Richard Nugent


Secrets of Confident People

Today coach, M.D. and returning guest poster Richard Nugent shares a chapter from his soon to be published book.

Secrets of Confident People: 50 Strategies You Need to Shine (book extract)  by  Richard Nugent

Secrets of Confident People:

50 Strategies You Need to Shine (book extract)

by Richard Nugent

I have coached, written and spoken on the subject of confidence for over a decade. I was delighted last year to be approached to write a book on the subject.

From the outset I was keen to get other experts on the subject involved and contributors to the final manuscript include Executives from Sainsbury’s, Tesco Bank and BT, one of the UK’s not Performance Enhancement Specialists, top football coaches and even an image consultant.

The chapter I am sharing with you though comes from a comedian. An interesting choice you may think but Kevin Cherry is one of the best coaches I have learned from as well as performing in a comedy improv troop and being a lay preacher. He has a fascinating insight into coaching and personal development. This is one of my favourite chapters from the book and Kevin’s ‘Second Thing’ has been invaluable in my coaching over the last couple of months.

Secrets of Confident People: 50 Strategies You Need to Shine will be published in July and is available for pre order now.

Secret Number 43:

The Confident Comedian

The intelligent man finds almost everything ridiculous, the sensible man hardly anything.

Johan Wolfgang von Goethe

If life must not be taken too seriously, then so neither must death.

Samuel Butler

I take the work seriously, just not myself in it.
Henry Rollins

Don’t take yourself too seriously. You have to learn not to be dismayed at making mistakes. No human being can avoid failures.

Father Lawrence G. Lovasik

I was irrevocably betrothed to laughter, the sound of which has always seemed to me the most civilized music in the world.

Peter Ustinov

One of the first muscles to contract when we laugh is the anal sphincter.

C W Medcalf

The Second Thing

There are few things that require more confidence than going on stage with the job of making people laugh. Being funny to a roomful of people who are expecting to find you hilarious is daunting to say the least. One of my early teachers in the art of presence and charisma was Kevin Cherry. As well as being an esteemed business consultant he is a lay preacher and a performer with the He-Ha’s improvised comedy troupe. Having come to comedy as a profession late in life he is well placed to guide us through comedies lessons on confidence.

“The comedian Demetri Martin points out that your true identity as far as others are concerned is the second thing people say to identify you at work or at parities. You know:

“Demitri Martin” (the first thing)

“Who?”

“The geeky one with the bowl haircut” (the second thing).

“Oh, yeah”.

Take a moment to reflect on what the second thing people say about you is.

It doesn’t matter what your self image, USP or elevator pitch are, your social or work circle will have their own “second thing” to identify you and you have little control over that. I simply can’t alter the fact I am “the short Scottish one” in most situations in which I’m involved.

But what has this to do with confidence?

Well, we don’t generally mind that period of incompetence we all experience when learning a new skill until we have to present the fruits of our labour in public (e.g. give a presentation, play a competitive game of golf, start a conversation with a stranger). We might experience frustration, even anger but these are nothing compared to the heady cocktail of disappointment, awkwardness and downright shame we feel when failing publicly. Consciously or otherwise we are concerned about that “second thing” we are creating. Here are my experiences and strategies for dealing with this experience in a confident way.

Change your ‘second thing’

The unconfident response we have in these situations is a learned response and can therefore be unlearned. In their book “The Improv Handbook”, Deborah Frances-White and Tom Salinsky point out that most children’s goal is to have “as many turns as possible” and often use this metric to measure their success rather than quality of performance. This approach is by definition childish. And yet it is such a confident approach to learning something new.

As adults, more often than not, we want to sit back and assess whether we’ll be any good at something before we even give it a go (certainly in public). This process strikes me as both highly inefficient and geared to promote “failure”.

Young children do not share our fear of appearing ridiculous or silly. This gives them a great advantage when it comes to confidently learning and practicing new skills. Think about it, when in your life did you learn most and when in your life was learning effortless and even fun? Because they apply this process to life in general they are always learning rather than languishing in self doubt or self-consciousness.

Secondly, this demonstrates it is not the first thing (fear, going blank, making a mistake) it’s the second thing, how we define or name that thing, that undermines our confidence. So the classic adult pattern goes something like:

“Gone blank”

“Who?”

“You know, the one that makes you blush uncontrollably and dig yourself into an ever deeper pit of self loathing”

“Oh him”.

