...LIFE COACHING Life Coaching/Consulting Services Marketing Plan Mabel Meadors Keller Graduate School of Management 1.0 EXECUTIVE SUMMARY 3 2.0 SITUATION ANALYSIS 4 2.1 MARKET SUMMARY 5 2.2 STRENGTHS, WEAKNESSES, OPPORTUNITIES, AND THREAT ANALYSIS (SWOT) 7 2.3 COMPETITION 9 2.4 SERVICE OFFERING 10 2.5 KEYS TO SUCCESS 11 2.6 CRITICAL ISSUES 12 3.0 MARKETING STRATEGY 13 3.1 MISSION 14 3.2 MARKETING OBJECTIVES 15 3.3 FINANCIAL OBJECTIVES 16 3.4 TARGET MARKETS 20 3.5 POSITIONING 22 3.6 STRATEGIES 25 3.7 MARKETING MIX 26 3.8 MARKETING RESEARCH 28 4.0 CONTROLS 29 4.1 IMPLEMENTATION 30 4.2 MARKETING ORGANIZATION 32 4.3 CONTINGENCY PLANNING 33 5.0 CONCLUSION 34 REFERENCES 35 1.0 EXECUTIVE SUMMARY Life Coaching /Consulting Services will offer services to inner city youth and young adults. Initially the plan is to offer the services in the St. Louis City, County and outlying Missouri State major cities. Increasingly young people seem to be having difficulty making good choices, from as simple as deciding should they do their homework or watch TV or play video games instead. Some youth are faced with more serious life choices of dropping out of school, choosing to use drugs, engage in sexual activity, which may result in STDs and/or unplanned pregnancies, or even to join a gang or participate in criminal activity. How does Life Coaching/Counseling Services plan to make a difference, reach the youth and...
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...The Future of Executive Coaching: Analysis From a Market Life Cycle Approach Where are we, where are we going, and how do we prepare for what’s next? Sheila Maher, MA., MBA. and Suzi Pomerantz, MT., MCC [This article first appeared in the International Journal of Coaching in Organizations, 2003, 1(2), 3-11. It can be downloaded and printed for personal use only. Please obtain prior written permission for wider printing and d istribution from J ohn L azar, IJCO Co-Executive E ditor, at john@ijco.info .] In launching this journal the editorial board envisioned that the journal would provide a forum for “reflection and analysis…by those leaders of this eme rging field who recogn ize coach ing to be a fixture rather than a fad...” 1 This a rticle exp lores the m arket life cycle o f executive coac hing , considerin g its history and growth, and estimating its current position. We discuss the four stages of the market life cycle: product introduction, market growth, market maturity, and sales decline, exploring the implications for our profession of each stage. Understanding where coaching is in the market cycle allows u s to consider strateg ies to stim ulate the co ntinu ed growth of the pro fession . In this a rticle we present our th esis that “this emerging field” is actually already in the mature stage of its lifecycle and we make recommendations for mo ving the professio n forw ard. It is clear that coac hing is no t a fad an d it is not ne w. Coaching is rooted in a range of...
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...Life Coaching Spiritual Formation: What Does It Mean? Liberty University Abstract This research paper will give a brief examination of the history and development of life coaching in general, and then it will look towards the niche coaching specialty of spiritual formation. This writer will endeavor to answer the question, “Spiritual formation: what does it mean?” There will be discussion around this topic as it is examined from several perspectives and worldviews. It will include an brief overview of secular, non-religious, and non-Christian religious worldviews. Judeo-Christian worldviews will be discussed highlighting biblical aspects with regard to spiritual formation and how it may fit with a life coach who is familiar and skilled with this specialty niche. From this vein of information the reader should be well able to extrapolate a clear view of not only what spiritual formation is or can be and how its development is a personal journey. Additionally, the reader should have gained a good understanding of how the journey can be assisted with the help of a like-minded life coach. Introduction Historical Overview of Life Coaching This overview looks at events that began in the 1980’s. Thomas Leonard was a professional financial planner, whose many clients asked for his help with other life issues they were experiencing. After dealing with these client matters for a time, Leonard chose to close his financial planning business and become a full-time life...
