Services

Life Coaching

When you commit to really bringing the best of yourself as you serve others in this amazing life, you recognize that nobody can do it alone. It takes placing the right people in your corner to impact the world in meaningful ways.

Working with a life coach empowers you to firmly hone your vision and create action plans that  align with your long-term goals. Life coaching is a both a partnership and a process. It is through this partnership that clarity emerges as your coach brings perspective to your blind spots and through the process that you begin to recognize patterns that may be hindering you and create new patterns that will sustain you after coaching has completed.

1:1 Coaching

Clients working with enLiven Wellness Life Coaching, notice  that the process is focused on creating solutions. Going back to my days as a school psychologist, I have learned that our time is most effectively applied examining past accomplishments and deducing future successes than scrutinizing failures. As Tony Robbins says, "What you focus on is what you get." 

Philosophically, I believe that we all ultimately know what is in our best interest, and when we clear  away the clutter, in all of our systems, physical, mental, emotional, spiritual, we become more attuned to that understanding. My clients take a look at their lives from a whole-person perspective.  We identify your vision for life (from the here and now) and then establish some high impact, low effort areas to target. Nothing creates success like success, so starting with the little things that are closest to your norm sets the stage for success. Ultimately, it is you that determines the gait of your steps, but I will push you to take the biggest step that you are confident in achieving.

It is my goal to help you to a point of self-sustenance toward your goals as quickly as possible. You always determine when you are ready to move forward without support. I never require a certain numbers of sessions or a prescribed frequency. If you feel like you would like to try out a habit for a few weeks, you are welcome to do so and are invited to return at any time. I also offer step-down text coaching as you find necessary.

My clients tend to see themselves as servant leaders, and as such, they understand the importance of keeping their mind, body, and spirit attuned to best live in service to others. They know that through selfless deeds, they contribute love, peace, and positivity to family, community, and the world.

 

Check out my most frequently asked questions and get in touch.

 

Strategy Conversation

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$0

30 minute phone conversation assessing your current vision, motivation and supports to create a plan for moving forward using your unique skills and resources. This truly at no cost to you without any obligation for further coaching, though this session is reserved for individuals who are serious about making important life changes.

Development Session

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$127

45-60 minute structured conversation focused on weekly goals and long-term vision. Solution focused sessions are centered around client priorities, building upon previous action oriented plans. Each conversation concludes discussing next steps and scheduling future conversations as needed. There is never any obligation for how frequently we meet.

Growth Membership

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$711

Month-by-month membership with up to 2 weekly sessions (8/mo) with daily texting support. Solution focused conversations are centered around client priorities, building upon previous action oriented plans.This plan is for highly motivated individuals with ambitious goals. This is the plan for you if you are hoping to jumpstart your goals. Switch to single sessions at completion of any plan.

Group Coaching

Group coaching offers an opportunity to come together with like minded people to collaborate and support each other in personal growth. Sessions are facilitated by your life coach and focused on using the wisdom and accountability of the group to attain success. Individuals are welcome to match up with accountability partners to amplify each others growth between group meetings.

Groups can be open, meaning that members come and go as they achieve their outcomes, or closed with the same members present from start to finish. Typically, closed groups meet for a specified number of sessions, while open group members transition out when they are ready. Each structure has its benefits and drawbacks. In both instances, the power comes from the process and group support framework. Additionally, group coaching typically requires a reduced financial investment, so it could be a good option for those who aspire to more but currently find themselves on a tighter budget, but is not necessarily the reason one would choose group coaching over individual coaching.

 

Check out my most frequently asked questions and get in touch.

Group Coaching

Groups are currently forming. If you would like to join a group, sign up below and I will contact you with options. We can also create a group around the needs of your colleagues or friends. All you need is a minimum of four to initiate a group session. Sessions are $40/ member.

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Team Coaching

Though in appearance team coaching and group coaching may look similar, team coaching is focused on the team process and individual functioning within the team rather than on the individual's independent goals.

In the team scenario, the group clarifies goals, brainstorms solutions, identifies and works around potential barriers, define member roles and individual goals. 

 

Check out my most frequently asked questions and get in touch.

Team Coaching

Bring vision, focus, and structure to your team.  Sign up below for a free consultation and to take the first steps to a smoother running team. Sessions begin at $499/ team for 3-12 members.

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Coaching FAQs

ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential, which is particularly important in today’s uncertain and complex environment. Coaches honor the client as the expert in his or her life and work and believe every client is creative, resourceful and whole. Standing on this foundation, the coach's responsibility is to:

  • Discover, clarify, and align with what the client wants to achieve
  • Encourage client self-discovery
  • Elicit client-generated solutions and strategies
  • Hold the client responsible and accountable

This process helps clients dramatically improve their outlook on work and life, while improving their leadership skills and unlocking their potential.

To determine whether you or your company could benefit from coaching, start by summarizing what you would expect to accomplish in coaching. When an individual or business has a fairly clear idea of the desired outcome, a coaching partnership can be a useful tool for developing a strategy for how to achieve that outcome with greater ease.