Sound familiar? Well it is time to change your ‘second thing’ descriptors because it’s not what you feel that’s important, it’s what you feel about what you feel.”

Now it would of course be mischievous of me to suggest that you can trade your terror for excitement simply by changing what you call it, so that is exactly what I’m going to do.

For example

“Gone blank”

“Who?”

“You know the one that makes you smile to yourself and get really creative.”

“Oh her, of course”.

Identify your “second thing” label. Develop some alternative labels and test run them in a number of mental rehearsals. Whatever works best, take it with you into the live environment and practice, practice, practice.

Learn to be OK with not being OK

If you are human and you interact with other humans then you are going to mess up. You will find yourself out of your depth. You will miss the point or get the wrong end of the wrong stick at some point. Believe it or not these moments are not your downfall. It’s what you do with them that count.

Build your tolerance to these moments by having more of them. To begin with find a safe, non-judgemental environment to do so. I found this initially in Physical Theatre Training (particularly a clown) and subsequently have honed it doing Improv (improvised comedy) to paying audiences. It’s not that you can’t fail (though some improv trainers will say you can’t) it’s more that your audience love it when (in the words of John Wright in “Why is that so funny”) you are in the shit. It’s an expected part of the deal.

Find something you have the capacity to learn but that will stretch, challenge and make you feel awkward (that last one is important) during the learning process. This builds a tolerance and comfort with “not being OK”.

For me this process has performed a kind of lobotomy in that it has surgically separated confidence and capability. Just because I lack capability in an area doesn’t mean I have to relinquish confidence in myself. Perhaps ironically this “isolated” confidence tends to allow me to develop capability more quickly and less painfully.

Stop taking yourself so damn seriously

Practice seeing the funny side of every situation (even if you don’t share it with your audience, the board or the judge). One way to practice this when the stakes are low is to ask the question “What could this mean?” rather than “what does this mean?” This is what observational comedians do when they find new ways of framing familiar situations to find the fun in them.

Let me give you a personal example. I have recently been suffering from an on-going urological problem which has gone undiagnosed and not really treated effectively. It was really getting me down and affecting my more general health and sense of well-being. An Eastern European consultant proved to be my saviour, but not in the way you might think. He conducted the kind of invasive examination that is the stuff of a man’s nightmares, inserting a camera where a camera really ought not to go (are your eyes watering yet). He discovered, nothing.

However his letter to my GP proved a turning point in my attitude to the illness and my general wellbeing. The words “Mr Cherry’s external genitalia are unremarkable” made me laugh out loud for the first time in months. It had the same effect on many of my Facebook friends.

As CW Medcalf says “taking your challenge seriously and yourself lightly” opens up many possibilities for ourselves and invites others unconsciously to join us. Smiling is thought to be one of the few universal languages.

The Confident Comedian Summary

The word silly has over many centuries taken a fascinating journey through a range of evolving meanings. Silly did not originally refer to the absurd or ridiculous – in fact quite the opposite. The word derives from the old English word seely, meaning happy, blissful, lucky or blessed. From there it came to mean innocent, or deserving of compassion, only later mutating this sense of naive childishness into a more critical, mocking term, signifying ignorance, feeble-mindedness, and foolish behaviour – the meaning we know today.

My lessons about confidence from comedy can be summarised in three key points

  • Feel what you feel without judging yourself. It is the “second thing” that matters.
  • Build your “in the shit muscle” and make tricky business like business as usual.

– Face it we are ridiculous. Most of our social constructs, if we had to explain them to a Martian (or even a child) are made up, arbitrary and frankly ridiculous. Accept that and those awkward moments will lose all of their sting.

Professor A Nalsphinctre (AKA Kevin Cherry, Agent Improvocateur)”

About Richard Nugent

Richard is the M.D. of Twenty One Leadership and has coached talented people from the fields of sport and business for the last decade. Clients have credited him with everything from million pound transfers to the creation of new market leading organisations. The return on investment from his programmes stretches into the millions of Pounds, Euros and Dollars.


Seven Pieces of Advice From Top Coaching Clients 1

What advice would your clients give coaches? In today’s guest post Richard Nugent shares:

"Seven Pieces of Advice From Top Coaching Clients" A guest post by Richard Nugent

Seven Pieces of Advice From Top Coaching Clients

by Richard Nugent

In preparation for this article, I thought I’d ask some of my coaching clients what they wanted and needed from a coach most of all. Some answers surprised me, some I completely expected and, while I hope all are factors that you already take into account when coaching, they are all great reminders of good coaching practice.

