Self-Esteem Coaching in Japan

When I tell new acquaintances that I’m a self-esteem coach and that I live in Japan, they always respond with a very surprised facial expression. Why self-esteem and why in Japan?

I didn’t choose to live in Japan just because I wanted to coach (my life brought me here for different reasons), but now that I am here I feel that I have a very important role to fill. In Japan most people don’t even know the Japanese word for “self-esteem”. This is an obvious hint that self-esteem is not a concept that Japanese people spend a lot of time thinking about. Yet, it is so obvious to me that most people in Japan, just like in the rest of the world, have a lack of self-esteem. Negative feelings are hidden and suppressed but they come back in the shape of even stronger emotions and problems.

Many people in Japan (and also in other countries) seem to think that it is embarrassing to hire a coach because that might mean that there is something wrong with them. This perception of coaching is as wrong as it can be. Getting a coach is not the same as going to the doctor. If you go to the doctor it’s because you have a health problem and you want help to fix it. If you go to a coach it’s because you want to get more out of life than you currently do. You may have a problem that you want to sort out, such as a relationship problem, fear of public speaking or bad health. A coach can surely help you with this. However, you may also feel like your life is ok, but you want to bring in even more happiness and success. You may have a flourishing business and you want your coach to help you get even more clients or even more sales. You may have a wonderful loving relationship and you want to grow with your partner even further.

The only thing that you really need in order to hire a coach is a desire to grow. A desire to make life even better. A desire to bring yourself to the next level. This is what coaching is about.

The desire to grow and to develop oneself is enormous in Japan. People here seem to honestly try to do their best at every moment and they are hungry to learn more and become better husbands, mothers, colleagues, friends etc. This is why coaching has such a potential in Japan.

Self-esteem is the essence of personal development. If you want to improve your career you need to start by raising your self-esteem. If you want to become a better parent, you need to raise your self-esteem. If you want to feel happier, raise your self-esteem. If you want to help others, raise your self-esteem! Developing a high self-esteem is the first step in any personal development journey.

In a way it seems therefore like people in Japan who care so much about improving themselves always talk about self-esteem but without realising it. Their quest for personal development will be so much easier when they discover the “lost word”: self-esteem.

Visit www.livmiyagawa.com if you want more information about self-esteem coaching!

Liv Miyagawa – The Self-Esteem Coach

Leadership in business organizations plays quite an important role. Without effective leadership, it can prove to be extremely difficult for a company to achieve its goals and objectives. This makes building leadership skills in business organizations quite important. And in most companies today, business leadership coaching and training are quite common.

Click Here to Learn How to Lead Effectively

There are many ways of building leadership skills among business leaders and potential business leaders. A leadership training and development program is just one of those many ways. Companies can also resort to business leadership coaching as a follow up to training and development programs to help build leadership skills among leaders and employees.

There are several kinds of leadership skills that need to be developed. However, among all these, the leadership style and effective communication prove to be of the highest importance. The style of leadership that goes around the company can determine the level of motivation that employees have in achieving their career goals, as well as the company goals.

On the other hand, effective communication helps facilitate successful clear transmission and exchange of information within or among employee and leaders. Without effective communication skills, leaders will find it difficult to make employees understand what the goals are and how they can get there. What is important is that business organizations should understand that there are different kinds of leadership skills and it can be quite an advantage to let leaders understand more about these concepts.

The next time you think of building leadership skills in the office, keep in mind that you will not be able to improve any skill unless you check which areas indeed need improvement. You also need to determine the willingness that the participants have toward learning something new, and applying them into their daily roles and responsibilities. At the end of the day, it would be the effective leaders that have effective leadership skills that will motivate teams to give their best.

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There are many types of leadership, and each of them works best in specific situations. While we are familiar with transformation, transactional, and strategic leadership, many of us have not quite heard about educational leadership. In this type of leadership, a leader must be open to learning and helps his or her team to learn. And in this case, one would need to have effective leadership coaching skills if you seek to help develop the skills of both leaders and subordinates.

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Having effective leadership coaching skills is quite necessary, especially in organizations that are serious about having effective leaders and motivated employees. Leaders also need their share of coaching and without effective coaching skills; one can easily fail at helping leaders develop their different skills.

