As an accredited training partner with the AC, we are now able to sign off your application and provide you with the 50 minimum hours. All of your accreditation support in one place for the very first time!

Previously, applicants needed 75 hours of coaching logged mainly from paying clients in order to apply for accreditation. However, the Association for Coaching now recognise pro-bono coaching hours, enabling our coach trainees to get actual real life experience during their coach training through our Think EQ Foundation.

Gathering coaching hours from paid clients, before their careers have really started, has always been a barrier to accreditation for some students therefore we are encouraged by today’s announcement from the Association for Coaching and we look forward to supporting our next cohort of trainees with their fast-track accreditation applications.

What does accreditation offer new coaches?

Becoming accredited offers a wealth of benefits, particularly to new coaches entering the profession. Here are some of the benefits in more detail:

Recognition and Credibility: Attaining accreditation from a reputable organisation like the Association for Coaching can enhance a new coach’s credibility and recognition within the coaching industry. Clients, employers, and peers may view accredited coaches as having met certain standards of professionalism and competency.

Quality Assurance: AC accreditation typically involves meeting specific criteria related to training, experience, and ethical standards. By obtaining accreditation, new coaches demonstrate their commitment to maintaining high standards of practice, which can provide assurance to clients and stakeholders.

Access to Resources and Support: Accredited coaches often gain access to a range of resources and support services provided by the accrediting organisation. This may include professional development opportunities, networking events, mentoring programs, and access to research and best practices in coaching.

Professional Development: AC accreditation may require coaches to engage in ongoing professional development activities, such as continuing education courses or supervision. This commitment to lifelong learning can help new coaches continuously improve their skills and stay abreast of developments in the field of coaching.

Community and Networking: Professionals with coach accreditation become part of a professional community of peers who share similar interests and goals. This can provide opportunities for networking, collaboration, and peer support, which can be invaluable for new coaches as they establish themselves in the field.

Marketing and Business Support: Some accrediting organisations offer marketing and business support services to help coaches promote their services and grow their practices. This may include access to marketing materials, business templates, and guidance on how to attract and retain clients.

Where can I learn more about your coach training programmes?

Our Accredited Award in Coach Training runs several times a year. All of the information on course content and dates of forthcoming courses can be found here.

The post New Accelerated Route to Coach Accreditation appeared first on ThinkEQ.

What is coaching?

At its very core, coaching is focused on helping peole make significant and lasting changes. Traditional coaching often includes methods like clarifying goals and creating action plans. Coaches provide their clients with accountability and encouragement.

Coaching is not to be confused with consulting, therapy, personal support, mentoring or training. Coaching is future-focused and the direction is led by the person being coached.

Why should you become a coach?

Coaching is now regarded as one of the most ‘in-demand’ services. It is needed by organisations and individuals alike and its popularity is not slowing down. Here are some reasons as to why should become a professional coach:

Helping Others Succeed:

Coaching allows you to make a positive impact on the lives and careers of other people. Coaches can help clients set and achieve goals and overcome challenges and obstacles. Coaches work with their clients to develop their self-awareness to help them realise their own potential.

Boost your Personal Development:

As a coach, you continually refine your own communication, interpersonal, and leadership skills. The process of helping others often leads to personal growth and self-discovery.

Enjoy Greater Flexibility:

Coaching can be a flexible and rewarding career. It allows you to set your own schedule and work with clients in various locations.

Be Your Own Boss

Many coaches operate as independent entrepreneurs, building their coaching practices and creating their brand. This entrepreneurial aspect can be appealing to those seeking autonomy and the ability to shape their business.

Remember though that, like all entrepreneurs, building a business takes time and a great deal of personal motivation.

Work with Different People:

Coaches often work with a diverse range of clients, which can be intellectually stimulating and enriching. Each client brings unique challenges and opportunities for learning.

Learn all the Time:

The field of coaching is dynamic, and staying engaged requires ongoing learning. This commitment to learning can keep you sharp and updated on the latest coaching techniques and methodologies.

Be a Positive Influence:

Coaches have the privilege of being a positive influence in other’s lives. By providing support, guidance, and encouragement, coaches contribute to the personal and professional development of their clients.

It’s Financially Rewarding!

Successful coaches can achieve financial success as their client base grows. Establishing and growing a coaching business takes time. The potential for financial rewards is there, especially for those who specialise in high-demand or niche areas of coaching.

