learning to think, act and feel differently about their role.

We use language to express our interests and get what we want from others. But we are not always aware of them.

Your choice of language reveals how you think. Using similar words helps the conversation to flow and make an emotional connection.

Key concepts explained as models of the ontological approach to coaching produced by Chris Chittenden.

First newsletter on Ontological Coaching topics to be distributed in the UK.

First Newsletter circulated by Change Zone, for my coaching students and clients in May 2009

Newsletter exploring the characteristics of moods and emotions in coaching

The mental models you rely on can greatly aid your decision-making and problem-solving and engage others more effectively.

A practical guide for leaders seeking to change team behaviour through the way they use and observe language.

This article explains how organisation are networks of conversations and relationships founded on trust.

How to approach conversations that can generate new ideas and insights around tricky issues.

Practical techniques, ideas and suggestions to help managers work in partnership with other teams, divisions, service users and the wider community.

How we seek to conserve and protect ourselves, yet desire to learn and transform ourselves at the same time.

Understanding how systems can be complex and adaptive with self-organising and emergent qualities.

Science suggests that love is biological, a body disposition and a state of our nervous system.

Using language to inspire and engage others to secure their cooperation and action, is the process of “languaging”.

Influencing others to voluntarily make decisions that will enhance their prospect of long-term success, whilst maintaining long-term health and well-being.

Thoughts reflect the ideas, images, and symbols created by our nervous system. These patterns of connections are structurally determined by our nervous system from previous experience.

We cannot have thoughts without a conscious mind. It enable us to give meaning to what we experience and imagine.

When we speak we are either describing what we see, explaining what we think or seeking action. We use language to create an attitude that generates an emotional state. and action.

When seen from a different perspectives, something can both be found to be true in different situations or when adopting different types of logic or values.

Our state of mind and the plasticity of our nervous system makes it possible to create new and adaptive forms of being and relating without conscious thought.

How to assess the skills of your coach or team leader and provide feedback on their performance.

Influence is becoming the essential skill for leaders and coaches seeking to transform and sustain the effectiveness and thrive in a VUCA environment.

Participants create their own programme
of things they want to talk about that relate to a central theme of mutual concern.