To give you a flavour, the clients I asked included several Executives of large organisations, various entrepreneurs, a professional footballer, a senior training manager, some business coaches and teacher. I have coached all of them for some time and all are pretty demanding of themselves and their coach!

I asked them all the same question ‘what is the single most important thing that a coach must do’? Here are the seven most common answers.

1. Keep in touch. Whether between sessions or during breaks in the coaching relationship. The coaching relationship must be on going and consistent even when the actual coaching isn’t.

2. Focus on helping me to understand how I can achieve my outcomes. Everyone is different; don’t assume that there is a right way for everyone.

3. Be you. A coaching relationship works best with you feel the coach is being themselves. Don’t be one way when we meet then turn into a different person when you coach.

4. Be respectful of the trust and investment that I am making in you. I am likely to be telling you things that I haven’t told my closest family. I may have also spent my whole development budget for the year with you. Occasionally let me know that you appreciate that.

5. Know when to be really tough with me and kick my butt and when to support me. (I’d call this emotional intelligence – what is clear from clients’ responses that we have to have it on full in every session. One client even used the phrase “don’t be too nice, I’m not looking for a friend, I’ve got plenty of those.”)

6. Keep asking great questions. Make me think differently to how I am now. Also keep asking me great, different questions – I never know what is coming next and that keeps me on my toes.

7. Keep developing. Clients love the fact that I am always learning and they feel that they are getting the benefit of that. This answer was especially prevalent in clients whose development budgets were tight.

These were the top seven, most consistent answers. Some clients felt really strongly about other things, including technical knowledge, business acumen (if you’re helping me build my business, yours should already be more successful) and even the size of network I have.

What occurs to be is that if this is a representation of the important thoughts my clients have, focussing on them is going to help me be a great coach for them and many others.

About the author

Richard is the M.D. of Twenty One Leadership and has coached talented people from the fields of sport and business for the last decade. Clients have credited him with everything from million pound transfers to the creation of new market leading organisations. The return on investment from his programmes stretches into the millions of Pounds, Euros and Dollars.


Recapping January – March 2012 guest posts 1

Over the next few days I’m going to briefly recap the last years worth of guest posts that appear here each Friday.

Today we start by looking at the first three months of this year.

Image showing first January on a diary with pen on isolated color background with fine clipping path.

January

In the first post of 2012 Amber Fogarty shared how she is in the “habit change business” discussing something she talks about a lot with clients in “Developing Better Habits”.

Coach and trainer Lorraine Hurst then followed with a post that could be of use to both yourself and your clients. “Blue Monday – what colour will yours be?” was published just prior to the third Monday of the year – read the post to see the significance of that date!

Coach and author of “Secrets of Successful Coaches”, Karen Williams, shared her expertise and knowledge in the third guest post of the year: “How does your mindset affect your business?” Read how Karen believes mindset, marketing and business knowledge will affect a successful coaching business.

The final post in January saw Karen Wise sharing a personal experience in the post “Relationship drama.” How familiar is this incident in either your own life or with what your clients tell you?

Image showing 14th February a Valentine day with heart symbol & message.

February

As we started the second month of the year, coach Marie Yates turned her attention to the action taken to the goals and plans made at the start of the New Year. This post contains a series of questions to assist you to make progress. Read “The warm up is complete… It is time for the main event.” 11 months since this was first published – what would your answers to these questions be today?

Liz Scott loves bringing coaches together to share experiences and knowledge. Her post focused upon “Parallel conversations and coaching”, using her personal experience as a lesson to be used in coaching sessions.

Lenny Deverill-West shared how he has been practically incorporating other teachings into his own work with clients. Read more about what he is doing in “The Coaching Aha!”

Social Media coach Nicky Kriel discussed errors she’s seen coaches make attempting one particular marketing approach. Are you making any of the blunders featured in “5 Big Mistakes that Life Coaches make Networking”?

March

March

Coach Richard Nugent invited you to “Explore Some Half Truths Of Coaching” with the aim of getting you to think about your own professional beliefs that could help you be more successful.

A coaching website is on many new coaches to do list, in the second guest post in March Mei Qi Tan shared her expertise and knowledge about what to focus upon. Read her post “Websites: It’s not just about content – it’s about users.”