Later in this blog, we will discuss what you can expect to earn as a professional coach.

Get Job Satisfaction:

Witnessing the positive changes in your clients’ lives can be incredibly satisfying. Knowing that you played a role in their success can bring a deep sense of fulfilment.

Help Boost Wellbeing:

Coaches often contribute to the well-being and resilience of individuals and organisations. Coaches help clients navigate challenges and build a more satisfying and purposeful life or career.

Why should coaches be trained?

Delivering any service that is crucial to a person’s growth and development needs the knowledge, skills, and experience of a professional. Buyers of such services demand excellence after all, it is a huge investment of their time, money, and energy.

Professionals who invest in their own development, who adhere to professional ethics and standards and those who continue to develop themselves long after their training ends are, and always will be, a more preferred option.

That’s why coach training is so important, both for you as the professional and your client as the buyer.

Who should train as a coach?

The most successful and effective coaches are those who have a genuine interest in helping others, possess strong interpersonal skills, and enjoy facilitating personal and professional growth.

Those who are open to continuous learning, self-reflection, and maintaining high ethical standards are well-suited for coach training. Coaching is a versatile profession that can attract people from various backgrounds, including business, education, counselling, and human resources.

What makes a great coach?

Coaching is a demanding but hugely rewarding career but not everyone has the attributes needed to become an effective professional coach.

Key to becoming the best coach possible is an individuals’ own openness to being coached themselves! It can be surprising that those who seek to help others make changes are quite reluctant at times to activate a coaching mindset in themselves.

Here’s our guide to what makes a great coach:

Active Listening: Great coaches excel at active listening, demonstrating empathy and understanding to connect with their clients on a deeper level.

Effective Communication: Clear and concise communication is crucial for conveying ideas, providing feedback, and asking powerful questions to facilitate client growth. A professional coach will always be curious, ask open questions that allow their coachee to explain and ask for more.

Empathy: Empathy allows coaches to create a safe and supportive space, fostering a strong coach-client relationship and encouraging open communication.

Empathy is one of the most important traits of a great coach. Understanding and appreciating that the client is the expert of their own life, not you.

Goal-Orientated Approach: Great coaches help clients set clear, achievable goals and develop actionable plans, keeping them focused and motivated throughout the coaching process.

Continuous Professional Learning: A commitment to continuous learning and professional development ensures that great coaches stay informed about new methodologies and tools, enhancing their coaching skills over time.

How long does it take to train as a professional coach?

Coach training programmes vary greatly in terms of content and commitment. Some will be very practical and others more academic and theory based. At Think EQ, our Accredited Award in Coach Training takes approximately 60 hours which is the hours needed to apply for individual coach accreditation.  

In general, factors like certification level and method of delivery (blended, online or in-person) can impact on the time it takes to train as a coach. Foundational coach training typically spans a few weeks to months, covering fundamental skills, while advanced training in areas like executive coaching can extend the timeline.

For International Coach Federation (ICF) accreditation, minimum training requirements range from 60 to 200 hours, with additional time needed for practical experience.

Part-time and full-time programme options, as well as self-paced learning, further contribute to the variability in training duration. A great coach, however, will always be investing time in their own development.

What is coach accreditation?

This is the ‘bit after’. It’s great to have coach training but those who want to stand out from the crowd and evidence their competency to potential clients will progress on to achieve individual accreditation with an accredited coaching body. You’ve acquired the coach training hours so gaining the coaching hours and applying is the logical next step.

There are many advantages to achieving coaching accreditation, the main ones being:

• It provides buyers of coaching services with a greater certainty and comfortability of your competence and ability,
• It raises your personal credibility and professional standing,
• Demonstrates that you are willing, and continually investing, in your own development,
• It raises the credibility and standards of the coaching industry,
• It’s more than a qualification – it is recognition that you aren’t willing to settle for low standards. You want to show that you’re able to apply good practice in coaching.

What should I look for in a professional coach training programme?

When selecting a coach training provider, it’s important to think about what you want to learn, what you need to learn and whether the provider can meet your needs. Some people will look for flexibility in delivery, others won’t. Pick a programme that will meet your needs and set you up for success.

1. Experienced and Qualified Trainers

Look for programs with instructors who have significant coaching experience and are recognised in the coaching community. Experienced trainers contribute to the quality of the learning experience.

