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Transformational coaching is a method of reshaping the inner person through transformational changes that a person initiates through a process of reflection.

In order to fully understand this topic, you must first know that transformational coaching is not about achieving goals. It is aimed at improving proactivity and strategies. You can then use it to achieve your goals, as an individual or in a team. Transformational coaching focuses on BEING and not DOING. This means that it is a method that strives for the inner development of the human being himself and not so much for the fulfillment of that person’s desires. The starting point of the method is that the person looks at what he or she wants to become.

In order to apply this method effectively, you must first know what personal transformation is and why it is important.

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Transformational coaching: transformation and change are not the same

Every individual goes through certain situations in his or her life that bring about change. At some point, you may ask yourself whether these changes are the result of positive or negative actions in the way you live your life. Changes can lead to positive situations, but also to situations with boisterous or negative results. A change does not automatically mean a transformation. Many people regularly change things in their lives, from large to small such as:

  • changing daily habits, for example getting up at 5:00 am instead of 9:00 am. Someone can make that decision if he or she wants to have a more productive day.
  • Someone moves to another country, gets to know the culture and language of the new country. However, these are changes that are necessary for the person to adapt to a new environment.

So people are constantly changing as a result of the decisions they make. These decisions lead to actions, and these actions, however insignificant they seem, have positive or negative consequences. However, transformation is something that you don’t often experience. It goes beyond our daily worries.

Transformation is an inner thing that rarely occurs. It means that someone has gone through a difficult or complex process or situation in his or her life that has left psychological traces.

This is why transformation is something that doesn’t happen often, but it has a radical effect.


The transformational coaching method is intended to help people change in a more sensitive and supportive way. Many people in that situation feel that they have lost their way, or that they have to break through bad habits, patterns, and negative behaviors in their lives that are hindering the development of their skills or potential.

In order to carry out the transformational coaching process, the coach must help identify and interpret this past behavior that prevents the person from developing positively. This behavior can continue to occur in the future if someone is not aware of it. Transformational coaching is also the way to achieve the transformation that the person needs. Self-discovery and self-awareness help you find a goal, such as achieving certain things.

By discovering who you really are and what you want to achieve, the dreams and goals come together in transformational coaching. The coach then guides him or her in the process to make this happen.


Five steps are generally distinguished in the transformational coaching method:

Step 1: recruitment

It is imperative to attract the right coaches for the changes that the company or individual wants to make through the coaching process.

Step 2: listen

During this phase, the coach must listen carefully and give the others the opportunity to express themselves in order to get to know their thoughts and emotions basically. By listening carefully, the coach can gather relevant information, ask the right questions and help the person in question reflect.

By listening, you can identify actions, behaviors and emotions that can aid in the transformation.

Step 3: Explore

During this phase, inner exploration is indispensable to assist the person in his or her transformation. Exploring thoughts can help identify why the person is exhibiting certain behaviors that interfere with them at work or in their personal life.

In this phase it is important to ask penetrating questions that invite you to reflect on emotions.

Step 4: Action

This phase is about resolving internal conflicts and how they can be addressed with positive behavior. It is important for a coach to encourage a person to practice positive behavior. He or she must also learn to deal effectively with difficult situations in life, for example at work. How do you deal with stressful situations when you work in a team, how do you analyze and reflect internally so that you can show a positive result as a team.

Step 5: assessment

The final stage is to assess the coaching session based on the results achieved with regard to the person’s feelings and how they positively or negatively influence his or her behavior.

Transformational coaching is about emotions, beliefs and thoughts. The purpose of the process is to identify specific events that the person has experienced. What actions have these events led to in his or her life and to what extent do they determine his or her current behavior? It addresses the question of how you can develop new, positive patterns for your private life and at work and how you want to see yourself in the present and the future by transforming your behavior.

The role of the coach is self-discovery and personal development

The guidance and knowledge of the coach help to determine and explore the inner life of the individual in a personal way. After self-discovery, the following question must be asked: what does it take to achieve the desired goals? The premise of the transformational process is to interpret people’s beliefs, interpretations and goals. It is examined how they have experienced this in their lives and what the results achieved are.