Coach Angus MacLennan, who delivers practical Business Support to Business Owners, turned his attention to the subject that can have many new coaching business owners scratching their heads in the post “Niching Has Failed”

How to market your coaching is an often requested topic, in our next guest post coach Cindy Hillsey shared her expertise and knowledge in “Marketing and your Ideal Client”

In the final guest post in March Coach Toni Knights discussed what she considers to decide if it is necessary to refer clients for additional help, in her post “Identifying When Clients Need Counselling”

Visit tomorrow

Come back tomorrow for a post recapping April – June, or if you can’t wait, clicking here will bring a list of every post that has been published on this site labelled as a guest post.

January & Febuary image © Indianeye | Stock Free Images & Dreamstime Stock Photos
Visit tomorrow image © Renata2k | Stock Free Images & Dreamstime Stock Photos


Secrets of Coaching Confidence

Richard Nugent shares his thoughts and expertise in today’s guest post about:

A guest post by Richard Nugent

Secrets of Coaching Confidence.

(Adapted from an article written for Fenman Training’s ‘Coach the Coach’)

by Richard Nugent

I’d like you to consider a big paradigm shift from the very beginning of this article – this is that confidence is just a state. It’s not something we have or haven’t got, it’s something you do or don’t do. ‘States’ are changes in chemical and electrical activity in the body caused by alterations in focus or physiology. Many coaches, leaders and managers now understand that by changing what they are paying attention to on the inside or by getting them to move or even hold themselves differently, they can alter their ‘emotional’ state.

While we believe that top people just have it, confidence is a specific emotional state that is alien to many people in many situations. Whether this is as a result of culture (national, local or organisational), upbringing, experience or self-perception, it is clear that for many people the feeling of absolute confidence is felt in only very specific circumstances. In fact the chemical reactions experienced at these isolated times can be recreated in any context, in other words you easily train your self to be more confident more of the time.

The Physiology of Confidence

Who is the most confident person that you know? How do you know that they are confident? How would somebody who has just met them know? People who are seen as ‘confident’ will demonstrate similar characteristics, most of which can easily be replicated by anyone.

Typical Physiological Characteristics of Confidence
  • Straight posture
  • Postive movements (whether attacking or defending)
  • Even breath
  • Firm, positive gestures
  • Steadiness of vocal tone

Being able to copy these characteristics allows more than a simple ‘mimicking’ of confidence. When anyone regularly adopts the physiology of confidence, they are encouraging their body to trigger confidence chemicals and electrical activity to stimulate a genuine state of confidence.

It’s important to remember that many people who are perceived as confident by others don’t always feel that way on the inside. Those who master confidence maintain their focus and regularly adopt the physiology of confidence, which in turn develops their confidence further.

It is vital to remember the important part that the body plays in ‘confidence’ (and indeed any state). As Dr. Candice Pert (‘Molecules of Emotion’ (Pocket Books ISBN: 0671033972, Amazon UK link), the pioneering neuroscientist highlighted, “the brain is located within and throughout the body”. In other words, our memory is quite literally in the muscle. When you discover what your own confidence physiology is, you will begin to access this state increasingly easily.

The ‘Focus’ of Confidence

So, it’s easy to see what confident people do on the outside, what about what happens on the inside? What sets these self-assured people apart from those who doubt themselves? We’ve known for some time now that internal dialogue plays a vital part in our state and how we perceive ourselves at any time. Many people, however, still allow these negative internal dialogues to continue. Their focus that is based on regular dialogue of ‘why do I always choke in the big meetings?’, ‘why do I always do this wrong?’, I’ll never be good enough to get promoted?’.

The more they repeat these (and other) low quality questions and statements, the more they drive doubt and anxiety into their neurology.

What about the focus of those who ‘have’ confidence? What do they know, do or say that allows that to operate more often from this much more resourceful state? On a fundamental level the internal dialogue will be more positive, encouraging and assured. For example ‘whatever level I present to, I’ll always adapt’ is an example of one person’s internal dialogue I’ve worked with. This wasn’t some forced positive self-talk, it was simply something that he has now said to himself so often that it became a belief.

Another useful angle to explore is that the focus of main internal representational systems (senses) changes slightly when focusing on confidence or the lack of it in certain situations. By identifying what these differences it can be relatively simple to help your people alter their strategies and increase their chances of success.

When I was first introduced to this concept, I asked a client to focus on a situation he lacked confidence about and notice his internal representations. He quickly found himself running a whole load of negative ‘strategies’. His internal pictures were all of the situation going badly. He was performing poorly and others were showing a much higher level of ability. His internal dialogue had switched to negative and critical, he was hearing himself complain, and imagining his manager pointing out his weaknesses. Finally he had a significant knot in his stomach – no surprise bearing in mind his visual and auditory focus!

