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To: From: Rey Carr <rcarr@islandnet.com> Subject: Coaching News and Events (May 21, 2007) Cc: Bcc:
COACHING NEWS ISSN 1708-9026 May 21, 2007
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TOPICS: Creating a Powerful Method to Document Change in Coaching Tricky Endings for Coach Mentors Attend Any of 40 Coaching In-Person Conferences or Events In Memorium Champions for Coaching Executive Director Needed for Coaching School Seven Studies and Resources to Guide Coaching Practice What's New in Coaching Schools Join the Peer Resources Network Subscribe or Unsubscribe to the Coaching News
CREATING A POWERFUL METHOD TO DOCUMENT CHANGE IN COACHING A recent discussion on a coaching listserv focused on ways to evaluate the longer-term impact of coaching on the clients who participate. It makes sense for both accountability and responsibility to design a way to assess the impact of a coaching program or service. In addition coaches can gain information that can lead to improvements in services, increase the quality of interactions between coach and client, and provide empirical data to potential clients. Dozens of instruments have been used to examine the impact of coaching. Many coaches design or create their own instruments. Regardless of whether you design your own or use an existing instrument, you still have to consider what you want to know about the impact of coaching. In most cases this comes down to one word: change. Most coaches want to know, for example: "Did X change as a result of Y?" For example: "Do my clients increase in their ability to use interpersonal communication skills effectively as a result of working with me six months?" And funding sources want data that is more concrete than: "The client learned a lot;" they typically want to know the ways in which coaching improved the life, performance, decision skills, or relationships of the participants and decreased the circumstances that led to the need for coaching in the first place. Since "change" (and to some degree the extent of change) is often the key target, we suggest using a more powerful method than what is traditionally used to determine whether change took place. Most coaches and coaching research leaders use a survey filled with questions; the more ambitious might even use a pre-test then post-test model. That is, they have the clients complete an instrument prior to their involvement directly in coaching; then they provide coaching; and near or
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at the end of the coaching, they administer another version of the instrument they used prior to the start of the coaching. This is the traditional pre-then-post method. Common, traditional, easy, accepted, but a weak indicator of change. Many a coach leader has been disappointed by the results. Many a researcher has been unable to demonstrate the effectiveness of the intervention. Why minimize your program efforts by using a method that is faulty? In order to develop a method that is more sensitive to the actual changes, we have to "think outside of the box." There is a simple alternative that is just as scientifically valid as the pre-then-post method, but much more sensitive to or indicative of the actual changes that have taken place. Before we detail this startling and effective new method, it is essential to understand what prompted us to come up with this alternative. When participants sign-up for peer coach training, they often do so because they have either been nominated or selected by someone who believes that (among other traits) they have pretty good communication skills. And often people volunteer to become peer peer coaches or mentors because they would positively rate their ability to communicate with others. And herein lies the problem. If a pre-test is used that asks participants to rate, for example, their communication skills (prior to the communications skills training) they will likely rate themselves either at the high end or towards the high end of the scale. Consequently, at the completion of the training (and let's assume the training was very successful) when the participants are asked to rate themselves again, but this time on the post-test, there would be minimum difference in their score from the pre-test. You might conclude there was no change. That's what happened to us. Yet the participants frequently commented both during and at the end of the coach training, "how much they learned" and "how much they got out of the training." In addition they would often say, "Wow, I didn't know how much more there was to know about communication skills!" And this was the key. When people rate themselves prior to the start of the training (coaching), their "awareness" of the fullness of the topic (ideas, skills, attitudes necessary to be effective) is low. In other words, they don't often know what they don't know. Make sense? This means that change scores will be dramatically influenced by this concept because the participants have little room left to "raise" their score at the end of the training (since they rated themselves relatively high to begin with). Now, here's the way to prevent this problem. Instead of using the pre-then-post method, use the "Peer Resources' Post-Then-Pre Method". A simple way this can be accomplished is to have clients complete the instrument only at the end of their coaching interaction, but set it up with two rating columns. One column can be headed: "Rate where you think you were on this item PRIOR to coaching." And the second column can be headed: "Rate where you think you are on this item NOW that the coaching has been completed." In other words they complete both ratings at the same time. You can include dozens of items for the rating. Some can focus on specific skills, some can be on self-concept, some can be on knowledge, etc. For example, a coach wanted to find a better way to evaluate such things as "Has your self-confidence improved as a result of coaching?" and "Have you been able to find greater meaning in your work?â&#x20AC;? The degree of self-confidence and meaning are important in coaching and changing these questions to open-ended type questions might still not reveal the amount of change that occurred. Therefore, a way of placing these areas of interest in a post-pre method would be to ask the following: "How would you rate your confidence (say on a scale of 1 to 7) PRIOR to the working with Coach X?" and "How would you rate your confidence (say on a scale of 1 to 7) NOW that you have completed your work with Coach X?" If you use this method, I'm sure you'll find a more accurate way to determine the magnitude of change and get a much better picture of the impact of your coaching.