What makes leadership coaching so challenging is that many people get intimated by leaders. And many people think that leaders already know what they are doing and there is nothing else to learn. When this happens, it can indeed be difficult to help leaders improve their skills, and it is almost impossible for leadership coaching to take place.

And this brings us to thinking that effective coaching skills stem from having an open mind towards continuous development and training, which is quite true and important. Without a firm conviction about continuous development and training, leadership coaching would not exist. And if you cannot find a good leadership coach within the office, there is still an option left – seeking help from career development firms that have experts in leadership coaching.

Improving leadership coaching skills apart from leadership alone is quite important in every organization. It is not always that you will need to bring in help to improve the skills of your leaders. In many cases, the very help you need is lurking within the organization and simply needs to be motivated to come out of their shells.

Click Here to Learn How to Lead Effectively

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In this recessionary period, many business leaders across the world are turning to a variety of solutions to help them build a solid set of leadership to help them (and their business) weather the recession as well as possible.

Leadership isn’t just a simple case of charisma + confidence + likeability. It’s a complicate web of factors and past events that create a unique culture in every single organisation. Leadership won’t just help protect the jobs of senior managers – but also employees as well. This is because better led companies are more successful, and thus have a higher chance of surviving the recession.

Now that we’ve concluded that good leadership will certainly benefit companies in the long run – lets look at the different solutions available to senior managers to choose from.

There are public leadership classes and larger seminars, smaller leadership training courses, or one on-one leadership coaching. As a simple rule – the methods become more expensive as the service becomes more personal. Each type of leadership development comes with benefits and drawbacks, so lets look at each one in turn.

Leadership Seminars and large leadership classes.

Good leadership seminars carry a cost of between £70 and £500 to attend, and this can be far higher if the class comes as part of a larger conference. The motivational speakers are usually publicly acclaimed, but their speeches won’t be targeted at your industry, never mind your individual company, and thus despite the high ticket price – a lot of work needs to be put in afterwards when the senior manager needs to convert what they’ve heard into a practical strategy to implement in their organisation. Many managers will find it hard to allocate enough time to this activity, and hence the benefit of the seminar will be all but wasted.

Leadership Training Courses

Leadership training courses generally cost between £800-£2000 for a course that will last several days. The manager will clearly be ‘out of action’ for an extended period during this time, and such, there is the added cost of having to find a temporary replacement just as if they had gone on holiday.

These courses deal with fewer individuals, and there is two-way communication between the students and teacher in such a way that the inherent value of the course is far greater. Not only are ideas and facts more likely to spark imagination when they can be discussed and debated, but some personalised advice can also be gleaned from these discussions.

Leadership Coaches

Leadership coaches charge around £100 per hour and travel to your office and thus creates a small problem for HR than the other two options. Leadership coaches I would describe as being a cross between a leadership speaker and a consultant, because of the way they will analyse the specific issues at the company, and tailor leadership skills and solutions to deal with them directly.

This means leadership coaches oversee some of the implementation, which ensures a higher success rate, but they can also provide critique on the managers behaviour and current initiatives, and this feedback is valuable.

In conclusion, these different solutions vary in cost and value to the company. For a proactive manager – a seminar could perhaps be all that is necessary. But for large companies where marginal increases in performance equate to very vast sums of money – it’s worth spending the extra money to hire a leadership coach/consultant who will maximise the benefit of leadership to the company.

But of course, you must always bear in mind, that the coach cannot run the company themselves – and thus if the CEO is sceptical and unwilling to comply with the coaches recommendations – the benefits may be limited.

One-to-One Leadership Coaching for Executives

Transactional leaders use conventional reward and punishment to bring on board the people they lead.

Transformational leaders offer a purpose – a vision – that those they lead can identify with.

Leadership Coaching for Executives are about Transformational Leadership. Leaders who go beyond the short-term and focus on something bigger.

It’s no holiday. First one must home-in on the strengths and weaknesses of your leaders to discover what’s needed to take them to the next level of their business and personal development. What they need to help them become transformational leaders – the people who make things happen.

A senior leadership coach is required. One that has experience in coaching, mentoring and leadership development. Using unique methods and approaches to get a message across

“Put at its simplest, transformational leaders are:

Charismatic – behave admirably; have a clear set of values; lead by example.

Inspiring – challenge those they lead with high standards; optimism; purpose. Give meaning to the job in hand; provide energy.

Stimulating – challenge the assumptions of those they lead; encourage creativity.

