In this blog post, we are going to see some of the Best Coaching and Personal Development PowerPoint Templates that provide users with a broad range of PowerPoint template design layouts that can be used to support various coaching models and approaches. Before checking the templates, let’s analyze what is coaching and personal development.
What is Coaching?
Coaching is a process that involves supporting an individual or team to help them reach their full potential. There are many different coaching models, but all share some common features. Typically, coaching will involve setting goals, providing feedback, and offering guidance and advice. The coach will also often act as a sounding board, helping the individual or team to reflect on their progress and identify areas for improvement. In order to be effective, coaching must be tailored to the specific needs of the individual or team. As such, it is important to select a coach who has the relevant knowledge and experience. With the right support, coaching can be an incredibly powerful tool for achieving success.
What are the Popular Coaching Models?
There are many different coaching models that have been developed over the years. Some of the most popular include the GROW model, the TGROW model, the OSKAR model, and the KISS model. Each of these models has its own strengths and weaknesses, and it is essential to choose the suitable model for the specific situation.
- The GROW model is a very popular choice for business coaching, as it helps to set goals, identify obstacles, and develop strategies for overcoming them.
- The TGROW model is another popular choice, as it helps to focus on specific tasks and provides a structure for goal setting and progress tracking.
- The OSKAR model is a newer model that combines elements of both the GROW and TGROW models and is a good choice for coaches who want to provide a more customized experience.
- Finally, the KISS model is a simple yet effective coaching methodology that focuses on keeping things simple and focused.
Some Other Caching Models include:
- Solution-Focused Coaching Model
- AOR Coaching Model
- FUEL Coaching model
- WOOP Coaching Model
What is Personal Development?
Personal development can be defined as the process of improving oneself, both physically and mentally. It encompasses activities such as setting goals, taking actions to achieve those goals, and reflecting on the results. Personal development can also involve developing new skills or habits, such as developing a healthier lifestyle or learning a new language. The benefits of personal development are vast and include improved self-esteem, increased happiness, and greater success in both personal and professional endeavors. By embarking on a journey of personal development, individuals can make positive changes in their lives that lead to a more fulfilling and successful existence.
Best Coaching and Personal Development PowerPoint Templates
As anyone who has ever given a presentation knows, PowerPoint can be a powerful tool for communicating information. However, creating an effective PowerPoint presentation can be a challenge, especially if you’re working with complex topics or trying to engage a large audience. Fortunately, there are now a number of different coaching and personal development PowerPoint templates available that can help you get the most out of your presentations. These templates provide a wide range of features that can make it easier to create visually appealing and engaging presentations. For example, many of these templates come with built-in charts and graphs, which can help you illustrate complex concepts in a more concise and understandable way. In addition, many of these templates also include pre-designed slide layouts, which can save you time when setting up your presentation. With so many different features available, coaching and personal development PowerPoint templates can help you take your presentations to the next level.
The GROW coaching model is a framework that can be used to help individuals achieve their goals. It is based on the premise that every goal has four key components:
- Will/Way Forward
To help someone achieve their goal, a coach must first help them establish what their goal is. Once the goal is established, the coach then helps the individual understand what their current reality is. This includes understanding what resources and constraints they have. Once the individual has a clear understanding of their goal and reality, the coach then helps them explore different options for achieving their goal. Finally, the coach helps the individual establish a plan for moving forward. The GROW coaching model is a simple yet effective approach to helping individuals achieve their goals. Download this modern premium template to illustrate the GROW coaching model.
The CLEAR coaching model is a process that can be used by coaches to help their clients achieve their goals. It is based on the premise that all individuals have the ability to reach their full potential and that the role of the coach is to help them identify and achieve their goals. The model consists of five steps:
Contracting is the process of establishing a relationship with the client and setting clear expectations. This step is vital in order to ensure that both the coach and client are committed to the coaching process. Listening is the second step, and it involves active listening in order to understand the client’s needs. In the exploring step, the coach helps the client identify their goals and objectives. The fourth step, action, involves developing a plan of action to help the client achieve their goals. Finally, the review is the process of assessing progress and making adjustments as necessary. The CLEAR coaching model PPT template designs are an effective way to help individuals reach their full potential.
