Many trainers make a wise decision of complementing their training skills with coaching techniques.
There is a lot of value in such an approach: developing coaching skills means one will become proficient at asking great questions, facilitating thought processes, developing a strong structure of the conversation and practicing really powerful listening skills, and these are all very valuable skills for trainers.
Coaching can also be an impactful way of following up on a training, ensuring that participants really practice the skill that was the topic of the training and deal effectively with any obstacles that might come up on their path of learning.
If you are one of those trainers eager to sharpen their coaching skills, keep on reading – here are some great books that might help you do exactly that.
5. Nlp Workbook: A Practical Guide To Achieving The Results You Want by Joseph O’Connor
Although not directly focused on coaching, this book is packed with many great NLP tools and techniques that are priceless for every coach. Highly recommended!
What are your favorites? Let us know, we would love to hear your thoughts in comments!
Don’t forget: as with any book, these books are a great first step in developing and growing own skills. But the key to learning (as all of us trainers know ;)) is in implementation and gaining experience!
Take a moment to reflect: how can you start practicing and exploring these techniques in your everyday world?
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About the author of the article
Mirna Smidt is the founder of Trainers Toolbox, trainer passionate about learning, getting things done, creating great training content and delivering it in an enthusiastic and energetic way. Being trainer since 2008, Mirna developed rich knowledge in positive psychology, NLP, evidence based training, coaching, and many other innovative trainer's tools and techniques. Next to Trainers Toolbox, she is also a founder of Happiness Academy, project aimed at educating and inspiring people to lead happier and more fulfilling lives. Read more about Mirna at www.mirnasmidt.com.
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While Trainers Toolbox is a non-profit project, we do have expenses related to website hosting, domain etc. - therefore we would appreciate that if you decide to purchase one of the books that you discovered through these blog and if you found that recommendation valuable, to do so via our link :) thank you, and thank you for following Trainers Toolbox :)
Strengths Based Approach 102: How to discover more about own strengths or lead others through self-discovery process
What is Strengths based approach and why would a trainer use it?
Strengths based approach means to focus on strengths, not weaknesses. It means to look for strengths in self and others, to discover them and to see how can we use them in different situations and contexts. Using our strength enable great performance, makes the person more energized and one feels fulfilled by doing activity in which strengths are engaged.
Read more about strengths based approach and why would a trainer use it in previous Trainers Toolbox Strengths based approach 101 – What is strengths based approach and how to use it? blog post.
Strengths based approach can be taken in training, coaching, management, team work and many other contexts and using it often brings a big positive impact on the individual and team or organization.
How can one discover more about own strengths, and strengths of others?
1/ Reflection on own achievements.
A nice way of taking the first step in exploring own strengths is through the exercise of listing down own achievements and successes, and then in the second step writing down next to it what kind of strengths and abilities in oneself helped in achieving them.
To broaden and enrich the list of strengths that one gets through that exercise, the simple next step is to add on any other strengths and things one likes about oneself.
Other than through reflection on previous achievements, there are couple of more ways to explore strengths: asking oneself set of questions and taking time to reflect on those, or asking close colleagues and friends for feedback on what are ones strengths.
2/ Explore own strengths through structured reflection
Following questions are great way to kick of a bit deeper reflection on own strengths:
It is enough to take any of these questions, and reflect on it for a while. There is no need to go through all of it, but one can choose the one that cause many thoughts and responses in him/her and see which strengths get discovered through that reflection.
3/ Asking others
One of the best ways to get to know oneself is through asking others for feedback – in this case, for feedback on what are one’s own strengths. This question can be formed in different ways, depending on the context, relationship, etc. It can be simple and direct “What would you say, what are my strengths?” but also questions such as “What do you think I am good at?”, “What do you like about the way I work and would like me to keep on doing?”.
4/ Taking exploration a step further
Another great and comprehensive way to explore own set of strengths is through strengths surveys and games on strengths – this topics will be explored in few of our next Trainers Toolbox posts.