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...Demonstrations methods Demonstration involves showing by reason or proof, explaining or making clear by use of examples or experiments. Put more simply, demonstration means 'to clearly show'.In teaching or training through demonstration, students or employees are set up to potentially conceptualize class material more effectively as shown in a study which specifically focuses on chemistry demonstrations presented by teachers.Demonstrations often occur when trainee have a hard time connecting theories to actual practice or when trainee or employee are unable to understand application of theories. # the demonstration method shows how to do something or how something works. # demonstration involves showing by reason or proof explaining or making clear by use of examples or experiment. #this method is visual display of how something works or how to do something. As an example ,trainers show the trainees how to perform or how to do the task of the job.in order to be more specific demonstration should bebe accompanied by the discussion or lecture method # when the trainer has the audience actually perform a task by showing and explaining how to do it, tthis is called at demonstration # during demonstration the audience is encouraged to ask questions and request assistance as they try to do the task by themselves strength of demonstrations #students can learn from watching your step by step demonstrations and hearing your thinking process # demonstrations engage tthe students...
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...Coaching and motivation Leadership Prof. Alessandro Motta Date: 28/11/2013 MBA Global Business and Sustainability Ground Rules • Avoid the temptation to multi-task • Actively participate • Share thoughts openly • Question own and others’ assumptions • Other? Agenda Welcome • Coaching • G.R.O.W. Model • Questioning • Active Listening • Wrap up What is the difference between….. Coaching and Directing What do you think are the most important aspects of coaching ? Write under each picture the aspect(s) of coaching that you see connected to it What is COACHING ? Management Development Definition of Coaching Coaching is a mindset that facilitates employee learning and growth. It encompasses a communication approach, a leadership style and an expertise that unlocks an employer’s potential to maximize performance. Another Definition of Coaching Coaching is unlocking a person's potential to maximize their own performance. It is helping them to learn, rather than teaching them. John Whitmore COACHING is helping others to learn, rather than teaching them. Sir John Whitmore Management Development Coaching .... neither advice giving nor problem solving, but a process of facilitating (client's) thinking while enhancing ones own abilities to observe and learn. "The senior managers agreed that when the people they coached were allowed to think for themselves, they solved their own problems and any improvements made were longer...
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...The Business and Practice of Coaching Charlie H Williams, III Liberty University Abstract This review examines Lynn Grodzki and Wendy Allen's book, The Business and Practice of Coaching. They use their expertise to guide the reader through what it takes to create and maintain a successful coaching business. The book unflinching look at the business side of coaching helps set the tone for the reader to help them understand that coaching is definitely a business. Throughout the book they give the reader pointers of what they have learned along the way that will help them become successful. They help the reader find their niche, how to successfully market themselves toward that target client base, and how the role of certification plays in the part of their overall credibility. They offer up their advice to new coaches for the sole purpose of helping them become great coaches as well as business owners. They advise the reader of what business pitfalls to look out for and stress the importance of adhering to legal and ethical standards. They also provide the reader with several different resources that they can have at their disposal for future reference. Keywords: Grodzki, Allen, coaching, business, book review, business plan The Business and Practice of Coaching Overview The book, The Business and Practice of Coaching, was intended for people who are new to the profession or for those who are looking to flex their entrepreneurial muscle and start their...
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...VProfessional Former IT Director Addleshaw Goddard and Eversheds ‘This is a book that presents an often complex topic in a logical, easy to read and readily digestible way that is immediately useful to anyone busy setting up their business. In particular the clear, concise chapters and subsections allow the reader to easily identify and focus on a particular area of interest, without having necessarily to read the entire book in one go. It can therefore be used informally as a ‘‘user manual’’ or as a formal, technical book. If you are setting up – or are thinking about setting up – a coaching business, or for that matter any other small business, I recommend it – highly.’ ADRIAN OLSEN | Managing Director and Head of Global Project Finance Bank of Ireland Corporate Banking ‘I would readily recommend this book to anyone thinking of setting up their own business, whether or not it is in the field of coaching. It covers the whole spectrum of what it takes to organise and run your own enterprise. The book is both a reference and a learning tool that takes you through the process of understanding everything about setting up your practice and also your own motivations for doing so. By posing a series of key...