The STEPPA Coaching Model PPT Template is a professional yet flexible tool that can be used by coaches to help their clients achieve their goals. The model is based on the idea that emotions play a key role in how we perceive and respond to situations and that by managing our emotions, we can better achieve our goals. The STEPPA model includes seven steps:
- Target Identification
Each step is designed to help coaches and clients identify the emotions that are holding them back, develop a plan for moving forward, and take action towards their goals. With its focus on helping people manage their emotions and take action towards their goals, the STEPPA Coaching Model is an effective tool for any coach who wants to help their clients achieve success.
The OSCAR Coaching Model is a super clean PowerPoint Template you can download instantly. Karen Whittleworth and Andrew Gilbert developed the framework in 2002 for use in coaching sessions. The model is based on the premise that all coaching conversations should have a clear outcome and that this outcome should be informed by the current situation. From there, the coach and client work together to identify choices and actions that can help to achieve the desired outcome. Finally, the coach reviews the progress made towards the goal and makes any necessary adjustments. The OSCAR Coaching Model PPT Template is a valuable tool for coaches and personality development trainers looking to help their clients achieve success. This presentation template design slides are fully editable and come with thousands of vector icons and colorful infographics.
The ACHIEVE Coaching Model is a 7-step process that helps individuals and organizations assess their current situation, set goals, generate options, and create a valid action plan. The model was developed by The Coaching Centre in 2003 and has been used by hundreds of coaches worldwide. The ACHIEVE Model is based on the premise that coaching is a partnership between the coach and client and that the coach’s role is to facilitate the client’s process of self-discovery and change. The steps of the ACHIEVE Model are:
- Assess the current situation
- Creative brainstorming
- Hone goals
- Initiate option generation
- Evaluate options
- Valid Action Programme Design
- Encourage momentum
Each step of the model is designed to help the client move forward in their journey towards personal or organizational goals. The ACHIEVE Coaching Model is an effective tool for any coach who wants to help their clients achieve lasting change.
The POSITIVE Coaching Model is one of the best coaching and personality development PowerPoint templates on SlideSalad. It is a framework that can be used by coaches to help their athletes set and achieve goals. The model is based on the GROW model, ARROW model, and ACHIEVE model. The acronym POSITIVE stands for purpose, observations, strategy, SMART goals, insight, team, initiate, value, and encourage. The purpose of the POSITIVE Coaching Model is to help athletes develop a positive mindset and to foster a love for the sport. The model can be used with individuals or teams. It is important for coaches to provide support and guidance throughout the process. The POSITIVE Coaching Model provides a structure for coaches to follow in order to help their athletes be successful.
The CIGAR Coaching Model was developed by Suzy Green and Anthony Grant in 2003. It is similar to the GROW coaching model. The CIGAR is an acronym that stands for Current Reality, Ideal Reality, Gaps, Action, and Review. The concept of this model is to identify your current situation and then where you want to be in the future by analyzing the gaps and all obstacles that are preventing you from getting to where you want to be, take action to overcome the gaps, then review your action to see how it went and adjust your strategy from there.
The WOOP Coaching Model was developed by the German Psychologist Dr. Gabriele Oettingen and published in her book: “Rethinking Positive Thinking” in 2014. This model helps people turn their wishful thinking into reality. The WOOP is an acronym that stands for Wish, Outcome, Obstacle, and Plan.
“WOOP is a science-based mental strategy that people can use to find and fulfill their wishes, set preferences, and change their habits.”.