Thoughtful – attend to the needs of those they lead; mentor; respect the team.”

Do your Executives measure up?

Learn more about how a senior leadership coach can help at www.workingvoices.com

EQ Coaching Report February 2007 – IHHP – Institute for Health and Human Potential

Summary:

IHHP, http://www.ihhp.com/, has conducted an assessment to determine the effectiveness of an extensive training, coaching and eLearning program, http://ihhp.com/playing_big.htm, that we have delivered to one of our clients, a major financial institution. We specifically focused on the impact of the follow up coaching. We surveyed participants who attended two-day Emotional Intelligence, http://www.ihhp.com/what_is_eq.htm, training prior to the start of the coaching and eLearning programs. The same survey was then provided after a three to four month period during which the coaching and eLearning follow-up programs were completed. The following results were found:

- Before participating in the coaching program, 69% of the respondents reported that they understood the concepts of EQ well and very well. That number increased to 99% after the coaching.

- When faced with challenging situations, 29% of the respondents reported that they used the EQ tools often or very often before the coaching program. After the coaching program, 79% said they use the tools often and very often when faced with challenging situations.

- Prior to the coaching program, 32% of respondents indicated that the EQ training had a significant impact on their lives. After the coaching, 74% reported EQ was having a significant positive effect on their lives—both personally and professionally.

- 98% of the participants agreed that the coaching program met their expectations. In terms of personal development, 94% strongly agreed that the coaching sessions had helped them to improve. 90% agreed that the coaching had helped them improve their leadership skills.

- Finally, 98% of the participants agreed and strongly agreed that the coach had facilitated their knowledge and skills of the EQ competencies.

When it came to the three greatest benefits of the program, there were many responses. Mostly, the participants found that the coaching and eLearning deepened their learning from the 2day training and having a coach to work with gave them the support they needed to make the changes they wanted to make. They reported greater insight into their behaviours and improved relationships with difficult people. The respondents particularly liked how having a coach meant they could personalize what they were working on. In addition, having a sounding board was greatly appreciated.

It is clear that the 2day EQ for Personal Leadership training, combined with the coaching sessions and eLearning, allowed the participants the time, personal attention and accountability they needed in order to make real and lasting changes in their performance in both their professional and personal lives.

The Program:

IHHP has provided the following Emotional Intelligence program to over 440 leaders at a major financial institution:

- Complete the EI360 feedback survey

- Attend the Two-day Emotional Intelligence for Personal Leadership program

- Participate in one-on-one coaching consisting of six 50minute telephone sessions over a three to four month period following the training

- Integrate the Playing Big eLearning program with the coaching process

- Attend the one-day Advanced Emotional Intelligence program after six months

- Provide the Courageous Conversation audio CD.

Creating lasting behavior change can only be done by providing people with the opportunity to learn over time, to be guided in how to apply new skills on the job, and by having the individual held accountable to the personal changes they commit to.

There was an extremely high engagement in the coaching program: 89% of the attendees in the 2day training program participated in the full six-session EQ coaching program. For the 11% that did not, over 60% of those indicated the reason they did not work with an EQ coach was that they already have a personal coach and they would be working with them to improve their EQ skills.

Participant Feedback:

Participants in the coaching program were asked what 3 things they found most beneficial about coaching. Below is a summary of the results.

- Deepening of the 2day training:

- “My coach helped to reinforce and sustain the classroom concepts into my work and personal life.”

- “I was impressed and appreciated having the coaching program after the course. We attend many courses, but often forget the content even though we may have good intentions. This was a great opportunity to practice the EQ strategies taught in the course with regular reinforcement and feedback. It is also a key course for life in general and for being successful in business.”

- My Coach:

- “I…commend my coach on his coaching style and knowledge of the EQ material. I always knew that our sessions would be hardworking and productive. Following a dynamic course with the coaching support I received has made EQ a life altering concept.”

- “My coach was very supportive and insightful. Her coaching helped me improve at work, but also helped me to approach a personal challenge in a way that allowed all parties to feel respected and valued.”

- Stronger Team at Work:

- “My direct reports have all taken the course and I think it has greatly strengthened my team in terms of a consistent approach to problem solving, people management and client relationship management.”