I then had him focus on a future experience that he had full confidence in. Within seconds his internal picture had changed. As well as the internal pictures now showing success and the whole scenario going well, they were also brighter and clearer; mentally it was a sunny day! The auditory tape had changed too; now his internal dialogue was positive and supportive as was the imagined language of those around him. Finally, and most interestingly for me, the knot had moved. Rather than the intense feeling in his stomach, it was now an equally intense feeling in his chest – the same one he gets whenever he is excited!

This client found his key focus differences for fear and excitement and confident and unconfident. The differences between the two will vary in individual from person to person what remains the same is our (and their) ability to change the focus.

Try this experiment. It will be most effective if you can familiarise yourself with the questions, then close your eyes when doing each part of the exploration.

Think of an event in the future you feel less than confident about. Really associate into it, see it through your own eyes, as if it were happening now.

  • Notice what the pictures are like.
  • Are they moving or still?
  • How successful are you seeing yourself being?
  • What are the colours, contrast and brightness like?

 

  • Now focus on the sounds.
  • What kinds of things are you hearing, are they supportive or not?
  • Notice the volume and pitch of what you can hear.
  • Also notice where the sounds are coming from.

 

  • Finally take notice of what feelings this has generated in you.
  • Are they familiar?
  • What would you label them as?
  • Where specifically in the body are they?
  • Are they moving or still? Do they have a shape?

Having noticed the pictures, sounds and feelings that you were focussing on change your focus completely for a moment before moving onto the second part. Stand up and move around, even sitting in a different position will help. When you’ve shaken off the feeling of unconfident, then you’re ready to move on the next part.

Now think of an event in the future you feel supremely confident about. Again associate into it, see it through your own eyes, as if it were happening now.

  • Now notice what the pictures are like.
  • Are they moving or still?
  • How successful are you seeing yourself being?
  • What are the colours, contrast and brightness like?

 

  • Again move onto the sounds.
  • What kinds of things are you hearing, are they supportive now?
  • Notice the volume and pitch of what you can hear.
  • Also notice where the sounds are coming from.

 

  • Now take notice of what feelings this has generated in you.
  • Are they familiar?
  • What would you label them as?
  • Where specifically in the body are they?
  • Are they moving or still? Do they have a shape?

This can be an extraordinarily useful and powerful tool to access your confidence more regularly. Over time this process becomes more and more natural, even automatic allowing us to instantly access our confidence.

Is that it?

Surely those people who have suffered from neglect or criticism over a sustained period of time can’t simply ‘become’ confident by standing straighter or telling themselves how wonderful they are? Well maybe. The assumption that confidence can’t be changed or improved ‘that easily’ comes from the assumption that it is some kind of deep rooted belief. This takes us back to our starting point. Confidence is certainly affected by our beliefs – however confidence itself is a state.

Surely then it’s a long lasting embedded ‘state’? Well there is no such thing, states are always changing, electrical and chemical activity is constantly taking place in our body. It makes sense to describe states as “emergent properties” of our self-organising brains because they are always in a state of flux (Grigsby and Stevens, Neurodynamics of Personality The Guilford Press 2000). This naturally means that to remain in a state of ‘unconfident’ for more than even a few minutes we must repeat and maintain the focus and physiology that is helping us into that state. Anyone can break these patterns by simply changing our physiology or focus.

An added advantage is that it’s often unnecessary to even explore what is causing the lack of confidence. Doing so would merely reinforce feelings of inadequacy. Instead, focus on practicing the focus and physiology of the state of confidence which when mastered, can change lives forever.

About the Author/Further Resources

Richard is the M.D. of Twenty One Leadership and has coached talented people from the fields of sport and business for the last decade. Clients have credited him with everything from million pound transfers to the creation of new market leading organisations. The return on investment from his programmes stretches into the millions of Pounds, Euros and Dollars.


Explore Some Half Truths Of Coaching. 1

Coach Richard Nugent shares his expertise and knowledge in today’s guest post as he invites you to:

Explore Some Half Truths Of Coaching.

by Richard Nugent

I love writing articles for this blog. Mainly because I know the readers are like-minded and ready to learn. With this in mind this particular piece focuses on some of the beliefs that I often see coaches holding that can limit the impact they have with their clients or even their business.

