Ultimate Coaching Masterclass PDF

U l t i mat e
Co ac h i n g
M as t e rc l as s
www.the7effect.com
© 2017 The 7 Effect
2 © 2017 The 7 Effect www.the7effect.com
Welcome to Mastery
“I fear not the man who has practiced 10,000 kicks once,
but I fear the man who has practiced one kick 10,000 times.”
Bruce Lee
It’s an honour and a privilege to be sharing this journey with you, the journey of mastery is one that very
few embark on, yet it is one that will reward you like nothing else. Giving yourself the opportunity to hone
in and focus your energy into a high-value area is one you will thank yourself for many times over. Mastery
is the move from being a generalist to becoming a specialist. You will go deep to master a few critical skills
and find freedom as you ditch all the things that don’t work.
Mastery is about expansion, growth, and simplification; it is not about pressure or perfectionism. The growth
will come not from working harder or longer, but from thinking smarter and being more focused. You will
learn what your priorities are and you will find inner peace, along with a sense of self-trust as you become
more self-actualised. This is a type of confidence held with self-love and self-respect, never to be confused
with arrogance that comes from ego and fear.
Your journey will take you…
Away From Toward
Security Satisfaction
“I Have To” “I Want To”
Harder Smarter
More Less
Complexity Simplicity
Ego Love
Problem Solution
Knowing Learning
Certainty Curiosity
Doubt Confidence
Confusion Clarity
www.the7effect.com © 2017 The 7 Effect 1

Why do you want to be a coach?
Coaching is all about leadership – as a leader, you must coach and
as a coach you must lead…
“Working hard for
Many leaders struggle to engage their people, especially when
it comes to difficult or sensitive topics. Some leaders practice something we don’t
avoidance and end up in a place where they feel like they are up care about is called
against “it” the moment their feet touch the ground in the morning!
stress, working hard
Leadership is not hard, leadership is rewarding and even easy… if
you can just master the right skills. for something we love
is called passion.”
When we ask clients what skill they think is most important for
a leader to excel in, more often than not the first thing that they
Simon Sinek
mention is communication. We agree communication matters,
of course, leaders must be great communicators so they can be
understood, however, communication without clarity of purpose
or direction is just more white noise in an already over-informed society. There is not a lack of communication,
there is a distinct lack of meaningful and relevant communication.
Anyone who wants to lead, direct and influence people to help them get from where they are, to where they
want to be must learn how to communicate as a coach. At The 7 Effect we believe the single most important
skill for a leader to master is the art and the science (yes it is both an art and a science) is coaching.
COACH – the process of transporting a person from where they are to where they want to be.
Before we begin down the path to mastery let’s first get clear on your purpose.
Why do you want to be a coach?

1. Write down the first thing that comes to mind?
2. Then ask yourself – what will that give you?
3. And why do you want that? What will that give you?
4. And still let’s go a bit deeper – what will that give you?
5. Now finally what does the above give you?

POP Quiz
At the end of this program you will be taking this exact same test. It’s a simple pop quiz to
test your current level of knowledge and confidence as a coach. You will be amazed at what
can happen in just two days… so let’s find out what your starting point is. Where ever you
are is a perfect place to start so if you don’t know any of the answers, don’t worry, it just
means there is plenty of room for growth!
1. What is Maslow’s hierarchy of needs?
2. How many of the levels can you name from the hierarchy? Can you draw the model?
3. When people are afraid how do they instinctively respond?
4. What is the difference between the conscious and the subconscious part of the mind?
5. Does the human brain default to the positive or the negative naturally?
6. When working with a client what type of mindset must you adopt as a coach?
7. Who developed the 7 Neurological levels? And what are the 7 levels?
8. When working with the unconscious, what are the three key areas you need to explore?
9. There are two categories of emotions on the ladder of emotions – what are they?
10. What are the 7 Elements of Life?
11. What does VAK stand for?