Since coaching is a partnership, ask yourself whether collaboration, other viewpoints, and new perspectives are valued. Also, ask yourself whether you or your business is ready to devote the time and the energy to making real changes. If the answer is yes, then coaching may be a beneficial way to grow and develop.

Professional coaching focuses on setting goals, creating outcomes and managing personal change. Sometimes it’s helpful to understand coaching by distinguishing it from other personal or organizational support professions.

  • Therapy: Therapy deals with healing pain, dysfunction and conflict within an individual or in relationships. The focus is often on resolving difficulties arising from the past that hamper an individual's emotional functioning in the present, improving overall psychological functioning, and dealing with the present in more emotionally healthy ways. Coaching, on the other hand, supports personal and professional growth based on self-initiated change in pursuit of specific actionable outcomes. These outcomes are linked to personal or professional success. Coaching is future focused. While positive feelings/emotions may be a natural outcome of coaching, the primary focus is on creating actionable strategies for achieving specific goals in one's work or personal life. The emphases in a coaching relationship are on action, accountability, and follow through.
  • Consulting: Individuals or organizations retain consultants for their expertise. While consulting approaches vary widely, the assumption is the consultant will diagnose problems and prescribe and, sometimes, implement solutions. With coaching, the assumption is that individuals or teams are capable of generating their own solutions, with the coach supplying supportive, discovery-based approaches and frameworks.
  • Mentoring: A mentor is an expert who provides wisdom and guidance based on his or her own experience. Mentoring may include advising, counseling and coaching. The coaching process does not include advising or counseling, and focuses instead on individuals or groups setting and reaching their own objectives. 
  • Training: Training programs are based on objectives set out by the trainer or instructor. Though objectives are clarified in the coaching process, they are set by the individual or team being coached, with guidance provided by the coach. Training also assumes a linear learning path that coincides with an established curriculum. Coaching is less linear without a set curriculum.
  • Athletic Development: Though sports metaphors are often used, professional coaching is different from sports coaching. The athletic coach is often seen as an expert who guides and directs the behavior of individuals or teams based on his or her greater experience and knowledge. Professional coaches possess these qualities, but their experience and knowledge of the individual or team determines the direction. Additionally, professional coaching, unlike athletic development, does not focus on behaviors that are being executed poorly or incorrectly. Instead, the focus is on identifying opportunity for development based on individual strengths and capabilities.

An individual or team might choose to work with a coach for many reasons, including but not limited to the following:

  • Something urgent, compelling or exciting is at stake (a challenge, stretch goal or opportunity) 
  • A gap exists in knowledge, skills, confidence or resources
  • A desire to accelerate results
  • A lack of clarity with choices to be made
  • Success has started to become problematic
  • Work and life are out of balance, creating unwanted consequences
  • Core strengths need to be identified, along with how best to leverage them

Coaching typically begins with a personal interview (either face-to-face or by teleconference call) to assess the individual's or business’ current opportunities and challenges, define the scope of the relationship, identify priorities for action and establish specific desired outcomes. Subsequent coaching sessions may be conducted in person or over the telephone, with each session lasting a previously established length of time. Between scheduled coaching sessions, the individual may be asked to complete specific actions that support the achievement of one's personally prioritized goals. The coach may provide additional resources in the form of relevant articles, checklists, assessments or models to support the individual's or business’ thinking and actions. The duration of the coaching relationship varies depending on needs and preferences.

  • Assessments: A variety of assessments are available to support the coaching process, depending upon the needs and circumstances of the individual or business. Assessments provide objective information that can enhance self-awareness, as well as awareness of others and their circumstances; provide a benchmark for creating coaching goals and actionable strategies; and offer a method for evaluating progress.
  • Concepts, models and principles: A variety of concepts, models and principles drawn from the behavioral sciences, management literature, spiritual traditions and/or the arts and humanities may be incorporated into the coaching conversation to increase self-awareness and awareness of others, foster shifts in perspective, promote fresh insights, provide new frameworks for looking at opportunities and challenges, and energize and inspire forward actions.
  • Appreciative approach: Coaching incorporates an appreciative approach, grounded in what's right, what's working, what's wanted and what's needed to get there. Using an appreciative approach, the coach models constructive communication skills and methods to enhance personal communication effectiveness. He or she incorporates discovery-based inquiry, proactive (as opposed to reactive) ways of managing personal opportunities and challenges, constructive framing of observations and feedback to elicit the most positive responses from others, and visions of success as contrasted with focusing on problems. The appreciative approach is simple to understand and employ, and its reach can be profound, opening up new possibilities and spurring action.

The length of a coaching partnership varies depending on the individual's or team's needs and preferences. For certain types of focused coaching, three to six months of working may work. For other types of coaching, people may find it beneficial to work with a coach for a longer period. Factors that may impact the length of time include: the types of goals, the ways individuals or teams prefer to work, the frequency of coaching meetings and financial resources available to support coaching.