The FUEL Coaching Model was developed by John Zenger and Kathleen Stinnet and published in their book “The Extraordinary Coach: How the Best Leaders Help Others Grow” in 2010. The FUEL coaching framework is designed to achieve behavioral change, and outcomes, challenge assumptions, and strengthen the relationship between coach and coachee. The FUEL is an acronym that stands for: Frame the Conversation, Understand the Current State, Explore the Desired State, and Lay Out a successful plan.
Cognitive Behavioral Coaching (CBC) is a new model of coaching that is gaining popularity because it is an evidence-based approach that has been shown to be effective in helping people make positive changes in their lives. CBC is derived from two techniques: Cognitive Behavioral Therapy (CBT), which was developed by psychiatrist and professor Aaron Temkin Beck, and Rational Emotive Behavioral Therapy (REBT), which was developed by Albert Ellis. CBC combines the best of both approaches and helps clients to change their thinking patterns and behaviors in order to achieve their goals. CBC has been shown to be effective in treating a variety of issues, including depression, anxiety, substance abuse, eating disorders, and relationship problems. The template is loaded with unlimited theme colors, vector objects and icons, free fonts, and more. This PPT theme also comes in two display resolutions of 4:3 and 16:9.
The Wheel of Life is a tool that can be used to help you maintain balance in your life and create happiness and success. The most common categories are:
- Business & Career
- Family & Friends
- Personal Development
- Fun & Recreation
- Contribution to Society
The idea behind the Wheel of Life is that if one area of your life is out of balance, it can have a negative impact on other areas. For example, if you are working too much and not spending enough time with your family, you may start to feel stressed and unhappy. Similarly, if you are not taking care of your health, it can lead to physical and mental problems. By keeping all areas of your life in balance, you can create a more fulfilled and successful life. Download this best fully customizable PowerPoint template today!
NLP, or Neuro-Linguistic Programming, is an approach to communication and personal development that explores the relationship between thoughts, language, and patterns of behavior. One of the key concepts in NLP is perceptual positions. Perceptual positions refer to the ways in which we can view any given situation – from our own perspective (the first position), from the perspective of another person (the second position), or from an external, objective standpoint (the third position). By understanding and utilizing all three positions, we can develop greater flexibility in our thinking and become more effective communicators. In addition, by taking on different perceptual positions, we can gain new insights into ourselves and others and learn to see the world in a more holistic way.
The Boud Reflection Model was created by David Boud, Rosemary Keogh, and David Walker in 1985. It is a model that can be used by educators to help structure and encourage student reflection. The model consists of three main elements: Description, Interpretation, and Evaluation. Description encourages students to describe their experiences in detail. Interpretation asks students to reflect on the meaning of their experience. Evaluation encourages students to consider the effectiveness of their experience and identify areas for improvement. The Boud Reflection Model is useful for helping students reflect critically on their own learning. Download this best infographics PowerPoint template from SlideSalad and get started today.
The Atkins and Murphy Model of Reflection is a framework that can be used to facilitate reflective practice. It was developed by Sue Atkins and Kathy Murphy in 1994 and has since been used by educators and other professionals to promote critical thinking and reflection. The model is divided into six steps, which are:
- Critical analysis
Each step is designed to promote a deeper level of reflection and understanding. By working through each step, individuals can develop a greater understanding of themselves and their experiences. This can then lead to transformative learning and positive change.
John’s Model of Reflection is a structure for written reflection designed to encourage a thoughtful and thorough process. It is commonly used in the nursing sector but can be applied to any situation. The model consists of six cue questions, which should be answered in order.
- The first question prompts the writer to describe the experience without judgment.
- The second question asks the writer to reflect on their emotions and thoughts during the experience.
- The third question explores any external factors that may have influenced the situation.
- The fourth question encourages the writer to consider whether they could have handled the situation better.
- The fifth question invites the writer to think about what they have learned from the experience.
- Finally, the sixth question asks the writer to consider how they will apply this learning in the future.
By taking the time to answer all six questions, John’s Model of Reflection helps to ensure a thorough and meaningful reflection.