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(Note: Peer Resources offers no-cost consultation to members of the Peer Resources Network who want to design their own post-then-pre assessments. Members also receive examples of how others have used the Peer Resources' Post-Then-Pre Method.)
"People underestimate their capacity for change. There is never a right time to do a difficult thing. A leader's job is to help people have vision of their potential." ~ John Porter ~
TRICKY ENDINGS FOR MENTORS Doug Silsbee Mentoring relationships can end for any number of reasons. The unavailability of either party, the ending of a pre-determined length of time or a specific process, or the accomplishment of a goal that drove the mentoring provide good examples. In these situations, the ending is natural and generally easy. In the best of all worlds, mentoring relationships would conclude with recognition of what was learned, and appreciation of the gift that has been rendered. Occasionally, the endings of mentoring relationships can be messy, and more akin to a difficult divorce than to a graceful parting of the ways. Dynamics that can negatively affect mentoring include unhealthy dependency on the mentor, attachment by the mentor to being seen and validated as the â&#x20AC;&#x153;expertâ&#x20AC;?, or conflicts between the mentoring and authority-based supervisory aspects of the relationship. I recently had the opportunity to support a coaching client in navigating this tricky territory. Her long term mentor and boss had fallen from grace, and she had been promoted over him in the organizational changes that followed. She had learned much from him, over several years. However, he was bitter about the demotion, and still saw himself as the elder and wiser professional. She was done with the mentoring relationship; he saw himself as a mentor and teacher for her, and was unable to adjust to the new reality. The added layer of tension around the organizational change only made it more difficult. She felt unsupported by him with other stakeholders, and yet he dismissed the observations she shared with him, and frequently spoke to her in a manner she described as patronizing. The work for my client involved teasing apart the multiple layers of this now very tricky relationship. One important piece was to acknowledge to her former mentor the tremendous support she had received, while simultaneously making it clear that the mentoring had run its course and she no longer saw him as her mentor. This explicit naming was critical for her in moving on. At the same time, she needed to deal directly and explicitly with him as his new boss. She learned to confront his un-supportive behaviors and blatant omissions of her from critical information loops as performance issues. Although these issues seemed more loaded because of their history, they had to be taken at face value, and managed as a performance issue as in any other supervisory relationship. The difficult inner work for my client, supported by coaching, was to recognize the multiple layers of attachment within herself around the relationship, to tease them apart, and to develop effective strategies for dealing with her former mentor around each. While he hadn't been ready to move on, she needed to in order to be effective.
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About the Author: Doug Silsbee is an executive coach and master teacher, practicing in Asheville, North Carolina. You can learn more about Doug's work at http://dougsilsbee.com and in his book The Mindful Coach: Seven Roles for Helping People Grow. Doug will also work with you, over the phone or on site, to help you and your team develop effectiveness, resilience, fulfillment and success. Inquire at ds@doubsilsbee.com or call (828) 254-2021 for more information or a complimentary consultation. See also Doug's retreat series under "Conferences and Training Events" below for October 8-10.