Day One Content…
1. Understanding how master coaches change lives
2. Tapping into your own Coaching purpose and mission
3. What and who inspires you?
4. Skills Test – how to identify your strengths and

weaknesses?
5. Developing your own style to leverage your “coaching

strengths”
6. Advancing your skills by managing your “coaching

weaknesses”
7. Building on the basics – how to take the common

coaching principles to the level of mastery
8. SMARTA Goal Setting
9. The T-GtROW Model
10. Active Listening
11. Constructive Questioning
12. Coaching ethics - the importance of confidentiality and

understanding health & safety/ mental health issues
13. What do you want to be known for?
14. Drafting your personal coaching brand and identity

1. Understanding how master coaches
change lives
As a coach you can have a HUGE influence on a person’s life, and if you become really effective you can truly
facilitate life-changing outcomes, for yourself and for the people you coach!
The most important thing to note here though is the coach does not change lives… let’s just repeat that so
we can really get it clear – the coach does not change lives.
The role of a coach is to be a facilitator, think about sport, the coach does not win the game, the coach does
not even play the game. The coach stands on the sideline and facilitates the process. Your role as a coach is
to be neutral and facilitate change – the worst thing you could do is go and get a “god complex”.
The 10 Commandments of Coaching
1. It is not about me
2. I don’t know everything
3. I don’t need to know anything
5. The answer is always in the person
6. We are looking for their answer, not mine
7. My role is to be a learner
9. I facilitate change by focusing on the HOW
10. The WHY is not my job

2. Tapping into your Coaching
“Why do we do the
purpose and mission things we do, when we
know what we know?”
To explore what is really under the surface we are going to use the
7 Neurological Levels developed by Robert Dilts. Let’s look at your Dr Libby
current situation and where and how you coach people. If you are not
coaching anyone yet that is fine, keep focussed on exactly where you are NOW. This is not about focusing on
what your ideal is – we will get to that later. First, let’s get clear on where you are today.
Environment:
Describe the environment you currently coach people in, what is it like? What works well and what
could be better?
Behaviours:
How do you currently behave as a coach? Do you spend more time talking or listening? Are you present
or does your mind wander? How else do you behave?
Skills:
What skills are you confident with? What skills would you like to improve?
Values:
What matters most to you as a coach? What do you value about the role of a coach, or about the
opportunity to coach others?
Beliefs:
What do you hold to be true about yourself? Do you have any limiting beliefs about yourself or about
people in general?
Identity:
How would you describe your personal identity as a coach?
Purpose:
Do you have a strong sense of purpose as a coach? Are you on a mission to achieve anything?

3. What or who inspires you?
As a coach, your purpose is to add value to others, but
as John C Maxwell says, if we want to add value to others “Success leaves clues”
we must first learn to add value to ourselves. In the book
Ultimate Sales Machine by Chet Holmes, an article from Tony Robbins
Harvard Business Review is referenced as it reveals that
only 10% of the population have what is called a “growth
mind-set”. These people are the ones who seek out and enjoy learning. The other 90% will not naturally look
to improve their skills unless they have to!
These are interesting statistics and after years and years of working in the corporate world delivering
leadership and team building training we can confirm those figures do reflect real life. Depending on what
type of coach you are will depend on if you end up coaching more of the 10% or the 90%. Either way, a large
part of your role is going to be helping people go where they either consciously or unconsciously resist
going.
Write down one of your own goals below:
Questions:
Where do you get your inspiration from?
Who do you admire?
What energises you?

4. Skills Test – how to identify
your strengths and weaknesses
As psychology moves from a traditional model to the positive psychology model there has been a distinct
shift of focus. The emphasis in positive psychology is of strength over weakness, solution over problem,
gratitude over regret, and resilience over sorrow. This shift has been proven to be more effective when you
study the work of people like;
Martin Seligman the “God father of Positive Psychology” and Shawn Achor the “Happiness Guy”.
As a coach, you can never take anyone beyond your own beliefs so you will need to understand how to
identify individual’s natural strengths and weaknesses. There are a variety of high-quality tools that you can
access for free and you can have your people take them before they meet with you. The process alone will
give them a greater sense of self and a deeper understanding of who they are. This way you can be adding
value before you even begin your face to face coaching!
The tools we use are as follows:
MBTI adapted versions
The 16 Personality Profiles
Human Metrics
DISC
The Tony Robbins free DISC survey
Strengths
VIA Character Strengths
“Life inflicts the same setbacks

and tragedies on the optimist as
the pessimist, but the optimist
wears them better.”
Martin Seligman

5. Developing your own style to leverage your
“coaching strengths”
The most valuable gift you can offer another is the opportunity for them to understand themselves at a
deeper level. As a coach, you will assist people to overcome barriers and achieve their goals, but this means
you must first trust that you can to do that in your own life!
Think back on your life, list the 5 things you are proudest of?
1.
2.
3.
4.
5.
6. Advancing your skills by managing your

“coaching weaknesses”
What do you think or feel could hold you back as a coach?
1.
2.
3.
How will you ensure your personal hand brakes don’t stunt your
growth or the growth of the people you coach?