5/ Action, action, action – Most important step to do after discovery
The power of strengths is of course not in just reflecting on them and understanding own strengths (or strengths of others) but in using those strengths as much as one can.
After having a list of “own” strength, being it from reflection, feedback or surveys, one can pick 5-6 top strengths and ask oneself:
A thought to take away
Remember, the power of strengths really lies in providing opportunity for self and others to use our strengths at work, hobbies, everyday lives. For that, we first need to know them. But then we also need to act on them and be brave enough (and open minded and creative enough) to find opportunities to engage those strengths and see where that takes us.
About author of the article
One of the great ways to approach life, leadership, training, coaching or any other way of working with people is so called strengths based approach.
Why strengths based approach? And what is it, anyway?
In some ways, you can compare life to a cruise where you are a sailing boat. And on that sailing boat, weaknesses are like holes in the boat, while the strengths are like the sails of this boat. Just focusing on fixing weaknesses won’t take you far, but if holes are too big, the sail won’t really help. Yet, using the sails is what really takes us forward in life and provides much more enjoyment than fixing the holes. Even though we also need to pay attention to keeping our “holes” under control, sails are what really moves us towards the destination. (This sailing boat metaphor comes from by Robert Biswas Diener in his book Practicing positive psychology coaching).
Simply put, strengths based approach is approach to people from perspective of looking for their strengths and qualities, looking how to nurture these and how to engage people in a way that will maximise the usage of those strengths.
To give a bit more scientific perspective, diverse positive psychology research showed that strengths are strongly related to happiness, resilience and meaning. It also showed that focusing on strengths:
Being in an environment that supports and encourages our strengths helps us flourish and feel authentic and “at home” – in such environment we have the ability to develop our full potential, both in terms of self-development and the results we are achieving.
“Research tells us that individuals who use their character strengths lead happier, more satisfying lives. Only when you understand your unique character strengths can you begin to live a life that is engaging, exciting and rewarding to YOU.”, according to VIA Institute on character.
What are strengths?
According to the Positive Psychology Institute, a strength is a natural capacity for behaving, thinking or feeling in a way that allows optimal functioning and performance in the pursuit of valued outcomes. A strength is something we're not only good at, but we're energized by. A strengths’ perspective empowers people, irrespective of gender, ethnicity, religion, sexual preference, or (dis)ability.
There are several definitions of strengths, the most used ones being
“Character strengths are the psychological ingredients for displaying human goodness and they serve as pathways for developing a life of greater virtue. While personality is the summary of our entire psychological makeup, character strengths are the positive components— what's best in you.” (by VIA institute) and “… a strength is a pre-existing capacity for a particular way of behaving, thinking, or feeling that is authentic and energizing to the user, and enables optimal functioning, development and performance” (by Alex Linley).
If you are curious to dig really deep into understanding subtle nuances of strenghts and virtues, Seligman provides a detailed classification of the different virtues as well as a strengths survey that is available on his website: www.authentichappiness.org or on site of VIA Institute of Character: https://www.viacharacter.org . Or grab his most comprehensive book “Character strengths and virtues”.
What is really important in strengths based approach is the strong focus on discovering and nourishing positive sides of people and supporting them in using those sides.
For example, if working with a team, talk about strengths can be used for bringing team closer together by inviting them to share their strengths with others (assessments and cards can be very helpful tool for this – Trainers Toolbox will publish more info on these tools soon), or even better, asking colleagues to “nominate” each other for certain strength.
Alternatively, or as the next step in the session, strengths based approach can be used for the team to discuss which strengths they have as a team (bringing strengths from individuals together), and in that way encouraging feeling of many resources that the team has, innovation in how to tackle a certain problem, and promoting the feeling of pride in own team.
Ok, I am convinced. How can I incorporate strengths based approach in a training?
You can use strengths based approach in training in different ways:
Where can I learn more on how to use these approach?
For details on how to use each of these ways, you can check our following posts, which will dig deep into ways to use strengths based approach.