"Though no one can go back and make a brand new start, anyone can start from now and make a brand new ending." ~ Carl Bard ~
ATTEND A TOP LEVEL COACHING EVENT Several coaching conferences and training events are scheduled over the next few months. A selection of those events from the Peer Resources website (http://www.peer.ca/coaching.html) include: The Coaching Leaders Certification Program May 21-23, 2007 Chicago, Illinois www.linkageinc.com (781) 402-5555 Skills Training in the 4 Phase Coaching Method Mary Beth O'Neill May 21-23, 2007 Harbor Club Seattle, 801 Second Avenue, Seattle, Washington www.mboExecutiveCoaching.com (206) 529-1517 Total Life Coaching: Advanced Skills, Techniques and Practices with Patrick Williams May 27, 2007 Portland, Oregon (Part of the Oregon Psychological Association Conference) www.opa.org/cde.cfm?event=129165 (503) 253-9155 Life Blueprint Facilitator Training with Laura Berman Fortgang June 1-2, 2007 Carlton Hotel, Oak Park, Illinois (near Chicago) www.lifeblueprintinstitute.com/lbtraining.html (888) 232-6224 or (973) 857-8180 lbf@intercoach.com How to Set Up and Facilitate Your Own Corporate Executive Circle (Peer Mentoring) June 7-8, 2007 Victoria British Columbia www.CenterPointInc.com (604) 228-8900 info@centerpointinc.com
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European Coaching Conference June 7-9, 2007 Finlandia Hall, Helsinki, Finland www.ecc2007.fi/ info@icf-ecc.org Coaching Leaders Certification Program June 13-15, 2007 Boston, Massachusetts www.linkageinc.com (781) 402-5555 info@linkageinc.com Oxford School of Coaching and Mentoring Annual Practical Perspectives Conference June 14, 2007 Oxford Hotel, Oxford, England www.oscm.co.uk 01869 338 989 mark@oscm.co.uk Summit on the Neurosciences and Organizational Coaching June 14-15, 2007 Cedarbrook Leadership Conference Center, Seattle, Washington www.coachingconsortium.org (206) 730-8163 info@coachingconsortium.org Coaching in the Workplace June 15, 2007 Camosun College Interurban Campus, Victoria, British Columbia www.camosun.ca (250) 370-3550 or (877) 554-7555 Career Coaching Skills for Coaches June 15, 2007 Adler School of Professional Coaching, 890 Yonge Street, 9th Floor, Toronto, Canada www.adlercoach.com/workshops/ (416) 923-4419 info@adler.ca Corporate Social Responsibility & Coaching Technology Conference - East Meets West June 17-23, 2007 Beijing, China www.tophuman.com Solution Focused Coaching: Applying Positive Psychology in the Workplace June 21, 2007 British Psychological Society London Office, Tabernacle Street, London (UK) www.sgcp.org.uk tracy@virtuallyorganized.com Career Coaching Boot Camp June 22, 2007 Portland Marriott Downtown Waterfront, Portland, Oregon www.careercoachingbootcamp.com (866) 226-2244
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College of Executive Coaching Intensive Coach Training July 10-16, 2007 Santa Barbara, California www.executivecoachcollege.com (888) 764-8844 or (805) 474-4124 training@executivecoachcollege.com The LeaderCOACH: Open to all Managers: Best Practices of Coaching July 19-20, 2007 161 North Clark Street, Chicago, Illinois www.paamentoring.com Tel: (800) 648-0543 or (312) 648-0849 info@perrone-ambrose.com Coaching Leaders Certification Program July 24-25, 2007 Chicago, Illinois www.linkageinc.com (781) 402-5555 info@linkageinc.com Advanced Techniques of Coaching and Mentoring with David Clutterbuck July 26, 2007 (10 percent discount for PRN members) Burnham, Bucks, England www.clutterbuckassociates.com/ +44 (0)1628 661667 info@clutterbuckassociates.co.uk ICF Accredited NLP Coach Certification Summer Intensive Training July 27-August 18, 20007 (20 days plus three days off) Hilton Garden Inn, Burlingame, California www.nlpcoach.com (800) 767-6756 or (317) 844-6362 request@nlpca.com Coaching Leaders Certification Program August 8-10, 2007 Washington, DC www.linkageinc.com (781) 402-5555 info@linkageinc.com College of Executive Coaching Intensive Training Institute September 6-12, 2007 Santa Barbara, California www.executivecoachcollege.com/calendar.htm (888) 764-8844 training@executivecoachcollege.com Coaching Leaders Certification Program September 26-28, 2007 New York, New York www.linkageinc.com (781) 402-5555 info@linkageinc.com