- Personal Growth and Self-Improvement:

- “Although it’s only a few months since I started EQ, the impact to me has been substantial, and it’s obviously felt by my family and friends. …I will keep practicing what I learned from…IHHP. It’s going to be lifetime learning, and will change my interpersonal skills in a big way.”

- “…made me look at situations in a different light. I am now less likely to overreact to situations and am more in tune with accepting issues that I have no control over.”

- Playing Big e-Learning

- “Walking through some of the modules with the coach provided a tutorial specific to the issues the coach had been discussing with me.”

- “It forced me to review the CD, which then generated improved understanding of the concepts. Walking through some of the modules with the coach provided a tutorial specific to the issues the coach had been discussing with me.”

- Other

- “It was tailored to my needs – specific to me.”

- “I was very pleased with the fact that the EI program offers the coaching component, unlike other courses that just give you knowledge, but leave it up to you to follow through and apply it. The Coaching mechanism makes you consciously think about yourself/your behavior and actions over a longer period of time and how you can utilize the EI skills daily.”

- “This was definitely time well spent and I feel that my leadership skills will improve as a result.”

Feedback about IHHP’s coaches:

The following comments were provided by the survey respondents about the IHHP coach they worked with:

- ALISA GARBER: “She offered amazing support and I have made real life altering changes in my approach to relationships at work and home.”

- DEBORAH MONROE: “Deborah was highly skilled and experienced – she understood the day-today challenges.”

- DIAN PATTERSON: “Dian was exceptional and provided insight to me at a time that I really needed it. She is extremely competent in her coaching skills, as well as the subject of EQ. This made the coaching and learning very enjoyable and beneficial. Thank you very much.”

- JOHN DOAN: “There are no words I can use to describe my appreciation. For sure, the name John Doan will be mentioned whenever I share my EQ knowledge with my children, my friends and my colleagues. From the bottom of my heart…thank you.”

- PETER TAYLOR: “I thought Peter was a great coach. He was able to bring out a lot of thoughts, realizations and ideas from within me that I would not have necessarily seen or looked for on my own. I thought he had a great approach where he would make me work through things rather than him instructing or guiding me to a preset answer. “

- SHARON LEWIS: “I enjoyed working with Sharon; she was professional, compassionate and personable. She made getting through some difficult discussions less so because of her openness and asked the right questions that initiated thought process and kept me curious.”

“Coaching” used to be a popular approach for derailing executives or professionals whose performance needed a lot of work. Got a problem? Get a coach. However, increasingly, coaching is being sought by some of the most successful executives in their field – those who want to get even better at their business game. So the new thinking is…Got a goal? Get a coach.

Executive coaching has evolved quickly over the years. Some consider it a field in itself; others consider it a form of consulting. There are many interpretations for “executive coaching”. No matter how you define it, coaching can be a useful tool for executives who want to develop as leaders.

Rather than debate the definition of coaching, it’s more important to consider the type of coach and approach that’s most appropriate for you given the results you want to achieve. Some executives have difficulty articulating concrete desired results, but a skilled coach can help. Often executives simply haven’t taken the time to slow down and think things through.

Coaches come in the form of business professionals, psychologists, trainers, consultants, authors, etc. They come from all walks of life. Some are tough, challenging and direct. Some are sensitive, encouraging and indirect in their style. Some impose a particular process. Some are more flexible.

A consultant with expertise in communication may focus on executive coaching that emphasizes presentation skills. A fashion consultant may offer executive coaching with an emphasis on professional appearance. Other executive coaches focus on leadership skills or business strategy. The approaches are as varied as the professionals who deliver coaching services.

Selecting a Coach

Ultimately the most important factor in selecting a coach is the coach’s track record and his/her ability to establish the kind of relationship with you that helps you achieve results.

Senior leaders who have few peers seek out coaches to discuss business and professional goals. It’s a decision that should not be made lightly.

Coaching relationships can be structured a variety of ways. Consider whether you want to work with a coach in person, by phone or both. Know what’s most important to you in selecting a good coach.

Finding the right fit is everything. You’ll know you have the wrong fit if you feel you’re wasting your time, dread your coaching conversations, or focus on issues that aren’t directly relevant to your goals. Listen to your instincts and find the best fit.