Our coach trainers aren’t just accredited themselves but being an accredited coach trainer for over 15 years, we’ve trained hundreds of people to become coaches and supported them to achieve their own personal accreditation. Learn more about our team.  

2. Curriculum and Content

Review the curriculum to ensure it covers a comprehensive range of coaching skills, methodologies, and ethical considerations. A well-rounded programme should prepare you for various coaching scenarios.

In our programme, we cover all the usual tools and models to support growth but as we’re a centre for emotional intelligence, our coach training is firmly rooted in developing individuals and strengthening workplaces using the EQ-I 2.0.

3. Practical Experience and Supervision

A good coach training program should include opportunities for practical coaching experience, often with real clients. Additionally, supervision by experienced coaches provides valuable feedback and support. Our programme allows you to learn in your own time and join in with a small cohort for live learning sessions.

Small group supervision sessions are scattered throughout the 30 week programme and our resident Accredited Coach Supervisor is on hand to support your growth as a coach. A massive part of the course is practical. We dedicate class time to peer coaching in triads. One coach, one coachee and an observer. Learning from each other really works.

4. Certification and Accreditation Pathways

If you’re aiming for AC, ICF or EMCC certification, ensure that the programme aligns with the certification requirements and offers specific pathways for certified coach levels. You can read more about the accreditation levels later in this blog.

At Think EQ, our coach training programme is accredited by the Association for Coaching. The coach training hours can be used for application to the ICF and EMCC too though.

While many coach training programmes are accredited with a coaching body (Think EQ offers the Accredited Award in Coach Training as it is accredited by the Association for Coaching), it is important to remember that no training provider will offer coach accreditation as part of your training. If they say this, move away from them quickly.

The path towards individual accreditation (with any professional coaching body) takes many months of evidence gathering, logging of coaching hours and an application process. Of course, many coach training providers, like Think EQ, will offer you support to achieve this.  

5. Flexibility and Accessibility

Consider the format and delivery of the programme. Some programmes offer flexible schedules, online options, or a combination of in-person and virtual learning, allowing you to choose a format that suits your needs.

6. Support and Community

A strong support system and a sense of community among fellow trainees are valuable aspects of a training program. Look for programmes that foster a supportive learning environment and provide ongoing resources.

At Think EQ, we keep our class numbers small so that everyone has a chance to get as much out of it as possible. We have a large, active alumni base and run regular CPD opportunities for our former students, often free or at a reduced price.

7. Cost and Value

Compare the cost of the programme with the value it offers. Consider the overall investment, including any additional fees for materials, supervision (free with Think EQ), or exams, and assess whether it aligns with the quality of the training. You can learn more about what you should expect to pay for professional coach training in the next section.

8. Reviews and Testimonials

Always a good idea! Check out their reputation as a coach trainer. You can do this by checking out social media and review sites. Look for reviews and testimonials from previous participants to get insights into their experiences with the programme.

Positive feedback and success stories can be indicators of a reputable training provider. Don’t forget to check out your membership directories on the AC and ICF websites. Check you’re dealing with a professional!

How much is professional coach training?

This is something that varies greatly, too. You could nip on to Udemy and become a ‘coach’ today for £9.99. Will it give you the knowledge and skills needed to become an effective coach? You can decide.

Lengthier programmes, in-person learning environments and those with adds on such as coach supervision and psychometric tool certification typically cost more.

AC, ICF and ECCM Accredited Coach Training programmes are in high demand and usually cost between £2500 and £15,000.

Who regulates coaching in the UK?

In short, there is no regulatory body for coaching. There are, however, bodies responsible for those who want to operate ethically and competently and adhere to standards of professionalism. These are called accreditation bodies.

In the UK, the 3 most popular bodies for coach accreditation are the Association for Coaching (AC), The International Coaching Federation (ICF), and the European Council for Coaching and Mentoring (ECCM). Which body you choose to apply for accreditation is up to you. There is no right or wrong.  

The AC has produced a helpful comparison guide which allows you to see the minor differences in method and approach.  

The Association for Coaching (AC)

The Association for Coaching UK was first established in the UK back in 2002 and has approximately 7000 members across the globe. It offers 4 levels of accreditation to individuals, based on their experience and training. These are:

• Foundation Coach
• Coach
• Professional Coach
• Master Coach

In addition, training providers can apply to the AC to have their coaching courses accredited at Award, Certificate, Diploma and Advanced Diploma level.