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Advanced Coaching Leaders: Masterful Coaching of Senior Leaders and Leadership Teams September 27-28, 2007 Atlanta, Georgia www.linkageinc.com (781) 402-5555 Transforming Your Practice: Life Coaching Skills for Therapists with Dr. Patrick Williams September 30-October 4, 2007 Mami Camilla Bed & Breakfast, Sorrento, Italy www.patrickwilliamsinitaly.eventbrite.com/ (970) 224-9830 pat@lifecoachtraining.com International Coach Federation Australasia Regional Conference October 2-5, 2007 Melbourne, Australia www.icfaustralasia.com/Conference2007/ Call for papers: conferenceideas@icfaustralasia.com Advanced Techniques of Coaching and Mentoring with David Clutterbuck October 4, 2007 Burnham, Bucks, England www.clutterbuckassociates.com/ +44 (0)1628 661667 info@clutterbuckassociates.co.uk Art of Mindful Coaching Retreat October 8-10, 2007 Bend of Ivy Lodge, Asheville, North Carolina www.dougsilsbee.com/training/retreats (828) 254-2021 ds@dougsilsbee.com European Mentoring and Coaching Council Conference October 11-13, 2007 DJURĂ&#x2013;NĂ&#x201E;SET (near Stockholm) Sweden www.emccouncil.org/conferences.htm Tel: +44 1992 550246 julie.hay@emccouncil.org College of Executive Coaching Intensive Coach Training October 15-21, 2007 Santa Barbara, California www.executivecoachcollege.com (888) 764-8844 or (805) 474-4124 training@executivecoachcollege.com Annual Coaching at Work Conference October 17-18, 2007 London, England www.cipd.co.uk/cande/coach/ +44 (0) 20 8612 6200 How to Set Up and Facilitate Your Own Corporate Executive Circle (Peer Mentoring) October 18-19, 2007
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Vancouver, British Columbia www.CenterPointInc.com (604) 228-8900 info@centerpointinc.com Coaching and Communicating for Performance October 21-26, 2007 The Banff Centre, Banff, Alberta (Canada) www.banffleadership.com (604) 822-8455 or (800) 590-9799 leadership@banffcentre.ca Coaching Across Cultures October 23-25, 2007 Regus Park Artium, Brussels, Belgium www.philrosinski.com/index.php?id=10 +32 (0)2 358 65 08 International Coach Federation Conference October 31-November 3, 2007 Long Beach Convention Center, Long Beach, California www.coachfederation.org Coaching Skills for the HR Professional November 1-2, 2007 161 North Clark Street, Chicago, Illinois www.paamentoring.com Tel: (800) 648-0543 or (312) 648-0849 info@perrone-ambrose.com Coaching Supervision Training Program November 5-6, 2007 (Part One: Become a Coaching Supervisor) West Malvern, United Kingdom www.supervisioncentre.com Tel: 01432 356171 info@supervisioncentre.com How to Set Up and Facilitate Your Own Corporate Executive Circle (Peer Mentoring) November 15-16, 2007 Toronto, Ontario www.CenterPointInc.com (604) 228-8900 info@centerpointinc.com Establishing a Peer Coaching System December 3, 2007 Peer Resources, Victoria, British Columbia www.peer.ca/trng.html (800) 567-3700 or (250) 595-3503 info@peer.ca Coaching Supervision Training Program January 14-15, 2008 (Part Two: Advanced Coaching Supervisor) West Malvern, United Kingdom www.supervisioncentre.com Tel: 01432 356171
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info@supervisioncentre.com International Coaching Week February 3-9, 2008 Association for Coaching International Conference March 13-14, 2008 Victoria Plaza Hotel, London, England www.associationforcoaching.com marje@associationforcoaching.com Call for papers/presentations (Deadline: May 20, 2007) Request a speaker submission form from sheree@associationforcoaching.com For additional coaching events, go to http://www.peer.ca/coaching.html. We only list in-person events that are a minimum of a full-day in length. (Peer Resources Network members can have their in-person events added at no cost. To add an event, contact Rey Carr at rcarr@peer.ca)
"If you had to identify, in one word, the reason why the human race has not achieved, and never will achieve, its full potential, that word would be 'meetings.'" ~ Dave Barry ~
IN MEMORIUM ~ Laura Whitworth (1948-2007) ~ A pioneer in the field of coaching, Laura Whitworth was a much loved mentor and coach. She was involved in the creation of the very first network of coaches, the Personal and Professional Coaches Association, and she provided a major role in the merger of the PPCA as well as the creation of the International Coach Federation. She was the co-founder of one of the premier coach training organizations, The Coaches Training Institute. She established the term "co-active coaching," which has become a common part of high quality coaching. Her mentorship, teaching, and writing has acted as an inspiration to thousands of coaches. While she will be sadly missed, her spirit lives on in work of the many people she inspired. Laura passed away from lung cancer on February 28, 2007, surrounded by those who loved her. A memorial service was held April 7, 2007 at the Peacock Gap Country Club in San Rafael, California.