7. Building on the basics – how to take the
common coaching principles to the level
of mastery
“Only a person who devotes himself to a cause with his whole
strength and soul can be a true master. For this reason, mastery
demands all of a person.”
Albert Einstein
In the book Outliers, author Malcolm Gladwell suggests that true mastery requires 10,000 hours of practice.
Break that down and that would mean that if you spent 40 hours per week (which equates to a full-time
job) it would take you approximately 5 years to achieve mastery… that’s also giving you the standard week
weeks holiday a year. Mastery is about practice, about discipline and about emersion. You will need to foster
a natural intrinsic desire to learn all there is to know about topics like success, leadership, human behaviour,
psychology, and achievement.
Based on what we have discussed today and your previous coaching experience what would
you list as the basic coaching principles or fundamentals?

8. SMARTA Goal Setting
One of the most common goal setting models is the SMARTA Model as outlined in the table below. As a
master coach, your goal will be to learn this intuitively and understand how to coach someone toward
developing a SMARTA Goal simply through asking questions.
Write down one of your own goals below.
Area Purpose
Specific Ensure the goal is focused and specific rather than general and broad.
Measurable Ensure the goal can be measured and quantified.
Achievable Ensure the goal is humanly possible for the person.
Relevant Check for ecology and ensure the goal is right for them.
Time Bound Ensure the goal has an end date.
Agreed Ensure the goal is aligned with other relevant people or situations.
General goal:
Now working in pairs coach each other to ensure the goal becomes SMARTA.
SMARTA Goal:

9. The T-GROW Model
Another popular model is the T-Grow Model which is similar to the popular GROW model but slightly expanded
by Miles Downey in his book Effective Coaching.
Once you understand the different models you start to understand that real mastery is about letting the
model sit in the background rather than having to follow it step by step. The purpose of this program is to
remind you of the fundamentals and then give you the tools to go beyond by developing your understanding
around human behaviour and psychology.
T-GROW Model
Start by exploring at a high level by asking:

•• What is the theme or topic for today?
T •• What would you like to discuss today?
•• What’s on your mind?
Theme
Emphasis is on being broad and open
Focus on a specific goal by asking:

•• What exactly do you want to achieve in this area?
G •• What is your goal?
•• What outcome do you want?
Goal
Emphasis is on being specific – use the SMARTA model to help define the goal
Check for congruency by asking:

•• What will achieving this goal do for you?
R ••
••
What is your reason or motivation for pursuing this goal?
Why is this important?
Reason
Emphasis is on being curious and observing their intrinsic motivations (or lack of )
Explore possibilities and prioritise by asking:

•• What options are available to you?
O ••
••
What have you already tried and what could you try that is different?
What do you think would work best and why?
Options
Emphasis is on exploring and assessing ideas
Get commitment by asking:
W ••
••
Which option is the way forward?
What will you commit to doing?
Way •• How will I know you have taken action?
Forward
Emphasis is the commitment to act!

10. Active Listening
The wonderful thing about moving into the space of mastery is you learn to let go and shed all your ego.
In this space, it is not about how much you know, or how good your depth of knowledge or advice is, it is
all about how deeply you can seek to understand. Things that can get in your way are;
Judgement – thinking you know what is right or wrong

Assumptions – thinking you know what it all means or what they mean
Meaning – attaching your own meaning to another person’s experience
Mind reading – guessing what will happen next or leading them down your path
Active listening is really about being 100% present and then checking that you understand by modelling
back to the other person rather than listening and establishing your own interpretation.
Working in pairs, both think of a personal story from your childhood, then take it in turns
to practice listening, as you do also become aware of your inner dialogue. One person
‘tells’ and the other listens, in the role of the listener, just notice what you notice. Check in
with yourself, are you making assumptions, are you creating meaning, or are you trying
to become a mind reader ?
What did you notice?
“Most people do not listen with

the intent to understand they
listen with the intent to reply.”
Stephen Covey

11. Constructive Questioning
“Millions saw the apple fall but Newton asked why”
Bernard Baruch
Your ability to ask great questions is really what will determine your effectiveness as a coach. If you can
replace all levels of judgement, assumption, meaning and mind reading with a genuine and open curiosity
you will be able to go far deeper and connect with the unconscious mind at a level that most people will
never do.
The most effective questions you can have are the simplest questions, and remember a question can be
implied by body language and tone.
Sometimes all you need to do is ask... Really?
Question? Common Statements
Is that true?
What makes you think or

say that?
Says who?
Is that really what they

said?
Which people?
How do you know?
Who specifically said that?
How did that happen?
What causes that?