Overall, be prepared to design the coaching partnership with the coach. For example, think of a strong partnership that you currently have in your work or life. Look at how you built that relationship and what is important to you about partnership. You will want to build those same things into a coaching relationship. Here are a few other tips:

  • Look for stylistic similarities and differences between the coach and you and how these might support your growth as an individual or the growth of your team.
  • Discuss your goals for coaching within the context of the coach's specialty or the coach's preferred way of working with an individual or team.
  • Talk with the coach about what to do if you ever feel things are not going well; make some agreements up front on how to handle questions or problems.
  • Remember that coaching is a partnership, so be assertive about talking with the coach about any concerns.

The coach:

  • Provides objective assessment and observations that foster the individual's or team’s self-awareness and awareness of others
  • Listens closely to fully understand the individual's or team's circumstances 
  • Acts as a sounding board in exploring possibilities and implementing thoughtful planning and decision making
  • Champions opportunities and potential, encouraging stretch and challenge commensurate with personal strengths and aspirations
  • Fosters shifts in thinking that reveal fresh perspectives 
  • Challenges blind spots to illuminate new possibilities and support the creation of alternative scenarios
  • Maintains professional boundaries in the coaching relationship, including confidentiality, and adheres to the coaching profession's code of ethics

The individual:

  • Creates the coaching agenda based on personally meaningful coaching goals 
  • Uses assessment and observations to enhance self-awareness and awareness of others
  • Envisions personal and/or organizational success 
  • Assumes full responsibility for personal decisions and actions 
  • Utilizes the coaching process to promote possibility thinking and fresh perspectives 
  • Takes courageous action in alignment with personal goals and aspirations 
  • Engages big-picture thinking and problem-solving skills 
  • Takes the tools, concepts, models and principles provided by the coach and engages in effective forward actions

To be successful, coaching asks certain things, all of which begin with intention. Additionally, clients should:

  • Focus on one's self, the tough questions, the hard truths and one's success.
  • Observe the behaviors and communications of others.
  • Listen to one's intuition, assumptions, judgments, and to the way one sounds when one speaks.
  • Challenge existing attitudes, beliefs and behaviors and develop new ones that serve one's goals in a superior way.
  • Leverage personal strengths and overcome limitations to develop a winning style.
  • Take decisive actions, however uncomfortable and in spite of personal insecurities, to reach for the extraordinary.
  • Show compassion for one's self while learning new behaviors and experiencing setbacks, and to show that compassion for others as they do the same.
  • Commit to not take one's self so seriously, using humor to lighten and brighten any situation.
  • Maintain composure in the face of disappointment and unmet expectations, avoiding emotional reactivity.
  • Have the courage to reach for more than before while engaging in continual self examination without fear.

Measurement may be thought of in two distinct ways: external indicators of performance and internal indicators of success. Ideally, both are incorporated.

Examples of external measures include achievement of coaching goals established at the outset of the coaching relationship, increased income/revenue, obtaining a promotion, performance feedback that is obtained from a sample of the individual's constituents (e.g., direct reports, colleagues, customers, boss, the manager him/herself), personal and/or business performance data (e.g., productivity, efficiency measures). The external measures selected should be things the individual is already measuring and has some ability to directly influence.

Examples of internal measures include self-scoring/self-validating assessments that can be administered initially and at regular intervals in the coaching process, changes in the individual's self-awareness and awareness of others, shifts in thinking that create more effective actions, and shifts in one's emotional state that inspire confidence.

Measurement may be thought of in two distinct ways: external indicators of performance and internal indicators of success. Ideally, both are incorporated.

Examples of external measures include achievement of coaching goals established at the outset of the coaching relationship, increased income/revenue, obtaining a promotion, performance feedback that is obtained from a sample of the individual's constituents (e.g., direct reports, colleagues, customers, boss, the manager him/herself), personal and/or business performance data (e.g., productivity, efficiency measures). The external measures selected should be things the individual is already measuring and has some ability to directly influence.

Examples of internal measures include self-scoring/self-validating assessments that can be administered initially and at regular intervals in the coaching process, changes in the individual's self-awareness and awareness of others, shifts in thinking that create more effective actions, and shifts in one's emotional state that inspire confidence.

Contact me here with further questions.

Workshops

enLiven Wellness Life Coaching delivers personal develoment classes and workshops ranging from one hour classes to multi-day seminars.

Currently, no workshops are scheduled. Subscribe to the enLiven Wellness Life Coaching newsletter to learn about new offerings as they become available.

Speaking

Looking to energize and enlighten a room full at your next event? Potential topics include empowerment, living in service, prioritizing self-nurturing to have the best self from which to give, and achieving vision-aligned goals.

Let’s connect and decide on the right topic for your audience.

 

    419/665 1548  •  Todd@enLivenWellnessCoaching.com

 enVision. engage. enLīven.

Mindfulness • Overcoming Limits • Living on Purpose

Well-Being Life Coaching for Mind, Body, and Spirit

Toledo, OH and Surrounding Communities • Worldwide