Coaching Issues

With the complexity of issues that challenge executives, there is never a loss for discussion topics between a coach and client. Below are a few of the issues that many of today’s top-performing leaders discuss with their executive coaches:

• Staying focused on top priorities

• Increasing accountability for follow-through

• Building skills in particular areas (such as communication or decision making)

• Dealing with organizational politics

• Thinking strategically

• Handling stress & avoiding burnout

• Managing teams & dealing with sensitive personnel situations

• Influencing others

• Negotiating

• Brainstorming new ideas/creative thinking

• Personal career planning

• Life-work balance issues

• Establishing clear goals and action plans

Success Factors

In addition to finding the right coach, here are a few success factors to keep in mind for those who engage in a coaching process.

• Establish clear guidelines for the relationship and coaching process on the front end. Don’t make assumptions.

• Share feedback. If something is not working, discuss it.

• Acknowledge progress and successes along the way. This helps build momentum.

• Involve other stakeholders if necessary. In some cases, others in the organization can participate in the process to share input and feedback.

Executive coaching is not for everyone. It’s only for those executives who are highly motivated, who are committed to leadership development and who want to engage in the process. Expect a minimum commitment of six months to a year.

Company Sponsored Coaching Programs

Many more companies now recognize the importance of promoting coaching within their organizations. Many have formal coaching programs that include internal and external coaches. Organizations that sponsor coaching programs need to be diligent about connecting the benefits of coaching with business results in their organizations. Without a results focus, organizations run the risk of promoting coaching for its own sake – a “campaign for coaches,” instead of solutions for executives. Coaching is simply a means.

Corporate initiatives that mandate or roll out a coaching program too broadly jeopardize the effectiveness of the program. Often those who need coaching most are least likely to be open to the process, but top performers are always looking for a leading edge. Finding the right coach can be the leading edge you need to succeed professionally.

Leadership coaching and leadership development programs for big and small businesses have been on the rise. Management has realized these tools can greatly increase productivity through enhanced performance of its human resources. The emergence of this necessity gives rise to programmes formulated by LMI-UK.

The firm puts together great minds and developers to help improve business performance. It does not only shore up distressed team members but, with leadership coaching and leadership development, it prepares the upper echelon of the corporation and burgeoning talented and skilled newbies for the challenges ahead. This gives a new career direction for the companies’ possible star employees.

What LMI-UK does through its open courses is provide the opportunity and chance of coaching and facilitation in the workplace. This results to gainful training in addition to making use of dead time to be productive. The programmes practically help people how to focus in their personal life and grow professionally. On the business side, development and training are concentrated on effective supervisory management and motivation. On either side of the coin, it all promotes peak performance and productivity to do faster with fewer means.

Businesses are deriving the professional services from LMI-UK to build up efficient teambuilding skills and attitudes to prevail over what is hampering them to achieve success. Leadership coaching and leadership development can provide the chance to grow fast in business and seek new clients. The company and its people will be ready to take on anything.

The programmes can make better people due to improved communication with the elite executives and human resources development. The support and high-visibility guarantees progress and motivational drives. Economically, this kind of spending has more to gain than to lose. These are proven approaches to inspire employees to get about business without losing money.

Businesses and LMI-UK are all for developing existing skills and bolsters productive attitudes. The firm’s leadership coaching and leadership development programmes make the objectives possible. Individual development and achievement of goals all point to the direction of enjoying greater success.

LMI-UK is supported by qualified professionals, base, and sources. Highly competent directors of the programmes provide a full service treatment. They have impeccable records to boot and they’re equipped with experiences to increase your business profitability. They are well-credentialed with good track record of results with customers. On top of the impeccable credentials, the directors have the right attitude and motivation. One cannot give when one is not equipped with in the first place.

The effective strategies guarantee the benefits of transparent strategy, definite goals, and a greater comprehension of the whole business process. The company can be given a chance to metamorphose from being a manufacturer to a wholesaler or whatever and however the future of the business is. Individual gains range from being more dynamic, more alert, and highly motivated.

LMI-UK programmes and courses are geared towards the development of the people because the firm believes that the people are the heart and soul of the organization. Goals can be easily achieved by individuals with the right attitude, highly skilled, and efficient performance.

Human resource is the most important component of any organization. They are the people behind the productivity and efficiency of the organization. They are the moving force and the future leaders. But they are not born leaders. That is a myth. Leadership coaching and leadership development are the tools to identify and groom them for success.