12. Coaching ethics - the importance of
confidentiality and understanding health &
safety/mental health issues.
As a coach, it is important to understand where your role begins and ends. It is not your job to rescue or
heal people, but instead to help the person become the best version of themselves possible. If you are in
a position where you are charging private clients then you should make expectations around what you
can and cannot assist with. The level which you can offer support will depend on your level of skills and
expertise, always make sure you are open, honest and truthful when coaching people.
You should never make false claims or make promises you cannot keep. At the end of the day, the individual
is responsible for their life, their decisions, their thoughts and their behaviours. Your role is to work with
them to facilitate change if and when they desire change.
Your role is not to impose your views, values or ideals on anyone else.
Always make sure that;
1. The client gets to establish the focus and agenda for the session
2. You do not get emotionally involved
3. Ask great questions rather than give all the answers
4. You refer a person on if their needs go beyond your capability
5. You are focused on growth and expansion
Coaching is not therapy, we are working with emotionally stable and mentally healthy people so treat
them as such. Your role as a coach is not to create a warm and fuzzy feel-good space. Your role is to
facilitate growth to expand a person’s comfort zone and take them places they have not yet reached.
Emotions are nothing to be afraid of, sometimes emotions will be released, always hold compassion and
remain neutral.
Everything you discuss with your client should remain confidential unless otherwise agreed.

13. As a coach what do you want to be known
for?
“People will forget what you said, people will forget what you did,
but people will never forget how you made them feel.”
Maya Angelou
Imagine you have been working with a client for three months and you have worked together
to help them achieve their goals and expand to a greater level of potential.
How do you hope they might feel? How would you like your client to describe their experience?

14. Drafting your personal coaching brand and
identity
Coaching Vision:
Coaching Mission:
Coaching Values:
Coaching Measures:
“Build upon your strengths and

your weaknesses will eventually
take care of themselves.”
Joyce C Lock
Day Two Content…
1. Less is more – how to truly listen by developing your sensory

acuity
2. V.A.K. Cues
3. Reading between the lines with NLP
4. Tuning into body language
5. Reading and working with peoples representational systems to

gather data
6. Using language to change minds and break through belief

barriers
7. Clean language and the art of questioning
8. How to suspend your judgment and let go of your need to

“rescue” everyone
9. The importance of building motivation – how to spot it and

what to do if it isn’t there
10. Where to from here – coaching as a craft
11. Leadership and career goals
12. Your ideal working life
13. What type of coach do you want to be?

1. Less is more – how to truly listen by developing
your sensory acuity
What is sensory acuity? In simple terms, it refers to sharpening our senses so that we can become much
more observant about what is going on. Sensory acuity is about becoming more aware of body language,
breathing rate, posture, tone of voice, choice of words, skin tone, eye cues and overall observation. Your
intuition and your gut sense is also part of your sensory acuity.
To turn the volume up on our sensory acuity we observe what is going and then check for validity. Remember
our goal is not to make assumptions or mind read but instead, observe and check for congruency.
When working with an unconscious mind there are three key areas we look to explore.
1. Physical – where in the body does the person feel their experience?
2. Mental – what is the person’s internal dialogue, or self-talk?
3. Emotional – what emotion experience are they having?
When you are coaching someone who has a sense of feeling like there is a barrier, or obstacle before
them, or even if someone is achieving great results, all we want to do is help that person understand HOW
(remember it is the HOW, not the WHY) they are doing that. The HOW is simply the combination of physical,
mental and emotional. If you can facilitate another person being able to tune into their unique experience
in these three key areas, you can often help them overcome and even redesign a better response.
The other thing we want to be aware of is metaphors. Often people will describe something to be “like”
something. Perhaps a client is telling you that they struggle to get their message across to their team and
they might say “it’s like bashing my head against a brick wall”. Well right there in that sentence the person
has given you a wonderful clue – their personal representation system has communicating with their team
as something painful and useless. Unless we can help them change their representation then chances are
no matter how many SMARTA goals and accountability tasks the person signs up for, chances are they will
always drift back to their old patterns of behaviour.