The Association for Coaching offers its members with a range of webinars, podcasts, learning and practical tools to grow and develop its members. As a UK based coaching body, you’re never far away from a local members event either.

At Think EQ, our flagship accredited coach training programme is accredited by the Association for Coaching but is also recognised by the International Coaching Federation when it comes to coach training hours. Those embarking upon coach training with us will receive a free AC foundation membership for one year. Note that this is a membership and not an individual accreditation

The International Coaching Federation (ICF)

The International Coaching Federation (ICF) is the largest body for professional coaching across the world. It has 30,000 members in 135 countries, 3500 in the UK. Like the Association for Coaching, the ICF provides independent accreditation to training providers and individuals and offers the following qualifications:

• Associate Certified Coach
• Professional Certified Coach
• Master Certified Coach

ICF accredited professional coach training programmes are great if you are looking to coach across the world. The brand recognition helps.

The European Mentoring and Coaching Council (EMCC)

EMCC Global exists to develop, promote, and set the expectation of best practice in mentoring, coaching, and supervision globally for the benefit of society. Like the Association for Coaching, The European Mentoring and Coaching Council was established in 2002. It has around 10,000 members across the world mainly, you guess it, spanning Europe. It provides 4 levels of coach credentialling that map to its 4 levels of coach training. These are:

• Foundation
• Practitioner
• Senior Practitioner
• Master Practitioner

Which professional coach training programme is best?

There’s no easy way to answer this because it depends on what you are looking for. We’ve therefore compiled a list of some of the most popular courses and qualifications so you can compare and make an educated choice.

Think EQ (Accredited Award in Coach Training)

Think EQ is one of Scotland’s longest established providers of coaching and professional coach training rooted in emotional intelligence. Our flagship coach training programme is delivered over 30 weeks and provided the 60 hours needed for coach accreditation. This programme is delivered as a blended mix of online self-study modules, small live classes, supervision sessions and observed coaching practice.

The syllabus covers:

Developing a Coaching Mindset: coaching – what it is and what it is not, the coaching mindset, benefits of coaching, the process, contracting, tools and techniques and coaching demos of sessions 1 to 6.

Disciplines in Coaching: Emotional intelligence, solutions-focused coaching, cognitive behaviour coaching, self-reflection as a coach, strengths coaching, the inner coach and challenging your coachee.

Coaching Tools, Models and Approaches: goal setting using models, CIGAR, GROW, OSCAR, your coaching niche, affirmations, sustainability, measuring the impact of coaching.

Developing as a Coach: Self-reflection, coaching ethics and competencies, preparing for coach accreditation , applications and support. We also provide observed coaching and coach supervision with an accredited coach supervisor.

Throughout the course, you will be provided with a wealth of resources: downloadables, scripts, models, logs and templates, course handbook, book reviews and podcast recommendations.

As our accredited coach training has emotional intelligence at its core, each learner will have the opportunity to take their own EQ-i 2.0 assessment and have a 1 hour debrief session with an EQ certified professional coach.

Self-awareness is key to being a great coach and this diagnostic can not only offer you personal insights and recommendations, you get the opportunity to see for yourself how diagnostics can support a coaching conversation.

You can start this programme at any time. At the end of the programme, you will receive the Accredited Award in Coach Training.

If you’re not ready to take a professional coach training programme but your role requires a coaching approach, we also offer a coaching skills course called Curious Conversations where we introduce the concepts of coaching to managers so that they can start to adopt a coaching mindset in the workplace. Add-ons include observed coaching and coach supervision.

Cambridge Management and Leadership School (Certificate in Coaching and Mentoring)

The Certificate in Coaching and Mentoring is an academic course, rooted in theory and provides learners with knowledge on the key topics and themes related to coaching, mentoring, and counselling.

The certificate covers topics like types, techniques and approaches to coaching, the difference between coaching and mentoring, coaching models such as GROW and CLEAR, ethics and professional standards, case studies and self-reflection, intended to improve the learner’s performance or professional development.

This course is delivered entirely online and does not require the learner to practice their coaching skills in order to pass. There is no supervision or observation of the learner’s coaching practice or ability to deliver a coaching session. It takes 12 hours to complete the course. The programme is not endorsed by a recognised coach accreditation body.

