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Go with the flow: the power of micro actions in between coaching sessions

It takes time, patience, and consistent effort to achieve the results you want.

This is where micro actions come in.

“There are no shortcuts in marathoning, so anyone who is a marathoner has worked hard.”

Welcome to the world of coaching, where small steps can lead to big transformations.

Perhaps you have run a marathon or you know someone who did; even when you are a good recreational runner putting 10k runs each weekend, it takes months of training and week by week extending the running distance.

I remember my first marathon in Stockholm; although I was an avid mountain biker at the time, I started my training with 3km and my legs died. But 4 months later I finished in just over 4 hours.

Well, the same can be said for personal growth and change. It takes time, patience, and consistent effort to achieve the results you want. This is where micro actions come in.

Discover the Power of Micro Actions in Coaching Sessions

Micro actions are small, manageable steps that can be taken to reach a larger goal. In the context of coaching sessions, they serve as the building blocks of progress. By focusing on these small actions, clients are able to take control of their personal and professional lives, one step at a time.

So, why are micro actions important during coaching sessions?

First and foremost, they help clients to feel a sense of accomplishment. Accomplishing small tasks provides a sense of momentum and motivation to keep going.

Additionally, by breaking down larger goals into smaller, more manageable pieces, clients are able to see their progress more clearly. This helps to build confidence and reduce feelings of overwhelm.

And finally, micro actions are a way for clients to take responsibility for their own progress. By taking small, actionable steps, they are actively participating in their own growth and transformation.

So, the next time you’re in a coaching session, remember the power of micro actions. By focusing on small steps, you can achieve big results.

How Micro Actions and Flow Theory Enhance Executive Coaching and Leadership Development

Micro actions also align with the concept of flow theory. Flow is a state of mind where one is completely absorbed in an activity, to the point of losing track of time. When we engage in activities that challenge us, but not too much so, we experience flow.

By breaking down larger goals into smaller, manageable micro actions, clients are able to experience flow in their personal and professional lives. They are able to focus on the present moment and their immediate task, without feeling overwhelmed.

And when we are in flow, we are more productive and experience higher levels of satisfaction. By incorporating micro actions into coaching sessions, clients can tap into the power of flow and experience positive changes in their professional and personal lives.

So, in conclusion, micro actions are a crucial tool in coaching sessions, not only because they help clients to feel a sense of accomplishment and build confidence, but also because they enable clients to experience flow. Small steps lead to big transformations.

The principles of micro actions and flow theory also apply to executive coaching and leadership development.

Leaders are constantly facing new challenges and seeking ways to improve their skills. By focusing on micro actions, they can build the necessary skills and competencies to succeed in their roles and subsequently let their teams and organisations perform better and be more satisfied.

Experience the Flow: A Summary of the Flow Concept in Psychology

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The flow concept is a psychological theory that describes a state of mind where one is completely absorbed in an activity, experiencing a sense of enjoyment and productivity. In a state of flow, one’s sense of time is altered, and they are able to focus completely on the task at hand without being distracted by external factors.

Flow occurs when an individual is engaged in an activity that is challenging, yet not too difficult, allowing them to fully immerse themselves in the task. This state of flow is characterized by a high level of concentration, a loss of self-consciousness, and a sense of control over the activity.

The concept of flow has been widely studied in the field of psychology, and has been found to have a positive impact on well-being, creativity, and productivity. By incorporating flow-inducing activities into one’s life, individuals can experience increased happiness and fulfillment, and can achieve their goals more effectively.

In executive coaching, micro actions can help leaders to set and achieve smaller, incremental goals on their path to bigger aspirations. They can experiment with new behaviors and strategies, make adjustments, and receive feedback along the way. This allows them to continuously improve and grow as leaders.

Leadership development is a lifelong journey, and micro actions provide a structure for progress. By focusing on small, manageable steps, leaders can develop the skills and competencies they need to be effective in their roles.

So, whether you are a new leader seeking to develop your skills, or an experienced executive looking to take your leadership to the next level, incorporating micro actions into your coaching and development plan can help you achieve your goals.

By focusing on small, achievable steps, you can experience the flow of continuous improvement and growth.

How I apply flow and micro actions in my coaching programs

For both the client and sponsor, as well as for me, I find tracking progress essential. With the support of the end-to-end coaching program support platform PROGREZR, my clients can document their actions after each coaching session.

We keep track of completion, but also obstacles, which we address during our coaching sessions. This is how we keep a good eye on the flow and adjust where needed.

Periodically, the client will do a simple but effective self-assessment, which is based on the four stages of competence:

  1. Unconscious incompetence
    The individual does not understand or know how to do something and does not necessarily recognize the deficit. They may deny the usefulness of the skill. The individual must recognize their own incompetence, and the value of the new skill, before moving on to the next stage.
  2. Conscious incompetence
    Though the individual does not understand or know how to do something, they recognize the deficit, as well as the value of a new skill in addressing the deficit. The making of mistakes can be integral to the learning process at this stage.
  3. Conscious competence
    The individual understands or knows how to do something. However, demonstrating the skill or knowledge requires concentration. It may be broken down into steps, and there is heavy conscious involvement in executing the new skill.
  4. Unconscious competence
    The individual has had so much practice with a skill that it has become “second nature” and can be performed easily. As a result, the skill can be performed while executing another task. The individual may be able to teach it to others, depending upon how and when it was learned.
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