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The role of the transformational coach is to assist folks modification and transform their dangerous habits. New skills that the person didn’t have before area unit developed. certainty could be a essential think about personal self-exploration. It permits the person to mirror on the ‘me’ in daily actions approach} behavior is reworked in an exceedingly positive way permanently results once the specified goals are achieved.

Benefits of transformational work

• Giving direction to attain positive results.

• Helps interpret the person’s choices and behavior throughout his or her life thus far.

• Helps to focus choices and behavior towards realizing what the person desires to attain.

• The coach helps to alter interpretations once they aren’t any longer required.

• Helps to utilize the individual’s full potential. With the on top of effects, a metamorphosis will surface that may cause higher behavior that may end in the specified and expected outcomes for the person. the method started with the intention of achieving results. thus there should be a positive transformation that ends up in behaviors that may cause bigger well-being in life.

Coaching is often geared toward a positive outcome in achieving the goals. it’s an honest thanks to address problems that the person desires to check modified which he or she desires to play a vital role within the gift. The results should be measurable to be ready to check however the method is progressing. Tangible indicators for achieving objectives area unit necessary.

These area unit thus not forgotten during this sort of work, as they provide a lot of security to the person in question and provides them confidence in their transformational method. additionally, the coach and therefore the person themselves will confirm on the premise of those indicators once the target has been achieved.

Transformational Life Coach

The role of the coach isn’t to impose demands on the one who desires to remodel, or to pressure him or her to try to to it at a definite pace. The coach could be a companion United Nations agency invitations self-reflection and guides the person on his or her path of find. Without deciding and while not overshadowing the person, the coach helps him or her categorical wishes and needs as somebody’s being.

Guiding and observance the processes of up and developing their skills so as to attain personal success. The equal work relationship is important for a lot of trust. as an example, the coach will facilitate establish negative, harmful thought patterns and routine, restless behavior. Transformational work will modification somebody’s life. The modification starts from at intervals then that modification is mirrored in modified daily behavior.

The focus of the coach is thus on inner growth and serving to with the exploration of one’s temperament because the propulsion behind behavior. Being affects doing. The person can initial need to get to understand themselves so as to be ready to form the most effective behavior for his or her life. In outline regarding transformational work Transformational work focuses on people’s spirituality, their BEING in respect to what motivates them in life. the tactic is employed to show folks to mirror and take matters into their own hands, with the aim of absolutely remodeling behavior and emotions for private and skilled success.

This type of work is especially used once somebody feels lost or once an organization determines that staff ought to work on the means they act with one another. standard of living will cause folks to urge stuck in their temperature and behavior to repeat and be seen as traditional. The results of that behavior isn’t continually positive and may conjointly cause negative patterns that hinder folks in their personal development.

The method of transformational work invitations you to figure on shaping and learning new changes that may cause transformation so as to feel happier and a lot of positive, with an eye fixed for the deepest interior of the individual. Now it is your flip What does one think? Is transformational work necessary for contemporary firms that wish their staff to treat one another otherwise to forestall staff from losing their ‘self’?

Share your information and knowledge via the comment field at rock bottom of this blog article. Thank you!


Positiv+ Leadership, & Hot It Is Creating Positiv+ Organisational Attitudes


Since its appearance at the end of the last century, positive psychology has greatly influenced a significant number of all the conceptual and theoretical models developed in the field of psychology.

Psychology progressively stopped focusing on what makes us unhappy and unproductive, focusing instead on what mitigates suffering and increases people’s happiness and positive outcomes.

In parallel, organizational behavior is applying as an extension, the principles of positive psychology. The scientific community on organizational behavior is focusing on the study of positive organizational behavior structures and formulas to ensure the success of economic, political, and organizational systems leading to a positive optimization of processes and results.

And positive leadership is one of the most vital factors within positive organizational psychology.  The flourishment of all the positive dimensions of the human being and the promotion of organizational and occupational well-being and health, both at the individual and collective levels. 

But what does it take to be a positive leader? What makes it somehow different from regular leadership?