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...The Role of Motivation in Wellness Coaching and Weight Loss Liberty University Abstract The consequences of the American lifestyle, obesity and its associated comorbidities, on healthcare costs is staggering. Physicians prescribe behavioral changes such as diet and exercise, and hand out information on how to decrease stress. Wellness coaching has an opportunity to address clients holistically in order to achieve the behavioral changes needed to improve people’s lives and embrace their full potential. Motivation, both intrinsic and extrinsic, is a complex construct or force causing people to act and its presence is needed for change to begin as well as sustained. Based on Self-Determination Theory where the combination personality, self-regulation, and autonomy in motivation yield behavior change. Wellness coaches collaborate with clients in the coaching process to motivate client’s to meet their goals, using the coaching experience and accountability teaches the client self-motivation, and coaching the client in motivating others. During the initial screening conversation the coach must determine if the client is a good fit for wellness coaching and if they have any hurts that a counselor needs to address to free the individual to move forward. The coach needs to understand how the client is motivated to ensure goals are S.M.A.R.T with the right mixture of motivation applied through action steps and accountability to meet goals. Motivational interviewing techniques...
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...ABSTRACT Introductions The use of coaching and mentoring is on the rise within the workplace. Several organizations have adopted the process of coaching and mentoring as development tools to develop those employees who are seeking future advancement. Also, they are setting the foundation for future leaders. The adaption of these developmental tools within an organization is providing employees with the necessary feedback and support to establish and plan their career. Coaching and mentoring provides an employee with the necessary leadership and management skills they would need to strive up the career ladder within an organization. These processes are both ‘helping’ activities, employed either as distinct interventions or together as part of a package of personal development? Coaching and mentoring are deemed a highly effective way to help employees through talking, sense of direction and guidance, self esteem, efficacy and accomplishment. The differences in the application stages of these processes are naturally reflected in the results. Coaching and Mentoring In my opinion, Coaching and Mentoring are excellent programs for organization to have in place, especially for personal whom are seeking future advancement and want to excel in their careers with the organizations. A recent CIPD (Chartered Institute of Development) surveys have reported that the use of coaching and mentoring as development tool are increasing within organizations. According to those who...
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... Level 3 Coaching and Mentoring Candidate Workbook: Part 1 |[pic] |Unit 3011: Principles, skills and impact of coaching and mentoring | | | | | |Unit 3013: Coaching and mentoring relationships | | | | | |Unit 3014: Coaching and mentoring operational processes | |Name |Sharon Singh | |Department/ Location |Retail - MIT | Table of Contents/ Mapping Matrices Unit 3011 is about the core principles, skills and impact of coaching and mentoring on individuals and teams. |Learning Outcome |Assessment Criteria |Page(s) | |1. Be able to understand the core|1.1 Define coaching and its purpose |5 | |principles of coaching and ...
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...accepted coaching methods in the workplace is the GROW model. Coaching lets a coachee become more aware of what they can do with their life and prepares them to take more accountability for it. This technique is achieved through sessions, as in: ➢ Goal ➢ Reality ➢ Options ➢ Will In the Goal stage, the coach enables the coachee to establish where they want to be or what they want to achieve. Once the coachee creates some goals for themselves, the coach and coachee work together to define the goals as clearly and distinctively as possible. But also as stated in Whitmore’s book, “Even if goals can be only loosely defined before the situation is looked at in some detail, this needs to be done first” (Whitmore, John. 2002, pg. 67). In the Reality stage, the coachee’s goal is evaluated against where they stand right now. This is where a test of the skills and/or knowledge the coachee possesses is made and it is determined what skills and/or knowledge is required to accomplish their goal. In the Options stage, the coachee builds on various potential paths between the current reality and the goal they want to complete. The solution is not to find the “right” answer but to take full advantage of the choices available. In the final stage, the Will stage, the coachee needs to commit to and take responsibility for carrying out the agreed action plan. My workplace and classmate coaching experience...