My aim isn’t to offend or even to challenge your beliefs, rather to get you thinking about the ‘professional beliefs’ that you could review to help you to be even more successful.

Remember that one of the indicators of intelligence is the ability to comfortably hold two opposing views. Writing this has helped me to notice how much my beliefs have shifted over my coaching career and explore my intelligence! I hope reading it does the same for you.

Half-truth number 1 – You can’t ‘tell’ when coaching.

Really? Who says? I am not sure exactly where the rule came from, but coach must always stay out of content is certainly a very commonly held view. In my experience, the ‘none content’ phase is a useful stage in a coach’s development. For example one of my clients is a large bank. As part of their leadership development we help them to have great coaching sessions that avoid tell. It makes a real difference to them, their people and their results.

AND…recently another client of mine called me. He is a football (soccer) manager and had an imminent meeting with his Chairman to discuss transfer budgets. He wanted influencing strategies and quick. ‘How do you think you should influence him’, just wouldn’t have helped in that situation, with that client. He wanted a strategy, I gave him it and it worked. Job done, and in my view still coaching.

My final analogy is cabin crew on an aircraft. When it comes to the drinks trolley they can coach me to my preferred outcome all they like. If we need to evacuate the plane, I don’t want them to use great questions to draw out the best route from me.

Half-truth number 2 – Clients outcomes are always right.

I recently heard an eminent coach say, “the problem with client outcomes is that they are normally sh*t.” A strong view and one that took me aback. However, think carefully about your coaching experiences, how often do the outcomes that the client brings end up being what you really need to work on? How often do they change? I am sure that you will have many instances where over the course of a coaching relationship the original goals and outcomes are forgotten.

I am not saying that we shouldn’t explore and agree outcomes with clients AND they shouldn’t limit us. A client I worked with last year was adamant that the focus of our sessions should only be building her business and that any beliefs shifts that were needed would be dealt with on the NLP Master Practitioner Programme she was attending at the time. I stuck to the agreement and regretted it. To serve her best I should have focused more on what was needed session by session even if it meant her original outcomes weren’t met in full.

Half-truth number 3 – It is your responsibility to work with the clients until they are ‘done’.

Ok so we should never leave clients in the lurch. I have heard awful examples of coaches and therapists bringing issues to the surface and not having the time, energy or resources to help their client to a more resourceful place. Practices like this give our profession a bad name.

AND I believe that it is a healthy practice for coaches to end relationships with clients. Here are some signs that it’s time to consider firing a client;

  • You are coaching on the same thing and at the same level you were last year.
  • Coaching sessions with them leave you in a less resourceful state than you were before.
  • Coaching sessions with them leave them in a less resourceful state than before.
  • You resent coaching them for any reason, including financial or emotional.
  • You only took them on for the money or because you didn’t have any clients and now your practice and/or bank account has built up.

If any of these seem a little hard-nosed then they come from a belief that we almost always get the best results with clients that we love coaching. We have a responsibility to test our relationships regularly.

Half-truth number 4 – People have all of the resources they need.

In the opening to this article I mentioned that I wanted to help you to explore your beliefs and half-truth number 4 certainly led me to challenge and question mine.

I do fundamentally operate from a belief that people do have the resources to achieve whatever they want to. So that is a tick in that column right? What happens when they can’t see or feel that resourcefulness at all?

Take this example. Client A is a coach whose business is in trouble and as a result their finances are in dire straits. Their coach is not only highly successful – financially and otherwise – but also a longtime colleague and friend.

Is the coaches’ first step to help their client to be clear on what success looks like? Or to help them to into a really powerful and resourceful state so they can take massive action. Or is their first step to lend (or gift) them some money so they can get by?

Lending them money would suggest a belief that Client A didn’t have the resources, but if you were in a position to, wouldn’t you at least consider it?

Many moons ago I asked a colleague for some coaching after I led a pretty rocky workshop. She gave me the choice of a coaching session or just some time when she told me how great I was. She was building my resources rather than just believing in my resourcefulness but it was just the intervention I needed.

Half-truth number 5 – You always have to have great rapport when you coach.

I told a group of budding coaches recently that “rapport in coaching is everything. Except when it’s not.”

I still get quite taken aback by the number of coaches with a strong NLP background who forget the ‘lead’ part of pace-pace-lead. I often find that a mismatch or purposeful break of rapport is the most powerful part of the session.