According to Wooten, L. P. and Cameron, K. S. in their article “Enablers of a Positive Strategy: Positively Deviant Leadership,” positive leaders are those whose behaviors show an orientation towards the positive extreme, based on the existence of a continuum, on which any leader can be situated. Under this light, positive leadership has specifically, three necessary components:A focus on people’s strengths and abilities that reaffirm their human potential;An emphasis on results and facilitates above the average individual and organizational performance;A field of action concentrated on the components that can be seen as essential virtues of the human condition.

The conceptual framework of positive leadership has deepened into different forms of positive leaders (transformational, servant, spiritual, authentic, and ethical). With a common denominator on the priority of encouraging and maintaining optimal levels on followers’ performance, through the promotion of virtuous and eudaimonic behaviors, Avolio B. J. and Gardner, W. L. have also identified five common components to all these forms: a positive moral outlookleader’s self-knowledgepositive modeling of the followers’ behaviorpersonal and social identification of followers with the leader and the grouppositive social exchanges between the leader and the followers.

1. Transformational leadership

The model of “transformational leadership” was introduced for the first time as opposed to the traditional concept of the “transactional leader” as the one formulating the exchange of rewards contingent to the followers producing several desired behaviors.

Transformational leaders otherwise are described as capable of motivating their followers to transcend their own individual interests, to guide their behavior to achieve collective goals.

According to Bernard M. Bass in his study on the field, the transformational leader integrates four essential factors: idealized influence, inspirational motivation, intellectual stimulation, and the individualized consideration of the followers. Bass extensive studies on the field have led to the development of the Multifactor Leadership Questionnaire much used for understanding the effectiveness of leaders in organizations. There is extensive research on empirical evidence pointing out how behaviors related to transformational leadership have a positive effect on individual and group variables, such as employee engagement, motivation and the efficient execution of tasks as well as variables related to the overall organizational effectiveness and performance of a company.

2. Servant Leadership

According to its conceptual father Robert K. Greenleaf, the servant leader is one who places the needs, aspirations, and interests of his followers over his own; the deliberate choice is to serve others to achieve their development and the success of the organization. This way, the theory of servant leadership emphasizes the concept of service to others and the recognition that the role of the organization is to enable the formation of individuals who can help create a positive organizational environment.

3. Spiritual Leadership

Inspired by the ideas of Greenleaf and a context in which conventional leadership is not sufficient to meet the needs of individuals in the organizational environment, Gilbert W. Fairholm defined in 1996 the theory and model of “spiritual leadership.” Based on a number of identified qualities such as the presence of set life goals, deeply rooted moral convictions, high intellectual ability, social skills and a unique orientation to the development of values in others, this model incorporates elements associated with the capabilities, needs and interests of both the leader and their followers, as well as the objectives and goals of the organization.

4. Authentic Leadership

Avolio and Gardner, the most prominent authors of this field, defined authentic leaders as those endowed with deep moral convictions, whose behavior is strongly inspired by these ethical principles for the benefit of the group. Greatly aware of their thoughts, emotions, skills, value system and perception by others, they possess high doses of confidence, optimism, hope, resilience, and moral strength and avoid behaving inconsistently even when these might be uncomfortable for their followers. Authentic leadership theory and model emerged in response to the many examples of unethical behavior experienced on the that have political and business environment.

Authentic leaders have positive psychological capital, moral perspective, self-knowledge, and self-regulation of behavior. They are characterized by a positive process of influence with easiness for personal and social identification, modeling positive behavior, emotional contagion, and social exchange based on reciprocity and consistency. Through closeness and exposure to authentic leaders, the followers develop self-awareness, self-regulation, and personal flourishment. And it is the interaction of all these components what creates a sustainable organizational competitive advantage with positive psychological results for all its members.

5. Ethical Leadership

Despite the ethical dimensions being present in the transformational, servant, and especially the authentic model of leadership, some authors are trying to develop the concept of ethical leadership as an independent construct. Still, under in-depth research, ethical leadership seeks to promote normatively appropriate behaviors, in the followers, through personal actions and interpersonal relationships between them and the leader, using a reward system and transparent communication.