50 Top Tools for Coaching

Gillian Jones is Managing Director of Emerge, a development consultancy that specializes in leadership, organizational development and executive coaching. She is a champion for women's development, delivering RISE, the popular empowering women's programme, both in Europe and the Middle East. Ro Gorell is an independent talent management and change consultant and business coach. She has particular expertise in group coaching and enhancing company culture through coaching. She is the author of Group Coaching and the co-author with Gillian Jones of How to Create a Coaching Culture, also published by Kogan Page.

Section - ONE: Setting up the Coaching Relationship;


Chapter - 01: The Coaching Process;
Chapter - 02: Coaching Assessment Form;
Chapter - 03: Coaching Brief and Contract Form;
Chapter - 04: Coaching Self-Assessment Questionnaire;
Chapter - 05: Checklist for Establishing Contract Rules;
Chapter - 06: Action Plan;
Chapter - 07: Coaching Evaluation;


Section - TWO: Foundation Tools;


Chapter - 08: Listening Model;
Chapter - 09: Questioning Skills and Techniques;
Chapter - 10: Feedback Techniques and Examples;
Chapter - 11: The ORACLE Model;
Chapter - 12: Coffee-Break Coaching;
Chapter - 13: Self-Coaching;


Section - THREE: Goal Setting;


Chapter - 14: Creating Powerful Intentions;
Chapter - 15: Goal Setting;
Chapter - 16: Breaking Down Previous Goals;
Chapter - 17: Spatial Action Planning;
Chapter - 18: Goal Visualization;
Chapter - 19: Goal Visualization Script;


Section - FOUR: Problem Resolution;


Chapter - 20: Logical Levels;
Chapter - 21: Positive Problem Solving (Reframing);
Chapter - 22: Problem Mapping;


Section - FIVE: Values and Beliefs;


Chapter - 23: Internal Conflict Negotiation;
Chapter - 24: Helping Individuals Reduce Stress;
Chapter - 25: Changing Negative Thought Patterns;
Chapter - 26: Determining Values;
Chapter - 27: Prioritizing Values;
Chapter - 28: Belief Assessment;


Section - SIX: Confidence Strategies;


Chapter - 29: Reprogramming Negative Language;
Chapter - 30: Personal Centre of Excellence;


Section - SEVEN: Working Effectively with Others;


Chapter - 31: Behavioural Conflict Resolution;
Chapter - 32: Analysing and Resolving Conflict;
Chapter - 33: 360-Degree Perspective;


Section - EIGHT: Personal Impact and Influence;


Chapter - 34: Communication Skills Audit and Skills Inventory;
Chapter - 35: 360-Degree Feedback;


Section - NINE: Enhancing Leadership Style;


Chapter - 36: Team Climate Inventory;
Chapter - 37: Improving the Delegation Process;
Chapter - 38: Planning to Delegate;
Chapter - 39: Prioritizing – Paired Comparison;
Chapter - 40: Prioritizing – Importance-Urgency Grid;


Section - TEN: Planning for the Future;


Chapter - 41: Life Events;
Chapter - 42: The Discovery Model;
Chapter - 43: Ideal Work Designer;
Chapter - 44: Managing My Career;


Section - ELEVEN: Developing Women;


Chapter - 45: Identifying Super Powers Through Strengths-based Portraits;
Chapter - 46: Reflected Strengths Portrait Exercise;
Chapter - 47: Improving Confidence by Changing Beliefs;
Chapter - 48: Questions to Change Limiting Beliefs;
Chapter - 49: Part 2;
Chapter - 50: Confidence Building;
Chapter - 51: Emotional Intelligence Through Modelling;
Chapter - 52: Managing Upwards;


Section - TWELVE: Coaching During Change;


Chapter - 53: Creating a Group Coaching Environment;
Chapter - 54: Creating Tools for Group Coaching;
Chapter - 55: Lean Change Canvas;
Chapter - 56: Mapping Different Perspectives;
Chapter - 57: Hot Seat Coaching;


Section - THIRTEEN: Ten Extra Tools from our Coaches;


Chapter - 58: Goal – Setting Ensuring Goals are Aligned;
Chapter - 59: Targeting What’s Important;
Chapter - 60: Guiding Others Through Change;
Chapter - 61: SLOBA Model for Building Credibility;
Chapter - 62: The Alignment Process;
Chapter - 63: Accountability Review;
Chapter - 64: Breaking the Gridlock;
Chapter - 65: Building Resilience;
Chapter - 66: Building and Using a Supportive Network;
Chapter - 67: Establishing a Real Purpose, Meaning and Value to Client Progress