Coaching Blog
The Coaching Group Of Switzerland

By Toby Nwazor
Having clearly defined goals can do a lot to improve yourself. In fact, research shows that specific and sufficiently challenging goals led to a higher performance rate compared to easy and not specifically defined goals. The benefit of goals does not lie in the act of setting them, but in the effort taken to achieve each goal.

Self-improvement is what will make you successful in life. The reason is simple. Personal development attracts better relationships and an increase in wealth.

Personal development is something that should be practiced daily. This will keep you constantly prepared to face any challenge or obstacles life throws at you.

This is the reason why you should set personal development goals in your workplace. These goals will not only improve you in the long run, but also improve the overall running of the business. So whether you are the boss or employee, personal development goals are a must.

Here are 5 personal development goals that will make you successful in your workplace: ...

By Adam Fridman
​"Purpose Inspires, Values Guide, Habits Define."
Purpose is the why of your organization. Purpose is what gives work meaning. But purpose is in danger of becoming "GWOP" - Goals Without Plans - unless it is aligned with your culture. Putting it another way, purpose is about where your company's journey is taking you. Culture is the combination of values and habits that will get you there.

Purpose, Values or Culture: What's the Difference?
Some people confuse the ideas of purpose, values and culture. They are three similar but distinct concepts. If purpose, values and culture were a math equation, they'd look something like this:

• Purpose = Direction
• Culture = Values + Habits that support purpose

by Travis Bradberry
The ability to manage your emotions and remain calm under pressure has a direct link to your performance. At TalentSmart, we have conducted research with more than a million people and found that 90 percent of top performers are skilled at managing their emotions in times of stress in order to remain calm and in control.
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There is some startling research that explores the havoc stress can wreak on one’s physical and mental health (such as this Yale study, which found that prolonged stress causes degeneration in the area of the brain responsible for self-control). The tricky thing about stress (and the anxiety that comes with it) is that it’s an absolutely necessary emotion. Our brains are wired such that it’s difficult to take action until we feel at least some level of this emotional state. In fact, performance peaks under the heightened activation that comes with moderate levels of stress. As long as the stress isn’t prolonged, it’s harmless.

Dianna Anderson,
Dianna is the thought leader behind Cylient's unique, comprehensive approach for instilling coaching cultures. 
Is building a coaching culture for your enterprise a strategic priority for your organization in 2019, or does it fall further down the list in the “nice to do someday” category? If building a coaching culture isn’t at the top of your priority list, here’s why I think it should be:

I believe that many of the top priorities that Learning and Development professionals focus on are actually symptoms of using traditional “direct and correct” leadership approaches to try to manage our current multifaceted, ever-changing work environments.
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Here’s why I think that:
When people lead by telling people what to do, and then correcting them when they think they are “wrong,” it teaches the people they are leading to:

• Wait to be told what to do, which causes inertia, particularly when it comes to making any kind of change happen.
• Avoid taking initiative because they may be sanctioned, sometimes in subtle but impactful ways, for choosing the “wrong” approach.
• Only propose ideas that their manager will understand and grasp quickly because those are “safer,” resulting in lack-luster innovation.
• Avoid being accountable for things they can’t control, which can become a pretty long list as the most pressing issues become increasingly complex.

By Zaria Gorvett
The Power of One Hour
There’s a scene in the classic sitcom The Office, where David Brent – the ultimate cringe boss, with zero self-awareness – is doing some motivational speaking. “Laughter is the best medicine,” he says, explaining to his staff that it reduces stress and that he likes to do it several times during the working day. He demonstrates the technique by bursting into a solo manic cackle; though it only lasts about 30 seconds, it seems to go on forever. The whole room stares back in lethal silence.
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It turns out that, for once, Brent may have been onto something. He was inadvertently describing what experts call a “microbreak” – any brief activity that helps to break up the monotony of physically or mentally draining tasks. They can last anywhere from a few seconds to several minutes and involve anything from making a cup of tea to stretching or watching a music video.

Though the breaks are tiny, they can have a disproportionately powerful impact – studies have shown that they can improve workers’ ability to concentrate, change the way they see their jobs, and even help them avoid the typical injuries that people get when they’re tied to their desks all day.

By Glenn Leibowitz
The other day, I was walking out of the elevator lobby of my office building and looked outside the front doors. I stood for a few moments to look at the streaming white and yellow light from the sun pouring through the entrance to the building. The sky was blue that day, and was mercifully clear of the depressing blanket of gray haze that has too often blocked the sky.