Henley Business School (Professional Certificate in Executive Coaching)

The Professional Certificate in Executive Coaching is triple accredited by the International Coaching Federation, the European Mentoring and Coaching Council and the Association for Coaching. This means that successful completion of the programme satisfies several of the requirements for the three main coaching accreditation bodies to achieve individual coach accreditation.

Learners on the Henley Business School course can opt to complete this programme live (in class) or online. The Professional Certificate in Executive Coaching runs over a total of nine months part-time and the syllabus includes:

Self- Awareness as a Coach: what coaching is, your personal coaching style, introduction to behavioural psychology

Coaching Tools and Models: psychological models, coaching approaches, tools and techniques

Integration – ethics and reflective practice

Afterwards, learners need to take part in supervision, coach mentoring and complete 20 hours of their own coaching. A 2,500 word essay along with a 30 minute recorded coaching session are required to pass.

This institution offers interesting follow on courses in Board and Systemic Coaching, as well as Coaching in Behavioural Change.

Henley Business School’s coaching programme starts at around £6500.

The Institute of Learning and Management (ILM) Level 3, 5 or 7 in Coaching and Mentoring

The Institute for Leadership and Management (ILM) is another body that offers coaching and mentoring training. ILM is recognised throughout UK. It trains around 70,000 managers and leaders every year. It is often the ‘go to’ for public sector organisations.

The ILM is partnered principally with the European Council for Coaching and Mentoring (ECCM). They offer Coaching and Mentoring courses at Levels 2, 5 and 7. Normally, these are delivered through independent training providers, colleges, and universities.

The ILM describe their Level 5 as ‘an excellent foundation for a career in development or as an independent coach and mentor’. It is roughly the same level as first or second year of an undergraduate degree course.

The fundamentals of coaching are covered in the syllabus. Topics covered include coaching principles, methods, tools, and techniques, coaching models. The course covers how to use coaching in the workplace to improve cultures. This course is geared towards those in a management role who have responsibilities for developing others.

ILM Level 7 is geared towards internal people managers or external professionals who have started their coaching practice and want to develop a high level of expertise.

Typically, Level 7 would be required for executive/senior level coaching. As an indicator, Level 7 is roughly equivalent to 1st level of ICF accreditation and AC Foundation Coach. Certification is awarded once all 3 mandatory assignments are completed and 20 hours of coaching have been logged.

So, is professional coach training worth it?

Professional Coach Training is a statement that tells buyers that you have undergone an accredited training programme. It proves that you have acquired the knowledge and skills to support the client to work towards achieving those goals.

By embarking upon professional coach training, you will get the confidence too that your approach is tried and tested. Supplementing your coach training with individual coach accreditation shows that you are invested in your line of work.

Many professional coach training providers will help you get you started on you journey towards becoming a coach. Your learning shouldn’t stop once you’ve achieved your certification however. The best coaches will continue to develop with continuous professional development and with the support from a Coach Supervisor.  

The post How to Choose the Best Professional Coach Training Programme appeared first on ThinkEQ.

In days gone by, the secret to success in life was to have a steady job that offered nothing more than consistency of work and reliability of income. There were few discussions, if any, about career ambitions, personal strengths and weaknesses and enjoyment.

Workplaces of 2023 look almost nothing like the workplaces of the 1960s now. Aside from the obvious differences in the way jobs are performed, with technology being arguably the biggest change, almost everything is different. A YouGov survey recently stated that only 6% of the UK workforce now works a 9-5 pattern now, with nearly 50% of people working flexibly with an arrangement in place to job share, work a reduced week on compressed hours, term time, part time or hybrid. The shifting work patterns allow employees to juggle other commitments. In recent years, more men have been normalising flexible working, requesting similar patters with working from home the favoured option.

With the changes to the working day and the focus on a restorative life balance outside of the workplace, people are now starting to consider what they actually want from a career.

The global pandemic brought about a wholesale shift in attitudes to work and the pursuit of meaning and fulfilment. As around 600,000 left the UK workforce, it is reported that 28% of people changed their career paths entirely, moving sectors and industries to fulfil long-held ambitions and a better quality of life.

And so, starting again, these workplace movers find themselves starting their careers again and by definition, are ‘early careers’.