"You are not here merely to make a living. You are here in order to enable the world to live more amply, with greater vision, with a finer spirit of hope and achievement. You are here to enrich the world, and you impoverish yourself if you forget the errand." ~ Woodrow Wilson ~
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CHAMPIONS FOR COACHING Sylva Leduc, a Peer Resources Network member and developer of Client Compass Software and the Coaches Toolbox, has created a Leadership Toolkit series to help people develop their own leadership skills and the skills of people in their company. The 13+ Toolkits each have a 40-50 page leader's manual and a 60-80 slide presentation. Membership in her new organization is required to access the Toolkits and other services, and she is offering a complimentary "Coaching and Mentoring Toolkit" just for visiting her Toolkit website at: (http://www.leadershiptoolkits.com/). In addition, visitors can sign-up to participate in a live tele-learning session led by Sylva and other leadership coaches. The International Coach Federation has reversed its policy that prevented ICF members who were not credentialed (known as "affiliate members" in their new two-tier membership system) from being able to submit applications to conduct sessions at the annual conference October 31 to November 3, 2007" in Long Beach, California. Even though the policy has been changed, an ICF spokesperson stated that "additional weight" will still be given to the "credentialed status" of the applicant. The deadline for proposals to speak was extended to April 15th. The Integral Leadership Review, edited and published by Dr. Russ Volckmann, is one of the most intelligent and well-written periodicals about leadership and coaching. Of the several articles in this month's issue is a report on the Palestinian-Isreali initiative of Don Beck and Elza Maalouf about how they are using Spiral Dynamics to assist in resolving one of the most troubling situations on our planet. To read the current issue (March, 2007) go to: http://www.integralleadershipreview.com Dancing Solo: Supporting One's Journey Through a Single Life is the name of a one-day workshop offered by Peer Resources Network member Dr. Margaret New, an adjunct professor at The George Washington University and founder of The Middleburg Group, LLC, a coaching business that supports leaders, career development and relationship building. The workshop, which will be offered on May 19th, September 15th, and again on November 17th, 2007 will focus a number of topics including: self-confidence, courage, anger, forgiveness, boundaries, loneliness, depression, communicating, connecting, flexibility and staying young at heart. For more information contact Dr. New at (703) 298-2525 or visit the Middleburg Group website at http://www.middleburggroup.com Dr. Maureen Fitzgerald, the President of Center Point and a seasoned lawyer and coach, has created a peer mentoring system called "Executive Circles." The Circles are structured discussion groups with clear ground rules and a set agenda. Typically groups are made up of 6-8 individuals. Each Circle meets once a month for 2-3 hours under the guidance of a certified Circle facilitator. At every meeting each member presents a professional challenge and asks for specific feedback. These challenges are discussed and each person concludes their discussion by agreeing to take certain action before the next session. Maureen has created three customized Circles: Executive Leader Circles for corporate managers and executives; Women Leaders Circles for women leaders who want to achieve both success and balance while advancing their careers; and Opti-Mom Circles for working moms who are navigating parenthood and elder care while achieving life balance. A series of Executive Circle Facilitator trainings will take place in Toronto, Ontario May 24-25; Victoria, British Columbia, June 7-8, 2007; Vancouver, British Columbia, October 18-19, 2007; Toronto, Ontario, November 15-16, 2007; and again in Vancouver, British Columiba, Feb 21-22, 2008. For more information about Executive Circles call Maureen at (604) 228-8900 or go to http://www.CenterPointInc.com Karl Corbett, Peer Resources Network member and leader of Sherpa Coaching, LLC in Cincinnati, Ohio (http://www.sherpacoaching.com) forwarded a press release detailing that the Penn State Executive Program and the Texas Chrisitian University (TCU) Executive Leadership program have each graduated their first class of Sherpa Certified Coaches. Sherpa Coaching authors and instructors, Brenda Corbett and Judith Coleman taught these certification programs based on their
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book "The Sherpa Guide: Process-Driven Executive Coaching." Karl Corbett added, "In eighteen months, we've brought a defining book to market and demonstrated that we have exactly what the industry needs: a universal standard for training and certification. We are honored with the recognition that multiple university partnerships bring." Sherpa will be adding the University of Georgia's Center for Continuing Education as an additional partner in the fall of 2007.