The Brookfield Model of Reflection is a four-part framework that can be used to guide reflection. It was developed by Stephen Brookfield, a renowned scholar in the field of adult education. The model includes four elements:
- Student Lens
- Peer Lens
- Scholarship Lens
Each element represents a different level of reflection, ranging from personal experiences to scholarly research. By engaging with all four levels, students can deepen their understanding of the material and develop a more well-rounded perspective. The Brookfield Model of Reflection is a valuable tool for any learner who wants to get the most out of their educational experiences.
The Johari Window Model was created in 1955 by Joseph Luften and Harry Ingham. It is a matrix of 4 quadrants that present self-awareness. The quadrants are:
- Open Area
- Blind Area
- Hidden Area
- Unknown Area
The open area is information that is known by both the individual and others. The blind area is information that is known by others but not by the individual. The hidden area is information that is known by the individual but not by others. The unknown area is information that is not known by either the individual or others.
The Johari Window Model can be used to improve communication and relationships. It can also be used to identify areas where more self-awareness is needed. By increasing self-awareness, individuals can become more aware of their strengths and weaknesses and take steps to improve their areas of weakness. Purchase this premium PPT template and start working on your presentation.
The ABCD Trust Model is a framework designed by Ken Blanchard in 2013, an American author, business consultant, and motivational speaker. The model was designed to help individuals and organizations build trust. The four constituents of the acronym stand for, respectively: Able, Believable, Connected, and Dependable. Each of these concepts represents a critical element of trust. Individuals who are able to build trust with others are typically seen as competent and capable. Those who are believable are perceived as being honest and transparent. Those who are connected are seen as being supportive and empathetic. Finally, those who are dependable are viewed as being reliable and consistent. By identifying the key components of trust, the ABCD Trust Model provides a helpful tool for individuals and organizations seeking to build trusting relationships.
The Gibbs Reflective Cycle is a tool that can be used to help you reflect on an experience and draw lessons from it. It was developed by the American sociologist and psychologist Graham Gibbs in 1988. The cycle consists of six stages:
- Action plan
In the first stage, you describe the experience in as much detail as possible. In the second stage, you examine your feelings about the experience. In the third stage, you evaluate the experience. In the fourth stage, you analyze the experience. In the fifth stage, you reach a conclusion about the experience. In the sixth stage, you develop an action plan for how to apply what you have learned from the experience. By working through each stage of the cycle, you can deepen your understanding of an experience and identify ways to improve your practice in the future.
The Skill Will matrix is a tool used to assess an individual’s potential performance in a given role. It takes into account two key dimensions – Skill and Will – and divides individuals into four quadrants:
- Low Skill, Low Will (Low performers)
- High Skill, Low Will (Potential detractors)
- Low Skill, High Will (Contributors)
- High Skill, High Will (High performers)
Low performers are those with low levels of both skill and will; potential detractors are those with high levels of skill but low levels of will; contributors are those with low levels of skill, but high levels of will; and high performers are those with high levels of both skill and will. The Skill Will matrix can be a useful tool in identifying an individual’s potential performance in a given role and determining the best course of action to maximize that performance. If you want to implement Skill Will Matrix for proper coaching and management style to lead your team, buy this minimalist top coaching and personal development PowerPoint template today!
The Conscious Competence Learning Model was developed in the 1970s by Noel Burch, an employee with Gordon Training International. The model suggests that there are four stages of skill learning:
- Unconscious incompetence (Ignorance)
- Conscious incompetence (Awareness)
- Conscious competence (Learning)
- Unconscious competence (Mastery)
In the first stage, unconscious incompetence, individuals are unaware of their own lack of skill. As they become aware of their incompetence, they move to the second stage, conscious incompetence. At this stage, individuals recognize that they need to learn a new skill in order to be successful. They begin to seek out opportunities to learn actively. As they acquire new skills, they move to the third stage, conscious competence. At this stage, individuals have a good understanding of the new skill but must still think about it when using it. With practice, they eventually move to the fourth and final stage: unconscious competence. At this stage, individuals have mastered the new skill and can perform it without thinking about it.