2. V.A.K. Cues
VAK and VAKOG is the abbreviation for our representational system, also known as sensory modalities.
Visual
Audio
Kinaesthetic
(Olfactory)
(Gustatory)
The diagram below outlines the eye cues for a commonly ordered right handed person. You should test for
congruity when using eye cues to draw out information and remember there are always exceptions to every
rule.

3. Reading between the lines with NLP
NLP stands for Neuro-linguistic Programing which was created in the 1970’s by a couple of guys called John
Grinder and Richard Bandler. Some scientific reports discredit NLP as being able to do all that founder’s
John and Richard claim is possible, however NLP continues to be a highly practiced skill set in personal and
professional development, high performance, sales, influence and alternative therapies. Love it or loathe it
there are some basic fundamental principles that when understood can assist you in being a more focused
and effective coach.
Even the adoption of the NLP Presuppositions can assist you to expand your own beliefs and become more
patient, open, compassionate and aware as a coach.
The NLP Presuppositions are:
The map is not the territory
People work perfectly
People make the best choices they can given the resources they have
People have all the resources they need
The meaning of communication is the response you get
You cannot not communicate
Every behaviour has a positive intent in some context
Mind and body are connected
Possible in the world means possible for me
The person or element with the most flexibility in a system will always
have the most influence.

4. Tuning into body language
Body language is essentially the conscious and unconscious “You cannot not
movements, postures and gestures that we as humans use to
communicate. There is a famous, or some might say infamous 7%
communicate”
Rule that is commonly expressed when exploring body language. NLP Presupposition
The 7% rule comes from Albert Mehrabian’s book Silent Messages,
published in 1971. In the book, Albert’s research concludes that
when it comes to messaging and communication:
55% of impression is based on body language
38% of impression is from tone of voice
And only 7% based on the words we say.
Whilst you could debate the exact percentages and accuracy of detail all day long, the fact remains body
language is worth paying attention to. For more information on the power of body langue and our primal
instincts in relation to body language you might like to explore the work of Social Psychologist, Amy Cuddy.
Amy’s work is mainly centred around what she calls “Power Poses” which is also in-line with teachings by the
big guy Tony Robbins.
In simple terms, our body and our mind are linked so as a coach you will need to be aware of the body
language being displayed as sometimes the most effective path to change a mind is by changing the body.
Experiment:
Stand up and look up straight, hold your head high, shoulders back, breathe deeply and let your chest
expand forward. Now put your hands on your hips.
How do you feel?
Now look down at the ground, hunch your shoulders, lean forward and frown allowing your mouth to turn
down.
How do you feel?

5. Reading and working with people’s
representational systems to gather data
Prescription for Change

Presenting issue: Desired outcome:
Current Physical: Desired Physical:
Current Mental Dialogue: Desired Mental Dialogue:
Current Emotions: Desired Emotions:
Triggers / Cues: Secondary Gain:
Metaphor:

Ladder of Emotions
The ladder of emotions is a great reminder of the variety of emotions we as humans can experience. As
we explore emotions the focus is not on judgment between good or bad, or right or wrong, the focus is on
understanding where the current position and explore ways to move up the ladder. Anabolic emotions are
welfare building and lead to peace and happiness, whilst catabolic emotions are destructive to our welfare
and if held long term can lead to depression, anxiety and other psychological disorders.
Anabolic Emotions Symptoms

Peace
Joy
Love
Reason
Acceptance
Willingness
Neutrality
Courage
Catabolic Emotions Symptoms

