The Coaching Effect : What Great Leaders Do to Increase Sales, Enhance Performance, and Sustain Growth Hardcover – April 2, 2019

I liked this book a lot. The ideas were really specific and actionable so by the end of the book, I felt like I had a bunch of takeaways I could actually use to be a better coach. Plus, the writers shared a lot of stories and data to reinforce their points so it wasn’t just one person’s opinion like most business books.

This was a good read. I liked that the ideas were based on research rather than just opinion. And all the stories made it less dry than most business books. Plus I walked away with a lot of specific ideas and how to use them. I’d recommend it.

It was a good read but wanted to get that bit more on how to make my coaching practice more effective. Felt that it described the problem but was light on the solution.Would recommend it thoroughly as it challenges the notion that managers known what they are doing.

Great book with lots of ideas and great examples to help get the message across.

A must read for every coach or aspiring coach ... A brilliant model explained easily, which can be immediately applied to your coaching engagements and commitments for your client's benefit. Thumbs up!

Surprised to find that many 5 star ratings here. IMHO, it can be better organized.p.s. Below please find some favorite passages of mine fyi.There is a correlation between high performing teams and managers who create healthy discomfort for those on their team. Pg4Coaches develop relationships, order, and complexity to maximize individual and team performance. Pg50R+O+C=P : Relationship + Order + Complexity = Performance pg51Coaching, for almost every organization, has always been considered a soft skill: what differentiates a soft skill from a hard skill is measurability. Pg51Data, as it applies to human behavior and performance, is only worthy if it is used to make decisions about how a person can grow.If we could offer only one piece of advice to coaches who want to improve their feedback, it would be to ask more questions. Pg125Where do you see yourself fin five years? Overly broad questions like this can be difficult for people to answer unless they’ve already thought about their career goals and have identified specific priorities they have to achieve them. Pg136Engaging, open-ended questions focused on (1. Overall goals and needs 2. Current role goals and needs 3. Potential future roles) can help create an effective dialogue between you and your team member. Pg137Four steps to implement coaching processes and create high growth coaching cultures:-1. Measure2. Educate and train3. Implement4. Track and analyzeAn individual’s current skill set is of secondary importance to their ability to learn new knowledge, skills, and behaviors that will equip them to respond to future challenges. Our focus must shift to finding and developing individuals who are continually able to give up skills, perspectives, and ideas that are no longer relevant, and learn new ones that are. Pg154Behavior precedes belief- that is, most people must engage in a behavior before they accept that it is beneficial; then they see the results, and then they believe that it is the right thing to do… implementation precedes buy-in; it does not follow it. – Douglas Reeves pg158Most decisions are not binary, and there are usually better answers waiting to be found if you do the analysis and involve the right people. – Jamie Dimon pg161

The entire book is gold as the authors not only share strategies but they share specific examples from companies they have worked with. I found the chapter on meetings to be especially beneficial as they not only point out the issue but they provide solutions. Well worth reading... it has a return on investment written all over it regardless of the organization you might be in.

This was a great book. Very helpful with our coaching we are doing with our sales team