Kolb’s Experiential Learning Cycle is developed by the American psychologist David Kolb, together with Roger Fry in the 1970s. Kolb’s Experiential Learning Cycle is also known as the Experiential Learning Cycle. It works on two levels:
A four-stage cycle of learning which are:
- Concrete Experience
- Reflective Observation
- Abstract Conceptualization
- Active Experimentation
And the four separate learning styles are:
According to Kolb, successful learning requires all four stages of the cycle to be followed in order; however, different people will prefer to emphasize different stages and will use different learning styles. For example, someone who prefers concrete experiences is said to be a diverger, while someone who prefers active experimentation is an accommodator. By understanding both the Experiential Learning Cycle and your own preferred learning style, you can tailor your learning experiences to be more effective.
The SMART goals diagrams are a popular business tool that can be used to set and track progress towards specific objectives. The acronym stands for Specific, Measurable, Achievable, Relevant, and Time-bound. The specific goal should be clearly defined and measurable, the achievable goal should be attainable and realistic, the relevant goal should be relevant to the company’s objectives, and the time-bound goal should be time-based. The SMART goals diagram can be used to set individual goals or team goals, and it can be adapted to different timeframes and business contexts. While the SMART goals diagram is a helpful tool, it is important to remember that not all goals need to be SMART goals; sometimes, it is more important to focus on the big picture than on specific details. If you are looking for a comprehensive SMART Goals PPT template, buy this beautiful template and get started instantly.
Herzberg’s motivation-hygiene theory, also known as the dual-factor theory or motivation-maintenance theory, is a Johannesburg-based model that was developed by the American psychologist Frederick Herzberg in 1959. It posits that there are two factors that influence an individual’s motivation and satisfaction levels at work: hygiene factors and motivators. Hygiene factors are those that, when absent, can lead to dissatisfaction but are not necessarily motivating (e.g., company policies, salary, supervision, and working conditions). Motivators are those that can lead to satisfaction and motivation (e.g., opportunities for recognition, responsibility, and advancement). Herzberg suggested that managers should focus on increasing the motivators while ensuring that the hygiene factors are adequate in order to achieve optimal employee productivity and satisfaction. The theory has been influential in business management and has been empirically supported by several studies. However, it has also been criticized for its lack of attention to negative motivation and for its focus on extrinsic rather than intrinsic motivators. Despite these criticisms, the theory continues to be one of the most widely cited in the field of business management.
The Kirkpatrick Training Evaluation Model is a well-known framework for evaluating the effectiveness of training programs. First introduced by Donald Kirkpatrick in 1959, the model has undergone several iterations over the years, with the most recent update being released in 2016. The Kirkpatrick Model consists of four levels of training evaluation:
At each level, different aspects of the training program are assessed in order to provide a comprehensive evaluation of the program’s effectiveness. The Reaction level assesses participants’ enjoyment of the training, while the Learning level assesses whether or not they passed the assessment. The Behavior level looks at whether or not participants are actually using what they learned in training. Finally, the Results level assesses whether or not business metrics have improved as a result of the training. By taking all of these factors into account, the Kirkpatrick Training Evaluation Model provides a thorough and objective way to measure the effectiveness of any training program. Get this fully editable slides deck template for a powerful training PPT presentation. Additionally, you can try some of our free PowerPoint templates too!
The Eisenhower Matrix is a tool for time management and prioritization. It was designed by former US President Dwight D. Eisenhower, and it is also known as the Urgent-Important Matrix. The matrix has four quadrants, each representing a different task type. Quadrant 1 contains tasks that are both important and urgent, Quadrant 2 contains tasks that are important but not urgent, Quadrant 3 contains tasks that are not important but urgent, and Quadrant 4 contains tasks that are neither important nor urgent. The aim of the matrix is to help individuals prioritize their time and focus on tasks that will have the most significant impact. By using the Eisenhower Matrix, individuals can improve their productivity and efficiency, and they can also avoid becoming overwhelmed by their workload. Purchase this highly recommended PowerPoint template for a stunning presentation about Eisenhower Matrix.