LMI-UK can help develop your employees and team members achieve their full potential through a unique process of multi-sensory techniques and spaced repetition learning in due course and making certain that results are ongoing. The firm believes that only through proper training and developing will the latent capabilities of the people of your organization be put to good use.

It is such a waste if you are not able to tap the dormant skills and talents of your people. If these are harnessed, it can become a leverage to achieve the finest performance. Leadership coaching and leadership development can formally help hone, motivate, and move your people to work effectively. Team leaders are able to co-exist and delegate efficiently. At the same time, members respond in the affirmative.

Skills are motivator factors that can be identified. LMI-UK distinguishes something out of the ordinary. They offer skills identification and development. Then assigned tasks are given to people who are best suited to do the job. With that in place management can be assured that those jobs are done according to specification.

Leadership coaching and leadership development courses at LMI-UK cover all the bases. From the bottom of the ladder to the highest rung, all can benefit to increase productivity, decide on conflict solutions, and build up teamwork. The objective is also to ameliorate an executive’s management skills and leadership competence. The courses are designed for interested and enthusiastic corporations, managers, and team leaders who only have progress and enhancement of career options and skills in mind.

LMI-UK offers programmes that focus on motivational leadership, motivational and supervisory management, team dynamics, effective selling strategies, and personal leadership. The firm brings the programmes and courses to their places of work. This leads to cost effective approach of developing key managers and leaders which makes dead time productive.

In time, the recipients of the leadership coaching and leadership development will better understand the end result of the training. They will realize at the end of the day that it helps in developing personal strategies as well as doing well and maturing as an individual. The programmes enforce way on how to come to terms with self-awareness and the task on focusing on one’s concerns.

By learning and understanding about a compelling career options progression, participants communicate better, manage time well, and improve delegation skills. This also increases team members’ empowerment and team productivity. The approaches are so designed that they become advantageous resources for exploiting existing skills and aptitude and buttress productive mind-sets. These skills are vital for all form of leadership.

LMI-UK is proud of their expert team. Their qualified professionals were themselves holding management positions in large corporations before. They have one way or another have experienced the same management and leadership challenges you face today.

Leadership is action. It is defined as leading others to act accordingly. It is about making things happen than just waiting for things to happen. It is not done without great effort. But great effort can just come from good leadership. Leadership moves, inspires, and motivates others to take action. LMI-UK has the programmes to make better leaders of men in business (MIB). Its leadership coaching and leadership development courses are all aimed to develop men and women to make their businesses move.

The leadership courses are about creating an atmosphere of challenge to harness leadership skills leaving the comfort zone and forming new habits that fast track your success while embracing new perceptions. Sometimes we lose our faculty of discernment. We need to be coached. This is where LMI-UK comes in. It is working with experienced and professional coaches that will inspire.

Leadership coaching and leadership development programmes of LMI-UK will help the clients and participants become leaders. Eventually to become leaders with leadership skills that will be indispensable towards the success of an organization. The clients and participants at the end of the day will have the necessary skills and aptitudes to inspire others, engage in effective communication, and become highly productive.

From the lessons learned in the programmes, leaders who will be able to resolve conflict efficiently and able to manage time wisely will most likely succeed. But no two individuals are alike. As unique as we are, a customized program of development are up for grabs. Open Course is LMI-UKs one-on-one mentoring program for development. The facilitation is done where you are most comfortable with–right in the workplace. Actual downtime becomes limited and more productive.

By working with the directors of LMI-UK, you benefit more than those who are trying to be on their own. With leadership coaching and leadership development of the firm, success becomes inevitable. It is very clearly result oriented. The participants and clients are taught to know that different perceptions will enable them to be flexible and adaptive to get better results from others.

LMI-UK walks its talk. Unapplied knowledge is just a compilation of facts and data. If you are to apply these principles of effective leadership, the change starts with you. This is where development comes. When you are able to get rid of unprofitable old habits and create new ones, you are inevitably on the road to change. Coaching has played well its part.

Leadership coaching and leadership development by LMI-UK have been proven to drive the decisive point and achieve business goals. It’s widely known methods and approaches for assessing, training, and developing clients and participants have been proven and tested.

As it is tailored according to the needs of the client some components become unnecessary. Whatever the clients proposes, the firm tries to make adjustments to suit individual requirements. Take clients who have already the basic tools but are committed to personal excellence. These are the people who are open to new ideas and are willing to take action. Coaching becomes easy and simple.