Pride
Anger
Desire
Fear
Grief
Apathy
Guilt
Shame

6. Using language to change minds and break
through belief barriers “A different language is a
Many years ago I (Jodie) attended an intensive property
different vision of life”
investors boot camp with Robert Kiyosaki, author of Rich Dad Federico Fellini
Poor Dad, and I will never forget one of the most powerful
things he told us to do. He said if you want to find success as
an investor you must lose the words “I can’t” from your langue and instead ask “How can I?” It was sound
advice and something I took on in a literal sense. To this day this internal dialogue remains one of the most
powerful sources of my personal success.
As you begin to work with clients as a coach you will turn up the volume on your sensory acuity and you will
start to hear their words differently. You will soon learn that by tuning into their language you may be able
to find levers for change, just like the shift from “I can’t” to “how can I?”
The Meta Model is a tool for listening and getting beneath a person’s words to tune into their beliefs,
representations and experiences of the world. We are bombarded with over 2 million bits of information
every second, and because the unconscious mind is like a super computer it has the capacity to process
billions of pieces of information per second.
However, the conscious mind can only handle 5 – 9 pieces or chunks of information at any given time.
A simple version of the Meta Model is GDD which stands for:
Generalise
Delete
Distort
Because we cannot process everything that is coming at us we will automatically generalise, delete or distort
information based on our current experiences and beliefs.

GDD
Statement Question
G Dogs are scary How do you know?
e
n
e Everybody loves me Everybody?
r
a All men are liars All men?
l
i
I must succeed What if you don’t?
s
e
There is a culture of entitlement Says who?
I don’t know What don’t you know?
D
e I’m not sure About what?
l
e Nobody says that Really nobody?
t
e
I can never get it right What prevents you?
He didn’t text so it’s over Does not texting end things?

D
i
They are late they don’t value me How do you know?
s
t
o People should not behave that
According to whom?
way it is wrong
r
t How does she make you choose to
She makes me furious
be furious?

7. Clean language and the art of questioning
“Keep it clean!”
The process of using Clean Language refers to pure language that is neutral and free from any form of
suggestion. It stems from the work of David Grove and the general principle is less = more.
It’s very natural for us human beings to get caught up in our own mind, thinking we know best or that we
can predict what someone will say or should say. As a coach, your role is to stay neutral and keep it clean
as much as possible. It can be surprisingly challenging, particularly when you think the answer is on the tip
of your tongue!
By keeping your language clean, you can maintain strong rapport, if you become too suggestive and put
words into a client’s mouth that are not congruent with their own experience, you will quickly break rapport.
How do we use it?

If someone is describing their experience to you and they use a metaphor, for example, if a client says
“I feel like I am going to burst, it’s like all this energy to go after my goals is welling up inside me.”
How might you respond?
NOTES:

8. How to suspend your judgment and let go of
the need to “rescue”?
“When you judge another you don’t define them, you define
yourself.”
Wayne Dyer
Have you ever caught yourself judging another? Shame researcher Brene Brown says we tend to judge
others where we hold the most shame in ourselves. WOW and OUCH!! If you have ever felt yourself taken
over with the spirit of Judge Judy, time to STOP IT and STOP IT NOW!
Remember one of the NLP Presuppositions – every behaviour has a positive intent. Well, even your own
judgement has a positive intent. It is connected to your own unconscious fear and means really in a pragmatic
sense, it is nothing more than a protective measure. The problem with these types of protection mechanism
is they can also stunt us and our clients from growth.
The simple fact is, it is not your job to rescue, to save, or even to support your clients. Your role as a coach
is to facilitate growth. That means you will need to challenge and stretch the people rather than defend and
protect them.
A very effective way to let go of your need to rescue people… believe it or not… is to simply suspend all
judgement and remain curious.
Imagine this scenario

A teenage boy living in the northern suburbs is arrested for beating an old lady to death when she struggled
after he tried to steal her handbag.
Where does your mind go?
What if the scenario was slightly different and we replaced some of the words?
Do you have any unconscious bias? Studies report that we all do, they are not easy to let go of, and they
are often very subtle, be mindful, and know that your role is to be a mirror, not a night in shinning armour.

9. The importance of building motivation – how to
spot it and what to do if it’s not there
Motivation is one of those things you can see in people, it’s either there or it’s not. As a coach you are often
working to a time frame and if things drag on we can end up rushing to a close and send a person off
verbally agreeing to take action when their body language or the tone of their voice tells us otherwise. The
writing is always on the wall… a motivated person is as easy to see as the nose on your face… if you have a
big nose that is!
How do you spot a motivated person?
What do you think are the signs to look for?
What tell-tale signs should we be looking for that will tell

us that the person is not yet motivated?
“Don’t stop when you are

tired, stop when you are
done!”