The ALPEN Method is a time management tool invented by the German economist and time management expert Prof. Lothar J. Seiwert. ALPEN is an acronym for the German terms for five-set activities:
- A – define the activities, tasks, and meetings
- L – estimating the length of time
- P – Planning buffer time
- E – Establishing prioritized decisions
- N – Noting down the level of success or progress
The ALPEN Method allows users to effectively manage their time by allowing them to estimate the length of time needed for activities, plan buffer time, and establish priorities. Additionally, the ALPEN Method can help users track their progress and level of success. The template comes with fully customizable slide layouts, clean design, unlimited premade color schemes, two display ratios (4:3 and 16:9), completely editable infographics, free fonts, and thousands of resizable vector icons. Once you finished editing, you can upload the template to Google Drive or OneDrive for easy access!
The Emotional Competence Framework is a model for describing and measuring emotional intelligence. It was first proposed by Daniel Goleman, an academic psychologist, in his book “Working with Emotional Intelligence.” The framework divides emotional intelligence into two categories: personal competence and social competence. Personal competence includes self-awareness, self-regulation, and self-motivation. Social competence includes empathy and social skills. The emotional competence framework has been widely used in research and practice, and its usefulness has been supported by empirical evidence. It is a useful tool for individuals who want to improve their emotional intelligence, as well as organizations that want to promote emotional intelligence within their workforce.
The Driscoll Model of Reflection is a three-step process that helps individuals learn from their experiences. Created by John Driscoll in 1994, 2000, and 2007, the model is based on the three stem questions asked by Terry Borton in the 1970s.
- What happened?
- So what?
- Now what?
The ‘What happened?’ question encourages the individual to describe the event or experience in detail. The ‘So what?’ question helps the individual to analyze the event or experience and to identify any key learnings. The ‘Now what?’ question helps the individual to anticipate future practice based on what they have learned. This model of reflection is helpful for both individuals and groups, as it provides a structured approach to reflection that can be used to generate insights and learnings.
The 5E learning model is a constructivist approach to instruction that engages students in active learning. The 5E’s are:
The model begins with the teacher engaging students in an initial experience or activity. This is followed by students exploring the topic through hands-on activities and investigations. Next, the teacher explains the concept being learned and provides opportunities for clarification and questioning. Students then have the opportunity to elaborate on their understanding by applying the concept to new situations. Finally, students evaluate their understanding of the concept through project-based or performance-based assessments. The 5E learning model is an effective way to engage students in active, meaningful learning.
Cog’s Ladder is a model of group development that was developed by Proctor and Gamble manager George Charrier in 1972. This model has five stages of group development:
- The polite phase.
- The “why are we here” phase.
- The power phase.
- The cooperation phase.
- The spirit de corps phase.
In many ways, Cog’s Ladder is similar to Bruce Tuckman’s Forming, Storming, Norming, and Performing theory. However, there are some important differences between the two models. For example, Cog’s Ladder places more emphasis on the role of conflict in group development. According to Cog’s Ladder, conflict is a necessary and even beneficial part of the group development process. Without conflict, groups will not be able to effectively identify and solve problems. As such, Cog’s Ladder can be a useful tool for managers who are looking to create high-performing problem-solving teams.
The ABC Model of Behavior is a framework that is used to understand and modify human behavior. It was first introduced by psychologist Albert Ellis, and it has since been used in educational and therapeutic settings with both children and adults. The ABC Model suggests that all human behavior is determined by three factors: Antecedent, Behavior, and Consequence. The Antecedent is the event or circumstances that precede behavior. Behavior is the actual action that takes place. And the Consequence is the event or circumstances that follow the behavior. By understanding the ABCs of behavior, we can learn to more effectively manage our own behavior, as well as the behavior of others. All our multipurpose presentation templates are one-time purchases and get lifetime updates and support. So, what are your waiting for? Download this convincing pitch deck PowerPoint template.
