Improving and promoting health often involves taking proactive steps towards well-being. Here are six immediate actions you can take to promote your health effectively: 1. Stay Hydrated: Importance of Hydration: Hydration is crucial for overall health. Water helps maintain bodily functions, regulates temperature, aids digestion, and supports cognitive function. Immediate Action: Drink water regularly throughout the day, aiming for at least 8-10 cups (64-80 ounces) daily. Carry a reusable water bottle to ensure easy access to hydration. 2. Prioritize Balanced Nutrition: Importance of Nutrition: A well-balanced diet provides essential nutrients, vitamins, and minerals necessary for optimal body function, immune support, energy levels, and disease prevention. Immediate Action: Include a variety of fruits, vegetables, lean proteins, whole grains, and healthy fats in your meals. Focus on nutrient-dense foods to meet your body's nutritional needs. 3. Incorporate Phy...
A coach is a person who, for the same purpose that they studied, has had to rethink their way of observing life, others, and work .
A trainer has learned to listen. It is heard with the ears, but more than humans we listen, we listen. As we listen, we automatically add a full interpretation to what we hear .
When we hear a noise, we don't say "noise made", but rather "a plate has fallen". "A shot was fired." Many times we were right, many other times our interpretation wasn't exactly what happened.
Often times, when we turn to other examples, we believe that we have said something to someone very clearly, and then the other person's action shows us that they understood something else. Instead of thinking that the other "intentionally listened to what he wanted," we think that his listening, colored by some kind of interpretation, was listening to what he could hear .
A trainer is very attentive to this phenomenon. Not just to notice how you are listening to your coachee, but also to show how you are listening to others .
Imagine a coach who thinks his coachee is delusional and
will never achieve what he set out to do. If so, this coach is not going to
coach this person or project.
Imagine a coachee who listens every time his boss corrects something he's doing while his boss criticizes him. What new and different action can you find when what you are hearing is critical and not the input of another point of view
The coach also has distinctions that allow them to help the other generate action. It shows you access to them, for him / her, or so that you can produce them in others. It shows you that engagement is action. It shows you that engagement is "what you want to achieve", not "how you get it".
Many people only commit themselves to what they have a "How To" for. The really important thing is what you want as a result. "How", there are many. Lots of people are inventive.
Coach behavior
In order for the above values to be put into practice, the coach must translate them into concrete behaviors. These behaviors relate to the following skills:
WARNING: This term refers to what coaches do to convey that they are listening. There are verbal and non-verbal aspects of this activity. Non-verbal aspects include behaviors such as: looking at the other person, making eye contact, nodding, avoiding distracting behaviors such as looking at papers, interrupting, etc. Verbal aspects include countable words and phrases. The most important underlying skill is to listen without judging what the other person is saying. It means trying to understand what the other person is communicating rather than judging whether what they are saying is right or wrong, or whether you agree or disagree. In the event of a hasty judgment, the development of the information is interrupted and a lack of respect is communicated to the other,
INDAGAR: An important tool for the coach is to develop
enough information to achieve positive results. Coaches can help others solve
problems by knowing how those other people understand the problem, what they
did to solve it, and how they think it can be solved.
REFLECT: A third behavior that helps the coach to get
information is to reflect. By doing this, you convey that you are listening,
that you understand what the other person is saying or feeling, that you are
not judging yourself, and that you want the other person to provide the
information that you think is important. Reflecting means expressing what you
think the other said and communicating the feelings the other was expressing.
TELL. This tool focuses on the basic outcomes of coaching;
continuous improvement in learning. It expresses the trainer's belief in
people's desire to be competent. Strengthens the sense of achievement in others
and contributes to the commitment to continuous improvement. Expressions during
a coaching interaction can draw attention to two types of competencies that the
person has demonstrated, e.g. B. the skills the person has demonstrated at work
and the skills the person demonstrates during a coaching interaction.
DISCIPLINE: The final crucial tool is to use the other four
to create the essential characteristics of a coaching meeting. That means:
taking responsibility for your own behavior and responsibility for the result
of coaching interactions