Anon

10. Where to from here – coaching as a craft
“Even the most talented of people can be destroyed by self-doubt.
You must get up every morning and tell yourself - I can do this!”
Jodie Nevid
Coaching others toward growth requires constant growth from within, the more you grow the more you
can grow others. The first discipline as a coach is to learn something new every day. Devour high-quality
content from thought leaders and other masters of their craft, they don’t all have to be master coaches, in
fact, a coach can learn a lot from a master in martial arts, a master artist or a master bullsh*t artist! We can
learn from everything, and when we have the ability to see patterns and connect the dots we can gather
information and metaphors that will bring new layers and depth to our craft.
Every great story and every great journey have a beginning, a middle and an end. Think about the journey
you will be taking people on. How will you design it?
Beginning
How will you engage and
get buy in?
Middle
What formula(s) will you
design to add substance
and weight?
End
How will you provide
closure?

POP Quiz
Now here we are at the end of the program, remember how you felt just yesterday trying to
answer these questions. After two days of intensive learning, how many more questions are
you able to answer with confidence?
1. What is Maslow’s hierarchy of needs?
2. How many of the levels can you name from the hierarchy? Can you draw the model?
3. When people are afraid how do they instinctively respond?
4. What is the difference between the conscious and the subconscious part of the mind?
5. Does the human brain default to the positive of the negative naturally?
6. When working with a client what type of mindset must you adopt as a coach?
7. Who developed the 7 Neurological levels? And what are the 7 levels?
8. When working with the unconscious what are the three key areas you need to explore?
9. There are two categories of emotions on the ladder of emotions – what are they?
10. What are the 7 Elements of Life?
11. What does VAK stand for?

11. Leadership and career goals
What are your goals?
Short Term: 1 – 3 months
Medium Term: 6 months
Long Term: 12 months
12. Your ideal working life

What is your ideal working life as a coach?
How many days do you work?
What type of clients will you serve?
What problems will you help people solve?

13. What type of coach do you want to be?
Using Robert Dilts Neurological Levels, let’s design the Ultimate Coaching version of YOU!
Environment
Behaviours
Skills
Beliefs
Values
Identity
Purpose

Our Tool Kit!
3-Month Coaching Program
Design for ........................................
Theme Check
1.
2.
3.
4.
Goals
5.
6.
7.
(Maximum of 7)
Reasons
(Insert the individuals motivations -

WHY are they pursuing these goals)
Initial
Actions

3-Month Coaching Program
Program for ........................................
Session 1 Key Focus:
Date.............
Process:
Actions:
Date.............
Process:
Actions:
Date.............
Process:
Actions:
Date.............
Process:
Actions:
Date.............
Process:
Actions:
Date.............
Process:
Actions:

Developing Your Own Fundamentals
You
Vision Mission
What can you see…? Who will you be…?
Values Measures
What matters most to you? How will you hold yourself accountable and
(Use the sheet on the following page to measure your own success?
identify 3 – 7 core values)
Your Organisation
Vision Mission
What can you see…? Who will you be…?
Values Measures
What matters most to you? How will you hold yourself accountable and
(Use the sheet on the following page to measure your own success?
identify 3 – 7 core values)

What do you value?
Acceptance Elegance Influence Relaxation
Accomplishment Empathy Inner peace Reliability
Achievement Encouragement Innovation Religious/Religion
Acquisition Energy Inspiration Resourcefulness
Adventure Enlightenment Integrity Respect
Alignment Environment Intelligence Responsibility
Altruism Equality Joy Risk
Ambition Ethics/Ethical Justice Safety
Authenticity Excellence Kindness Self–awareness
Awareness Experience Knowledge Self–worth
Being Expertise Laughter Service
Calm Facilitation Leadership Simplicity
Capable Fairness Learning Spirituality
Charity Faith Logic Stability
Cheerful Fame Love Strength
Coach Family Loyalty Success
Community Forgiveness Nobility Superiority
Compassion Freedom Open Minded Support
Comprehending Friendship Order Tenderness
Connection Fun Organisation Touch
Consciousness Generosity Originality Tranquility
Consideration Grace Peace Trust
Contentment Gratitude Perception Truthfulness
Contribution Guidance Personal Understanding
Cooperation Happiness Development Victory
Courage Harmony Play Vision
Creativity Health Pleasure Wealth
Dependability Helpfulness Positive attitude Wholeness
Dignity Honesty Power Winning
Direct Hope Preparation
Discovery Humility Proficiency Other ideas…
Diversity Imagination Radiance
Education Improvement Recognition
Effectiveness Independence Relationships