I spoke to a coach about this recently who was opposed to ever ‘stepping out of the clients world view.’ It seems an interesting thought when I have often seen the likes of Richard Bandler getting great results by going straight to ‘lead’.

Half-truth number 6 – Great coaching must always have a clear end result.

Two years ago I invested tens of thousands of pounds in an intensive coaching relationship with Michael Neill. It was amazing, powerful, intense, world shifting and worth every penny. Yet I can’t really tell you what the end result was – other than a big shift. I can tell you some of the key learning’s but then that doesn’t really do justice to the power of the experience.

It is vital that clients feel that they are getting value for money and that they can express the value of the coaching relationship but the wonderful complexity of human nature and the fabulous array of ‘stuff’ that we do as coaches and with that nature leads me to question how often a specific end result is the most useful measure of a coaching relationship.

Summing up.

I would love you to have finished this article either having your beliefs challenged or reaffirmed. I mind much less whether you agree or not. This brings me onto the last point that I would love share with you.

In recent months I have experienced a greater degree of ‘crab mentality’ among coaches (click here to learn about crab mentality). Rather than celebrating and exploring other coach’s approaches and techniques I have found others in the field all too quick to label them as old, bad or wrong.

I think it’s a great time for us all to re-examine our approaches, beliefs and understanding and open up to what more we can learn and be.

About the Author/Further Resources

Richard is the M.D. of Twenty One Leadership and has coached talented people from the fields of sport and business for the last decade. Clients have credited him with everything from million pound transfers to the creation of new market leading organisations. The return on investment from his programmes stretches into the millions of Pounds, Euros and Dollars.


An Alternative Mantra to ‘Think Positive’

In this weeks guest post, talent coach, Richard Nugent shares his expertise and approach to “motivational coaching”.

An Alternative Mantra to ‘Think Positive’

by Richard Nugent

As a coach with a background in NLP and a bucket full of other positive psychology you would think that my clients would regular be coached to ‘think positive’. After all that’s what us ‘motivational coaches’ do right?

However I think that ship has sailed. Many perspective clients have tried the whole positive thinking thing and it hasn’t really worked for them. Where does that leave us? I don’t think that positive psychology should be ditched and we should go back to the days of trawling through clients’ past for sessions upon end to enable their future. Instead I think as a profession we should look for new distinctions in the field to help our clients think more clearly.

My experience of 3 principles based work has certainly helped me become more aware of my thoughts and the ‘reality’ that they create for me. This in turn has of course helped me create new insights and more distinctions for clients. Here is a very simple example of this in action.

A recent meeting in the south meant a 5am start for me and a ninety minute drive either side of a full day of thinking, challenging and learning. My return journey to the airport was halted by a closed motorway and after a lengthy spell stuck in traffic and a missed flight the realisation that a five hour drive home beckoned. I was speaking to a client during the trip back up north who asked how I managed to be positive even at a time like this. It struck me that having to think positive as well as driving safely, finding my way home and communicating with my family just felt like an extra chore.

For me the distinction between positive thinking and useful thinking is a small but powerful one. I became aware that ‘getting positive’ about not getting home until 1am after a long day would be a task, however also being aware that being unhappy, angry or blaming the world for it would not get me home any quicker at all. Acceptance of the situation, gratitude that I had been delayed by an accident rather than involved in it and a focus on being present in the task (driving safely) was a much more useful frame. Notice the ‘useful’ frame rather than positive.

Those of you who are experienced coaches this awareness of thought should not be new, but my experience of sharing the distinction with a client – and an experienced client at that – highlighted again that we are lucky enough to have insights that are natural and obvious to us that others aren’t aware of.

Try this simple exercise.

Reflect on your last five coaching sessions

List the interventions, solutions or models that you used to move you clients close to where they want to be

Now chunk this list a step further, ‘stuff other coaches probably know’ ‘stuff most clients know’ ‘stuff not many other people on the planet know’.

You could probably use this as a catalyst for an article or even product but for me the purpose of this is simply to become more consciously aware of your own thinking and your thoughts.

My guess is that as you explore your thinking, you will find that you have your own pretty unqiue take on positive thinking which helps your clients create more of the world that they want. It is unlikely to be directly aligned with early nineties ‘happy clappy high fives all round’ approach nor is it likely to be the ‘sit where you are, think positive and all will come to you’ approach popularised in the last decade. Whatever your philosophy is in this specific area can you describe your distinction?

I would love to hear it (email ri*****@*************ng.com) and I bet your clients would too.