Shifting gear and moving careers at any stage is daunting, whether you’re a graduate or have decades of experience. It is common to see a dip in confidence, an increase in imposter syndrome and general second-guessing of one’s own choices. Grounding yourself and remembering all the reasons that you are changing careers is helpful in these situations.

If you’re thinking of a career change at any point in your life, here are some things you might want to consider:

• What are your interests?
• What gives you most satisfaction in a job?
• What do you enjoy/not enjoy?
• What are your realised strengths, unrealised strengths, learned behaviours and weaknesses?
• What are your areas of emotional strength?
• What experience and/or qualifications do you need to get you there?
• What are your transferable skills?
• What other considerations do you need to factor in before a career change?
• How important is flexibility? How money-driven are you?
• What are your short and longer term goals?

Taking the time to refocus and reframe what fulfilment means to you will help you to carve out a new career path. Hopefully an exciting one!

The post The Pursuit of Happiness: Redefining the term ‘Early Career’. appeared first on ThinkEQ.

There are many self-help books and podcasts available on the market to help you deal with stress, but a really simple tool I use often with clients is the Circle of Control and Influence in Stephen Covey’s book, The 7 Habits of Highly Effective People.

Covey identifies two different types of people. Proactive people are those who really focus on what they can do and what they can influence. Reactive people are the opposite – they are the people who focus all of their energy on the things they simply cannot control.

Those people have an attitude of blame and are ‘victims’. Proactive people are able to make decisions, have more energy and generally live happier and more fulfilling lives. Because they dwell on things they cannot control, Reactive people are at risk of being negative and critical in nature – often missing out on much greater opportunities.

How do you know if you are proactive or reactive?

Let’s look at the circle of control and influence.

​Write down all the things you’re concerned about and filter down to the things you can influence and those you can control. If you truly understand what is in your control, you are a proactive person. If not, tighten your personal circle and identify the ‘micro’ concerns that you can control.

The key purpose of this circle is to focus your thinking on what it is that you’re concerned about, how much of it you can influence and how much you can actually control. We can then start to shift the mindset of worrying about things and taking action to deal with them.

Let’s take Brexit as a recent and relevant ‘macro’ example. Regardless of your feelings about it, it does spark a bit concern for everyone because of the uncertainties and implications, political, societal and economic.

People who voted to remain are concerned that their living standards and business prospects will be impacted. Those who voted to leave have concerns about the democracy of the decision and that the result of their vote will be delivered.

Regardless of the way you voted, it’s a concern at the moment. Is it something that is in your direct control? Not really. That’s in the hand of governments and policy makers. Is it something we can influence? To a point it is. We can lobby our MPs and put our case forward but ultimately the decision was made when the UK voted.

What can we control about Brexit? Well, we can control our response to it and prepare our businesses and lives for the adjustment.
​
It largely comes down to understanding what is in your gift to control, what you are able to seek support with and what you are in direct control of.

Are you in control of the environmental impacts of climate change? Probably not. Are you able to influence this? Absolutely! You can make changes to the way you live your life, putting you in control of making decisions that will benefit the environment.

You’re worried about going to work because your boss is a bully. You can’t control them, but you can control how you approach the situation. You can confront the situation, you can take action to address their behaviour, you can move to a new role in a new company or you can pursue that long held ambition of doing your own thing.

Focus on your behaviour.

Many of my ‘go to’ strategies are ‘cognitive behaviour’ in that they require a degree of self-awareness and ability to objectively consider what is a controllable concern and what isn’t.

Find healthy stress relievers. Obviously, most of us like a drink if we have had a tough week or some rubbish news from a client but release that stress by doing meditation, yoga, reading or something that takes the negative energy away from your body for a while and rests your mind. Healthy, positive mantras are a great start.

Instead of worrying, think of a positively way to position the concern. Instead of “I hope it doesn’t rain on Saturday” change your approach to “If it is raining on Saturday, I will take an umbrella and deal with it”. Allow yourself to be open to the worse case scenario but just plan for dealing with it constructively.

Develop positive affirmations. You might be really disorganised but an amazing people person. Bring out the people person and keep reminding yourself of what you’re great at.

Unfortunately, the need to accept the unpredictability of life, and of other people is an inevitability and necessary. Life is messy and disorganised. Like my column says, you can organise the best party in town but unfortunately you can’t make people have fun so just find a way of dancing to your own tune.

The post Influence and Control – Using the Covey Circle of Control appeared first on ThinkEQ.