Henry Ford once said "whether you think you can or think you can't, you're right". It's all about being decisive. Exercise your brain muscle. If you want to explore different perspectives, we will be happy to coach you. We are standing by those who want to mold their destiny.
Positivity Coaching assists those individuals or teams who want to gain control and get committed to higher standards, whether it is personal or entrepreneurial - we assist them to make the paradigm shift and get the power, inspiration and drive.
We are living in a society where everyone and everything is strongly interdependent. Fruitful interventions can lead to better communities and better communities hold the power to make this world a better place, celebrating our fulfillment in a holistic way.
Coaching for change.
By advancing the art, the science and the practice of coaching we facilitate the succesful approach to the place where harmony and fulfillment meets the Aristotelian eudemonia.
Ambivalence, the existence of coexisting and conflicting feelings, can be a major factor inhibiting clients’ motivation to change. Feeling ambivalent is a common and perfectly normal state of mind. Assist the clients to accept their ambivalence, rather than to fight it, to work their way through it. It may always be present to some extent, and that’s okay. Ambivalence doesn’t need to be completely resolved for clients to get started and to be successful with change. For example, some people may always be ambivalent toward getting up early to exercise, but they continue anyway because the intrinsic rewards make it worth doing.
Coaching as a change catalyst.
Understanding of a coaching model and participating in a coaching relationship can provoke effective and sustainable change. A change that affects both the session agenda and the way the coachee thinks and acts, thus ensuring he will follow through the Way-Forward.
As Plato states in The Republic's Allegory of the Cave, to Step-Forward into the real world, we need to focus on science, knowledge, belief and opinion. The need for change will emerge from our coordinates between the intelligible world and the visible world.
Coaching invites thought and action to Step-Forward from the world of becoming into that of being.
The gender crisis in leadership: and what to do about it
Study after study indicates a growing shortage of effective and inspirational leaders, in all parts of the world, including Greece. As many, if not more studies also show that, while women have the capability and ambition to achieve leadership positions, they are far less likely to do so, because subtle barriers prevent them. It would seem obvious that each of these problems is a potential solution to the other. Yet progress towards gender equality at the top of organizations is painfully slow, and has even gone into reverse in some sectors, during the global recession.
At the same time, leaders themselves are deeply unhappy about the quality of their own organizations’ processes for developing their successors. Recent surveys of business leaders around the globe show a depressing picture of lack of confidence in how well their companies handle leadership development, talent management and succession planning.
So why are we so short of leaders?
Interviews with hundreds of senior Human Resource practitioners around the globe and a comprehensive analysis of the evidence from academic studies suggest that one of the key reasons is that the very processes that are meant to support effective talent management (and at the same time, to promote greater diversity in C suites) are often part of the problem. Most of the HR processes are based on assumptions that career progression and talent management are simple, linear systems. Yet the relationship between talent and organizations is a complex, constantly adapting, dynamic system. There is no credible evidence that leadership competency frameworks, nine box grids, performance appraisals and other forms of talent identification and promotion produce any better result than random selection – for example, if talent were defined by the size of people’s noses, and the identified “talent” given the same exposure to learning and reputation-building experiences. Indeed, these same processes both perpetuate gender bias in talent selection / succession planning, reducing the “requisite diversity” essential to any well-functioning complex system and promoting mediocrity in the middle management ranks, from which leaders are selected.
A Coaching Definition.
Coaching is a synergy of individuals, a partnership between the coachee, a person on the verge of discovering how mature are the conditions that will nurture change in his life and the coach, the person who will lend his meditation to make space so that change will occur.
Coaching uses a set of tools and techniques to maximize the clients’ potential, to facilitate them to think outside the box, change the flow of thread of thoughts, overcome self-imposed limits, underlying belief sets and patterns, and move towards a self-awareness-driven journey to the heart of the everlasting present.
Coaching forms a relationship where the coachee is the change agent and the coach is the change catalyst. Coaching assists individuals who feel they should reorient themselves and assess their values and aspirations, molding their new visions, paving their way to success and fulfillment, and creating a healthier, happier and well-rounded life.
Coaching creates the space, opportunity and foundation to build on a training process that will lead to a resonant life, a life of choice, purpose, and expression. Coaching instills happiness in both personal and business life, celebrating the coachee’s fulfillment in a holistic way.