Jodies Example
Vision Mission
I’m financially free - I choose when I work and who Professional - create, educate and inspire.
I work with. I’m a master coach, trainer, and NLP
practitioner and global adventurer! I choose love Personal – live with love and love my life!
over fear in all I do.
Values Measures
1. Love 1. Feedback
2. Honesty 2. Referrals & repeat work
3. Vitality 3. Online analytics
4. Creativity 4. Personal goals
5. Adventure 5. Client outcomes
6. Growth
7. Contribution
The 7 Effect Example

Vision Mission
A vibrant lifestyle business with a global impact Develop leaders who are constructive by nature.
inspiring people to be there best. We make great
money so we can do great things! Inspire people to live life by design.
Values Measures
1. Resilience 1. Feedback
2. Wellbeing 2. Referrals & repeat work
3. Growth 3. Business targets
4. Courage 4. Monthly leadership & life goals
5. Contribution 5. Client outcomes
6. Fun 6. UP Tracker
7. Time 7. KPI’s in our Strategic Plan

Living & Leading Above the Line!
Living“You&areLeading Above
responsible for your the
life, you cant keepLine!
blaming someone else for your dysfunction.
Life is really about moving on.”
- Oprah Winfrey
Open/Growth
Constructive
Satisfaction
Proactive
Ownership
Accountability
Responsibility
Needs Focus
Thoughts
Mindset
Actions
The Line
Blame
Excuses
Denial
Closed/Fixed
Defensive
Reactive
Security
“You are responsible©for

www.the7effect.com The 7your life,
Effect2016
you cant keep blaming someone
else for your dysfunction.
Life is really about moving on.”
Oprah Winfrey

The 7 Effect Circle
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U l t i mat e

Your journey will take you…

Away From Toward

“I Have To” “I Want To”

www.the7effect.com © 2017 The 7 Effect 1

Why do you want to be a coach?

2. Then ask yourself – what will that give you?

5. Now finally what does the above give you?

www.the7effect.com © 2017 The 7 Effect 3

1. What is Maslow’s hierarchy of needs?

3. When people are afraid how do they instinctively respond?

10. What are the 7 Elements of Life?

11. What does VAK stand for?

4 © 2017 The 7 Effect www.the7effect.com

1. Understanding how master coaches change lives

2. Tapping into your own Coaching purpose and mission

3. What and who inspires you?

4. Skills Test – how to identify your strengths and

5. Developing your own style to leverage your “coaching

6. Advancing your skills by managing your “coaching

7. Building on the basics – how to take the common

8. SMARTA Goal Setting

9. The T-GtROW Model

10. Active Listening

11. Constructive Questioning

12. Coaching ethics - the importance of confidentiality and

13. What do you want to be known for?

14. Drafting your personal coaching brand and identity

www.the7effect.com © 2017 The 7 Effect 7

The 10 Commandments of Coaching

2. I don’t know everything

3. I don’t need to know anything

5. The answer is always in the person

6. We are looking for their answer, not mine

9. I facilitate change by focusing on the HOW

10. The WHY is not my job

8 © 2017 The 7 Effect www.the7effect.com

www.the7effect.com © 2017 The 7 Effect 9

Write down one of your own goals below:

Who do you admire?

What energises you?

www.the7effect.com © 2017 The 7 Effect 11

The tools we use are as follows:

MBTI adapted versions

The 16 Personality Profiles

The Tony Robbins free DISC survey

VIA Character Strengths

“Life inflicts the same setbacks

12 © 2017 The 7 Effect www.the7effect.com

6. Advancing your skills by managing your

www.the7effect.com © 2017 The 7 Effect 13

14 © 2017 The 7 Effect www.the7effect.com

Write down one of your own goals below.

Measurable Ensure the goal can be measured and quantified.

Achievable Ensure the goal is humanly possible for the person.

Time Bound Ensure the goal has an end date.

www.the7effect.com © 2017 The 7 Effect 15

Start by exploring at a high level by asking:

Focus on a specific goal by asking:

Check for congruency by asking:

Explore possibilities and prioritise by asking:

Get commitment by asking:

16 © 2017 The 7 Effect www.the7effect.com