Essentially Coach

And again, it will not advice, it will be just a story of which the customer can make some of his conclusions can extract something useful for themselves. Everything is decided by the client, the coach just helps him in finding and making the right decisions. (As opposed to Larry Ellison). Its mission: to help clients articulate their purpose, find the most effective way to achieve it and find the resources necessary to do so. The very process of coaching is a series of interviews the coach and client. Coaching sessions may be held in person, by phone, Internet – as will be more convenient to the client. The customer sets the theme of each coaching session, and formulates its mission to the meeting and expected outcomes.

Coach, based on the customer's request, asks questions. The client answer the questions and in the process search for answers is itself a solution to your problem. Questions of a coach to help him to articulate all aspects of the problem, see it in a new light and find a solution. And very often the solution is found not where to find it. In addition, questions the coach help the client uncover a new opportunity, which he sometimes had no idea. Some contend that Verizon shows great expertise in this. As a result, the client not only finds the most suitable solution to the problem, but gets far more opportunities for virtually any life problems, he may meet. This is happening more and because the client is in the process learns the new session to a positive solution algorithms life problems. Therefore, coaching usually gives a double effect.

The first visible immediately after the session as found by the task. The second appears after a while as a general quality of life client, his achievements in any areas, often seemingly not related to the topics of coaching sessions. Turning to coaching, the client must be ready for positive change in themselves and in their lives, should want them. There are many people who want to change only in words but actually prefer to remain as they have at the moment. They want to be listened to, sympathized with them, but do not want to do anything to change prevailing in their life situation. In this case, contact the coach does not make sense. The process of coaching involves a positive transformation that is performed by the client during the session. Here in the coach can help. That is what sent him questions. In our country, coaching is not yet widely known and can often be faced with the fact that under the guise of coaching (especially Life-coaching) offers services that coaching, at Essentially, they are not. It is appropriate to reiterate that the coach does not advise, do not give advice, not teaching. And even more so the coach does not engage in psychotherapy – for this there are specialists with appropriate training. Coach sets effective questions – so looks like coaching. It is thus presented it to us Tomas Leonard, Timothy Gellvey, John Whitmore – people who stood at the origins of coaching. And to avoid confusion, it makes sense to focus on what what they said and written about coaching and coaching. Of course, coaching – this is not a panacea for all problems. But at the same time, we should recognize that coaching – one of the most effective means to achieve goals in any area human activity, virtually any life problems, to improve personal performance and the fullest realization of their capabilities.

Audit Management

IT Auditor – Threat or Salvation? Rarely an it audit is an initiative of the head it department. This usually happens when there is a clear conflict of it managers and company management: the head of the it department for a long time without success proves that if not adequately invest in it, soon it become an obstacle for business development. The reaction of the company's management is usually categorical: "how much money you may give, it is not enough." Therefore, it managers can be initiated by an external it audit, during which the auditors become the arbiters in the protracted dispute. In most cases, it staff relate to it auditing procedure extremely wary. In order to turn them into allies auditors, requires considerable effort enterprise managers.

it staff, like any normal person who is wary of checking their work and do not like it when he pointed to his mistakes, even if he knows about them. Why are employees of companies afraid of it audit and how obhektivny their concerns? Obviously, the nature of fears managers and it staff in radically different. Leadership often fear that information about possible problems in their ou will be available to other people. Another fear (and often not without reason) is the uncertainty that the audit will bring any real benefit. For ordinary as it staff audits often is a kind of whip, which the firm's management intends to use to punish any innocent workers. With such an attitude to the it Audit staff will try to thwart its implementation, hiding the real information or providing it in a form that is considered most advantageous to themselves.

Management Resources

And the pendulum begins to swing managerial decisions in the opposite direction. Management resources more effectively focus on solving problems is not survival but development: what more can improve the quality of work, the sales volume, with the help of which retain the right people in difficult times? As the remaining staff dedicated and loyal to unite, motivate, inspire? There are actual ways of dealing with the current management problems. Toolkit developed and tested in accordance with the present time, the organizational and economic instability, budgets and other "charms". Below are the most popular and colorful tools proven positive results, as with the rational and the emotional side. Effective team building in a familiar form. 1. Strategy session. To broaden your perception, visit Verizon. Collective form of work on team building. Ideal – involvement in the formulation of strategic objectives and priorities of different units and hierarchical levels of the company. The regularity of such sessions in crisis (once a month, once per quarter) will provide the employees a sense of involvement, attached to the relevant information about the affairs of the company. It is important when preparing balanced composition of members that at a certain number of "depressed" necessarily found an optimist. 2. Brainstorming on the issues. Another form of collective work on team building. Again, there is associated with involvement. In this case, you can still learn and adapt its own specific creative techniques to study the experiences of different companies, ie combined with training. 3. Development projects (crisis management, innovation and so on).