About ‘The Talent Coach’

Richard works with talented people in the fields of business and sport – and has been for almost a decade. Those who he has worked with all say the same thing: they have achieved more than they thought was possible because of his support and insight.

He has helped leaders in international brands such as Lego, Merlin Entertainments and Tesco to realise their potential while his work with professional footballers, managers and cricketers has led to trophy winning performances and multimillion pound transfers.

Entrepreneurs with the commitment to work with Richard reshape businesses, unlock the secrets of financial success and discover the answer to the ultimate question for business owners – how do I balance my work and personal life?

 


Are You Walking It?

In this week’s Friday guest post successful coach Richard Nugent, who provided a fantastic guest post last year, returns for a second time. This week he shares his thoughts about congruence in coaching.

Are You Walking It?

by Richard Nugent

Ok my wonderful fellow coaches let us start with a question. Do you have a coach?

I hope the answer is a resounding YES! If not how congruent is it for you to ask your clients to fork out their hard earned cash to pay for one? In my view it is a basic requirement for a coach to have a coach. I certainly won’t employ a coach who doesn’t have one themselves.

Reflecting on this got me thinking about the broader context of congruence in coaching. Authenticity is such a key factor in leadership – actually it is the number one thing that most followers want from their leaders – it should also be considered with the same importance in coaching.

For example, while there are many, many wonderful people in the NLP world, I do struggle at the number of people that I experience at events who seem to be coaching from the world view of their own issues.

There is some similarity in the number of coaches looking to develop a business in coaching other coaches to build coaching businesses! That is great with me if you have a continuing track record of making great money and adding huge value for clients as a coach. It is less congruent if your track record is in marketing or internet business building. This suggests you can build a great coaching practice regardless of coaching skill, ability or experience – let us hope not.

I am sure that few of the readers of this wonderful site fall into either of these categories however it is a great chance for us all to check in with our congruence as a coach or as I like to call it our ‘doing-what-we-say-on-the-tin-ness’.

Here are some useful questions I have been considering.

  • To what degree are you aware of who you are creating yourself as (as a coach)?
  • To what degree are you congruent with that identity? Consider this from every angle including fees, environment, how you dress, the clients you choose/agree to work with, the results you achieve, and the beliefs and values you operate from.
  • Do you set your clients’ standards high enough?*Do you set your standards high enough?
  • To what degree do you love what you do as opposed to being in love with how you imagine it could be ‘if only’?
  • How much time do you spend in pursuit of ‘should goals’ or ‘recurring goals’? Congruence means knowing when to ‘do’ and when to let go of thinking that you should do.
  • How much time do you spend working on your business and how much do you spend working in it. All businesses need time energy and focus.

The reflection as you would expect is that I am hitting the spot in some areas and have work to do in others. What I do know, and I am proud of, is that I hold authenticity as more than an aspiration but as a key success factor for me as a coach and for my coaching business.

Indeed as I reflect on many of those that have had successful practices over a prolonged period they were absolutely congruent with the identity they operated from. Whether you like, agree or appreciate the ‘big names’ in the industry, if they were to reflect on the questions above they would undoubtedly be able to give themselves nine or ten out of ten in every one of these areas.

If you think you can do more, achieve more and earn more as a coach then consider this final question, what simple change can you make to ensure that you are more congruent in your coaching identity than ever before.

About the Author/Further Resources

Richard helps successful business leaders to move from being ‘good’ to ‘outstanding’. He challenges clients to change the way they think about work, to focus on what is most important and to stop firefighting for good.

His work is based on three key beliefs:

  • If you can think it, you can do it
  • Leaders must be prepared to go first
  • To perform at the very highest level you must have a passion for what you do

Clients’ return on investment from his energetic and ground breaking work is well into the millions of pounds, dollars and euros. His reputation as one of the UK’s leading transformational leadership coaches has been cemented by outstanding results with an impressive client list including Tesco Bank, EDF Energy, Merlin Entertainments, ASOS and Lego. He also serves as a consultant to a number of colleges, business schools and professional footballers and cricketers.

www.kaizen-training.com

You can read Richards last guest post “The Evolution of a Coach” here.


2010 guest posters 1

The Friday Guest post on Coaching Confidence is taking a break over the festive period. (Want to be a guest poster in 2011? visit HERE)

Instead, today you will find a list of all the guest posters since we started the feature with links to their respective posts.

I’d like to take this moment to thank all these posters for taking the time to share so generously. I’d also like to wish everyone a Happy New Year.

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