Coaching for performance is about addressing and fixing a specific problem or challenge. It’s putting out the fire or building up the fire or banking the fire. It’s everyday stuff, and it’s important and necessary. Coaching for development is about turning the focus from the issue to the person dealing with the issue, the person who’s managing the

“giving people the responsibility for their own freedom.”

To build an effective new habit, you need five essential components: a reason, a trigger, a micro-habit, effective practice, and a plan.

Nutt made the point that this percentage was on par with (actually, slightly worse than) the ability of teenagers to create options before making decisions. Yes, those terrible decisions teenagers tend to make. And at least teenagers have the excuse that their brains aren’t yet fully formed. It’s thus no surprise that Nutt found that decisions made

To further reassure yourself, master the last of the Seven Essential Questions—“What was most useful here for you?”—so you create a learning moment for the person and for you.

ANSWERS ARE CLOSED ROOMS; AND QUESTIONS ARE OPEN DOORS THAT INVITE US IN. Nancy Willard

Patterns What habits do you need to break? What old stories or dated ambitions do you need to update? What beliefs about yourself do you need to let go of?

Resist the temptation to do the work and to pick one of the many challenges as the starting point (even though, no doubt, you’ll have an opinion on which one it should be). Instead, ask something like this: “If you had to pick one of these to focus on, which

What’s the challenge? Curiosity is taking you in the right direction, but phrased like this the question is too vague. It will most likely generate either an obvious answer or a somewhat abstract answer (or a combination of the two), neither of which is typically helpful. What’s the real challenge here? Implied