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...THE SUCCESS OF COACHING AND MENTORING COACHING FOR SUCCESS Building a Successful Training/Coaching Team (Arneida McDonald) (August 18, 2010) Prof. Lezlie Clay BUS310, Training and Development Strayer University Online Building a Successful Training and Coaching Team Business coaching and a training helps get any business running at peak performance and help keeps the company’ skills sharp. When you work with a business coach, you commit to being your best in business and in life. The business coaching relationship is simple and working with a business coach forges a foundation for the success that any manager wants most in business. In the business environment, coaching and training team is imperative to have within your HR department; the tools provided by these two teams in a company are one of the key elements to success to any organization. As anybody knows, companies have a diverse number of employees that might need additional assistance depending on their background (language, religion, etc.), level of knowledge and skills. When situations like this arises in any organization, the HR in particular should have a coach to assist any employee to help the open up and share the problem that they are going through even thought, it might be related to other employees, the supervisor, or the job itself. At this point is when coaching becomes a feedback for any manager...
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...Coaching, for many years, has been a widely used method of improving employee performance at Trustmark. Coaching is used at Trustmark for several reasons such as absenteeism, performance, etc. Coaching presents a priceless opening for employee development. For instance, coaching could be a way for management to present employees who struggle with confidence boost. Traditionally management might have sent those employees to a class on being assertive in hopes that this would address and boost their confidence. It has been proven time and time again that coaching also improves that manager/employee relationship. As stated in the Holy Bible Proverbs 9:9, “Give instruction to a wise man, and he will be still wiser; teach a righteous...
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...Coaching is a process that enables learning and development to occur and thus performance to improve. Directive coaching - is where the coach offers solutions, tools and techniques for moving forward (as in the sports arena). Sometimes it may be useful to offer solutions, however the danger is that the solution may not be quite appropriate for the situation and consequently people may not feel fully committed to the solution provided. Non-Directive coaching - is coaching where the coach asks questions to allow people to find their own solutions. A non-directive coach will not offer advice and rarely even give suggestions, although through skilful questioning they will help someone to see their situation from a different perspective, gain clarity, uncover options, challenge inconsistencies and hold them accountable to their actions. Coaching can differ from other development methods such as e-learning and training courses because while e-learning and training programmes give the ‘employee’ the answers they need to succeed coaching helps them to find the answers themselves by the coach asking questions that will give results. They also differ in the end result. E-learning or a training course will have a structure and will end in a result that has already been planned out where as coaching goals can change throughout the process and are much more personnel to the coachee. The coach is the trained person who listens to the coachee and reflects on the coachee’s ideas and worries...
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...LESSON ONE (1) Evaluate the benefits of self-managed learning to the individual and organization Self Managed Learning or SML as its normally called is more about taking responsibility for decisions like; • What to Learn • How to Learn • When to Learn • Where to Learn. The most fundamental questions that stimulate the above mentioned question is "Why Learn", this is where a link between personal development and organizational development could be established. So what does SML do for Individuals and what does it do for Organizations. Benefits of self-managed learning to the individual Starting with the individual, SML creates value for learning among individuals, • self actualisation • Learning brings a constant feeling of development among individuals and that is directly linked to being able to advance in career (job promotions) • increased job satisfaction • help them take on board their weaknesses, and how they can get over them, • it help achieve increased level of self-confidence among participants due to the ability to acquire new skills, • help creates ability to work more effectively with the colleagues. • its a place where individuals could be more open about their issues and achieve a constructive feedback and most importantly • individuals set their targets assessing their own shortcomings. Benefits of self-managed learning to the Organisation What does SML has to offer the...
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