mark liew coaching
our methods

"Provide great insights to human behaviour and how to deal with the various types.  Mark Liew did an excellent job. Will be recommending this course. Loved the background jazz!"
~ Mark Castellas, Deutsche Bank.


Meta-Coaching
Coaching at a meta-level means that we work with people from the level of structure and process about their content. It means that the dialogue and relationship we facilitate with our people empower them to run their own brain, access their resources, and achieve their highest outcomes.

Meta-Coaching is a meta-field that focuses on process and structure more than content. Like NLP, Neuro-Semantics, consulting, meta-analysis, and modelling, coaching involves identifying the structure of an experience and facilitating a person or team to replicate that excellence. Our expertise is in process rather than content.

We do not teach, train, or give advice because we assume that people have the necessary internal resources to succeed. Instead we use models and processes to mobilise those internal and external resources. Coaching that empowers people accesses and develops their resources. Then people:

  • Think for themselves and run their own brains.
  • Solve their own problems as they develop critical thinking skills.
  • Develop creativity to innovate new things.
  • Own responsibility for their actions and becoming proactive in taking the initiative.
  • Deal with problems when they first appear.
  • Develop their own strengths.

Neuro-Semantics
In Neuro-Semantics we focus on the processes that will reliably unleash your highest and best potentials. We do that by enabling you to create the most enhancing and robust meanings that will then enable you to implement your best values into the actions that make up your performances. By modelling excellence in people who are actualising their highest and best we continue to create new models.

Neuro-Semantics focuses on self-actualisation for individuals and enables you to win the inner game so you can achieve peak performance in your outer games of everyday life.

Your inner games are your semantics or meanings. Your outer games occurs in your body and neurology. It is here that you actualise your meanings. If every behaviour and response you produce is the performance of a meaning, what meanings are you performing? What is the quality of that performance? Do you like what you are actualising or would you like to transform what you are creating?

Micro expressions
Micro expressions are very brief facial expressions, lasting between 1/25th and 1/15th of a second. They occur when a person either deliberately or unconsciously conceals an emotion being felt. Any one of the seven emotions found to have a universal signal may appear in a micro expression: anger, fear, sadness, disgust, contempt, surprise and happiness.

Reading micro expressions helps you:
  • Improve your emotional intelligence
  • Increase your empathy
  • Spot concealed emotions
  • Improve your relationships
  • Understand others
  • Develop social skills

Myers-Briggs Type Indicator®
The Myers-Briggs Type Indicator® (MBTI®) assessment has helped millions of people worldwide gain insights about themselves and how they interact with others, and improve how they communicate, learn, and work. It provides a powerful framework for building better relationships, driving positive change, harnessing innovation, and achieving excellence. The MBTI assessment makes Carl Jung's theory of psychological type both understandable and highly practical by helping individuals identify their preferences in four areas.

The MBTI® assessment is ideal for a wide range of applications, including:
  • Team development - helps ease communication among team members, identify team strengths and weaknesses, and create action plans for improved performance
  • Leadership development - deepens leaders’ understanding of their personality type and the types of those they are leading to help them manage better, give more meaningful feedback, and improve individual and team performance
  • Conflict management - improves skills in identifying sources of conflict and intervening early to prevent underperformance, disruption, and disengagement
  • Stress management - builds resilience, increases productivity, and offers strategies for identifying and managing stress triggers
  • Career transition and planning - helps guide individuals on career choice, development, and management

DISC
DISC is a personal assessment tool used to improve work productivity, teamwork and communication. DISC is non-judgmental and helps people discuss their behavioural differences.

The DISC model provides a common language that people can use to:
  • Discovering your behavioural strengths
  • Learning to value the strengths of others
  • Discovering ways to deal with conflict effectively
  • Cultivate teamwork and reduce team conflict
  • Developing strategies to meet a diversity of needs
  • Improve communication skills through determining communication styles
  • Increasing sales skill by understanding client or customer behaviour and decision making styles
  • Improve customer relationships and customer satisfaction
  • Reduce personal and organisational conflict and stress
  • Manage interpersonal communication better
  • Enhance and develop coaching and mentoring skills

Accelerated Learning
Accelerated learning is the most advanced teaching and learning method in use today. It's a total system for speeding and enhancing both the design process and the learning processes. Based on the latest brain research, it has proven again and again to increase learning effectiveness while saving time and money in the process.

Accelerated Learning unlocks much of our potential for learning that has been left largely untapped by most conventional learning methods. It does this by actively involving the whole person, using physical activity, creativity, music, images, color, and other methods designed to get people deeply involved in their own learning.

According to accelerated learning, here's what people need for an optimal learning environment:

A positive learning environment: People learn best in a positive physical, emotional, and social environment, one that is both relaxed and stimulating. A sense of wholeness, safety, interest, and enjoyment is essential for optimising human learning.

Total learner involvement: People learn best when they are totally and actively involved and take full responsibility for their own learning. Learning is not a spectator sport but a participatory one. Knowledge is not something a learner passively absorbs, but something a learner actively creates. Thus Accelerated Learning tends to be more activity-based rather than materials-based or presentations-based.

Collaboration among learners: People generally learn best in an environment of collaboration. All good learning tends to be social. Whereas traditional learning emphasises competition between isolated individuals, Accelerated Learning emphasises collaboration between learners in a learning community.

Variety that appeals to all learning styles: People learn best when they have a rich variety of learning options that allows them to use all their senses and exercise their preferred learning style. Rather than thinking of a learning program as a one-dish meal, Accelerated Learning thinks of it as a results-driven, learner-centred smorgasbord.

Contextual learning: People learn best in context. Facts and skills learned in isolation are hard to absorb and quick to evaporate. The best learning comes from doing the work itself in a continual process of "real-world" immersion, feedback, reflection, evaluation, and re-immersion.

“An interactive effective approach to acquire new communication and people skills.”
~ Josephine Cheng, Yahoo!