Business psychologists James Waldroop and Timothy Butler identified six common problem behaviors in the workplace in their 2000 Harvard Business Review article, “Managing Away bad habits.” The six characters and their problem behaviors are:
- The Hero, who excessively pursues success.
- The Meritocrat, who is overly competitive.
- The Bulldozer, who bulldozes others to get ahead.
- The Pessimist, who is excessively negative.
- The Rebel, who constantly challenges authority.
- The Home Run Hitter, who takes excessive risks.
While each of these behaviors can have some positive aspects, they can also lead to problems in the workplace if left unchecked. For example, The Hero may become Burned Out or make impulsive decisions; The Meritocrat may create a toxic work environment; The Bulldozer may trample over others; The Pessimist may bring everyone down; The Rebel may sabotage the company, and The Home Run Hitter may take too many risks. Thus, it is important for managers to be aware of these problem behaviors and take steps to prevent them from adversely affecting the workplace.
Heron’s six categories of intervention are a framework for understanding and categorizing different styles of intervention. The six categories are categorized into two main categories: authoritative interventions and facilitative interventions. Authoritative interventions include prescriptive, informative, and confronting interventions. Facilitative interventions include cathartic, catalytic, and supportive interventions. Each style of intervention has its own strengths and weaknesses, and the appropriate style of intervention will vary depending on the individual and the situation. However, Heron’s six categories provide a useful starting point for thinking about how to intervene in a given situation. Download this cool PowerPoint template to discuss about Heron’s Six‐Category Intervention Analysis.
In his book, The Five Dysfunctions of a Team, Patrick Lencioni provides insight into the common challenges that teams face. He argues that there are five basic dysfunctions that teams commonly struggle with: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. While these dysfunctions may seem obvious, they can often be difficult to overcome. However, by understanding the root cause of each dysfunction and taking steps to address it, teams can improve their overall performance and achieve their goals. The template is one of the innovative presentation slide designs that is useful for effective coaching and personality development PowerPoint presentations.
The ADDIE instructional design model is a framework that is used by instructional designers and training developers. The model includes five phases: analysis, design, development, implementation, and evaluation. The ADDIE model is used to create engaging and effective training materials. The first phase of the model, analysis, involves understanding the needs of the learners and the objectives of the training. The second phase, design, focuses on creating a blueprint for the training. The third phase, development, involves creating the actual training materials. The fourth phase, implementation, focuses on delivering the training to the learners. The fifth and final phase, evaluation, assesses the effectiveness of the training. Purchase and start customizing this awesome PPT template for a successful presentation or try some free PPT templates.
David Rock’s Focus Model is a framework for understanding how individuals and organizations can direct their attention to achieve specific goals. The model posits that there are five different levels of focus, each of which corresponds to a different way of thinking about and responding to the world. The first level, vision, is focused on what one wants to achieve, while the second level, planning, is focused on how to achieve it. The third level, detail, is focused on the specifics of the situation and the small actions necessary to move forward. The fourth level, problem, is focused on what has gone wrong or might go wrong. Finally, the fifth level, drama, is focused on the emotions of the situation. By understanding these different levels of focus, individuals and organizations can more effectively direct their attention and energy towards their goals. You can also try our Premium Google Slides Themes or Keynote Templates if you prefer different versions of presentation templates.
Coaching and personal development are important for any individual or organization. SlideSalad’s best coaching and personal development PPT templates can help you create a professional presentation that will engage your audience and help them learn about the benefits of coaching and personal development. And when you’re ready to take your presentation skills up a notch, check out our selection of Coaching and Personal Development PowerPoint templates. With stunning designs and easy-to-use features, these templates will help you create presentations that inspire change and growth.