About author of the article
Founder of Trainers Toolbox, trainer passionate about learning, getting things done, creating great training content and delivering it in an enthusiastic and energetic way. Being trainer since 2008, Mirna developed rich knowledge in positive psychology, NLP, evidence based training, coaching, and many other innovative trainer's tools and techniques. Next to Trainers Toolbox, she is also a founder of Happiness Academy, project aimed at educating and inspiring people to lead happier and more fulfilling lives. Read more about Mirna at www.mirnasmidt.com.
Feeling Magnets are playful and profound tools that support people to connect with their emotions, to express them and to understand them. They serve as conversation starters and prompts that make feelings easier to acknowledge and speak about.
As you might have guessed, they are actual magnets that are flexible and easy to move around, mirroring the fact that feelings change constantly – as the feelings change, we simply move the magnets around. Feelings don’t define us. They are not permanent and therefore much less scary.
Why use Feeling Magnets?
Feeling Magnets prompt people to find the right words for how they feel. This is really powerful. Specifically naming our feelings decreases the power of uncomfortable feelings and anchors the pleasant ones. And once people know what they are feeling, they can also respond in a more informed and conscious way. Essentially, Feeling Magnets help people train their emotional literacy, which is a key component and foundation of Emotional Intelligence.
At the same time, many people struggle to address their emotions openly as they might consider them taboo or private. Through these playful and tactile tools, emotions don’t seem so unapproachable anymore. Conversations rise to new levels, deeper connections are fostered between people and ultimately, work becomes more fun and efficient.
Ideas for application
The simplicity of the Feeling Magnets tools means they can be used in endless different ways. Users often come up with new ways to integrate them into workshops, team buildings and coaching.
Here are some of the most popular ways that the Feeling Magnets are used:
Teams & Partnerships: Draw a Venn diagram on a whiteboard with one circle for each person (up to 3 people). Put the Feeling Magnets around the Venn diagram. Each person selects the emotions they are feeling at this particular moment or in relation to something specific and places these into their circle. If multiple people are experiencing the same emotion they put move that magnet into the overlapping part of the Venn diagram. This can be done at regular intervals (ex. Hourly) or in specific moments (ex. Before big decisions, during heated discussions or in relation to challenging topics). This helps to put into context what each person is saying and also brings our emotional intelligence more into the forefront.
Meetings: Each person in a meeting has a set of Feeling Magnets and selects how they are feeling within the box. The first few minutes of a meeting are spent with each person sharing how they are feeling at that moment and optionally they can share some context if they feel inclined to do so. The same practice could be used to end a meeting. This gives everyone a sense of the emotional temperature in the room and allows everyone to feel more at ease once they have identified their own emotions.
Ice-breaker: In small teams, ask participants to sort the emotions by intensity and pleasantness. This generates quite some debate as people might not always agree and can lead to interesting discussions as people give examples from their own lives to prove their points. With the Feeling Bodies, ask the teams to identify which emotions fit with each of the figures. With various teams this can also be done as a competition.
Coaching: Begin each session with the client selecting how they are feeling at that moment and how they would like to feel by the end of the session. The Feeling Magnets can also be used during the session to explore how the client would feel if they made a specific choice or went down a particular road.
Where to get Feeling Magnets?
Feeling Magnets are available in the US via www.feelingmagnets.com and in South Africa via www.takealot.com . Coming soon to the rest of the world and if you can’t wait, contact Manuela@feelingmagnets.com
About the author of the article
A driven and determined young professional who came to realize that rational thinking alone wouldn’t bring her the life she wanted. That was when she discovered the power of emotions to guide us through life and create the life we most want. Since then she has dedicated herself to helping people discover a powerful side of themselves and to master their emotions through coaching, trainings and her company Feeling Magnets. Manuela strongly believes that education today focuses heavily on the mind and is missing the emphasis on the other parts of us (body, heart and spirit). She aims to help us fill the gaps we may have.
Mirna , initiator of Trainers Toolbox, is a trainer in love with training tools and innovative games, positive psychology, NLP, and everything that makes learning more impactful and engaging.