"Champion the right to be yourself; dare to be different and to set your own pattern; live your own life and follow your own star." ~ Wilfred Peterson ~
EXECUTIVE DIRECTOR NEEDED FOR COACHING SCHOOL The Fearless Living Institute (FLI), founded by Rhonda Britten, is seeking someone with a proven track record in business development and strategic planning to lead the Fearless Living Institute through its next growth phase and international expansion. FLI is dedicated to giving individuals and organizations the tools, support and skills to move from fear to fearlessness through the Wheel of Fear Technology. They are passionate about what they do and their Fearless Living Community demonstrates this passion. With four bestsellers to her name and five years of television to her credit, FLI founder, Rhonda Britten, is considered one of the most well-known coaches in the world. To learn more about creating a "Fearless World(TM)," visit the FLI website at http://www.fearlessliving.org/. To express an interest in the executive director position email a biography and resume as well as a short letter explaining an assessment of fit with the mission of the Fearless Living Institute to personaldevcompany@yahoo.com
"Radio is the theater of the mind; television is the theater of the mindless." ~ Steve Allen ~
SEVEN STUDIES & RESOURCES TO GUIDE PROFESSIONAL PRACTICE Peer Resources continually scans the professional and popular literature for articles, books, videos and other useful reference materials. They provide a brief synopsis of the latest work as well as citation details and summaries on their website at http://www.peer.ca/coaching.html. They also provide a searchable format on their site at www.peer.ca/SearchB.html. Here are some recent additions: Brunning, H. (Ed.). (2006). Executive coaching: Systems psychodynamic perspective. London, UK: Karnac Books. A collection of essays by well-known coaching professionals. Each author describes his/her own model of coaching as well as the theoretical foundation for their perspective and practice. (This book is available from Amazon.co.uk).
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Goldsmith, M. & Lyons, L.S. (Eds.) (2006). Coaching for leadership: The practice of leadership coaching from the world's greatest coaches (2nd edition). San Francisco: Pfeiffer. Anyone considering going into executive coaching will benefit from the various issues identified by the 30 contributors to this book. At the same time several of the chapters have been published elsewhere, and readers are cautioned about the "world's greatest coaches" phrase. Becoming part of that group may have come about as a result of friendship with the editors since none of the contributors have training in coaching and most of them are Americans. Maybe the title was chosen by the marketing team at the publisher's office. The overstated title does not diminish the value of the book for those executive coaches who would like to compare their work against the "greatest." The case-study chapters offer worthwhile insights, and demonstrate different ways to handle difficult situations. (Available from Amazon.com) Haneberg, L. (2006). Coaching basics: A complete how-to guide. Alexandria, Virginia: ASTD Press. Coaching is often confused with advice and other business conversations, preaching, and counseling that serves the coach's goals, not the client. This book presents a targeted and focused methodology along with practical examples and exercises to begin development as an effective coach. Trainers who want to improve their coaching skills, as well as organization development and human resources professionals wishing to build their coaching skills, will all find great value in this book. (This book is available from Amazon.com) Hay, J. (2007). Reflective practice and supervision for coaches. Berkshire, UK: Open University Press. Why are reflection and supervision important for coaches? How might increased self awareness improve competence? What kind of activities might a coach consider to develop their own reflective practices? This practical book helps coaches to improve their practice through reflection and professional support in their work. It explains how these developments can be made alone, with colleagues or with a supervisor, using a range of tried and tested frameworks. Starting with a section on the function of reflection and supervision in the coaching arena, the book moves on to discuss ways that the processes of reflection and supervision might be analyzed. Finally, the book addresses some specific models that coaches might like to try to improve their practice. The book assumes that the reader has no prior knowledge of the theories used, and contains concise summaries of them as well as giving references to further reading for those who are interested. It also contains activities which will help the reader to think carefully about how they are doing things in order to identify options for improvement. Description adapted from the Amazon.co.uk website. (This book is available from Amazon.co.uk) Media-Partners (2006). The practical coach video. Media-Partners: Seattle, Washington. This video program has not been rated by Peer Resources, but it appears to focus on on-the-job coaching and helping employees improve performance. The video comes with a workbook, pocket reminder cards, and a leader's guide on CD. Several reviews on the company's website give this 24-minute video a high rating in terms of believability, simplicity, and realism. (Available from http://www.media-partners.com/leadership/the_practical_coach.htm). Passmore, J. (2007). An integrative model for executive coaching. Consulting Psychology Journal: Practice and Research, 59, 1, 68-78. Executive coaching has grown in popularity, but in spite of this growth, the use of sophisticated approaches appears limited. This article examines a series of evidence-based approaches to build a model the author calls "integrative coaching." This model uses the concept of working at multiple levels with coaches; behavioral, cognitive, and unconscious. It combines these elements into "streams," which the coach works across without seams. The model recognizes the central importance of building a coaching partnership and the role of emotional intelligence in this process with a focus on improving performance at work. Seligman, M. (2004). Authentic happiness: Using the new positive psychology to realize your potential for lasting fulfillment. New York: Free Press. The author of Learned Optimism summarizes the research that supports the science that seeks to understand positive emotion, build strengths and virtue, and provide guideposts for finding the good life. Fixing weaknesses seldom
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leads to happiness, according to the author. Instead, incorporating strengths such as humor, originality, and generosity into everyday interactions with people is a more straightforward way to achieve happiness. The book includes practical tools such as a self-test, exercises, and a link to an interactive website for navigating the path to happiness. This focus area is probably one of the best examples of where coaching and psychology have come together. The book can be purchased through Amazon.ca (for Canadian orders), Amazon.com (for US orders), or Amazon.co.uk for international orders.
"The trouble with research is that it tells you what people were thinking about yesterday, not tomorrow. It's like driving a car using the rear view mirror." ~ Bernard Loomis ~
WHAT'S NEW IN THE COACHING WORLD With 260 coach training organizations to choose from and more than 65 varieties of certification available in the coaching field, what was once a relatively easy decision has become infinitely more complicated. Here are a few of the latest entries to the Coaching Schools and Training Organizations Directory (http://www.peer.ca/coaching.html). The Coaching Institute is led by Terri Levine, and offers an eight-month, home study and tele-mentoring life coach training program resulting in a designation as a Certified Comprehensive Coach. After students complete the eight-month program they take a written examination and send three client coaching audios for assessment. When both have been passed, students receive the designated certification. Each program has different levels (apprentice, associate and VIP), and current tuition can be found on their website. The Coaching Institute is a subsidiary of Comprehensive Coaching U. Additional contact information: The Coaching Institute, 727 Mallard Place, North Wales, Pennsylvania 19454; Tel: (877) 401-6165. HireCoach offers a "Developmental Coaching: Business & Personal" academic credit training workshop. Their workshop includes: 1) nine graduate/undergraduate academic credits through the accredited Lindenwood University; 2) highly educated and experienced instructors; 3) 122 hours of training specific to coaching; 4) a professional certificate; 5) a 20/1 student/instructor ratio; and 6) an in-person format. The workshop, held one weekend a month for nine months, is located in the St. Louis area at the Foundry Arts Centre in St. Charles, Missouri. Full tuition for the workshop is $4050. Additional contact information: Darrel Hollinger or Dr. Patt Hollinger Pickett, HireCoach, 1000 Lake St. Louis Blvd. #200, Lake Saint Louis, Missouri 63367; Tel: (877) 447-3262; E-mail: DarrelorPatt@HireCoach.com New Agreements Coach Training and Leadership Institute was co-founded by Joanne Dunleavy, an executive and business coach and graduate of Coach U. They offer a six-month program that focuses on business and executive coach training, and is based on the universal and spiritual principles as described in the work of Don Miguel Ruiz's "The Four Agreements." The "cornerstones" of this training include "sacred relationships," "the masteries," "systems-based," and "the path of the coach and leader." The goal of New Agreements is to "release the creative human spirit in coaches, clients, leaders, and organizations." Further contact: (508) 238-1009; e-mail:
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joanne@newagreementscoaching.com Soul Coaching is an in-person training program that focuses on "spiritual cleansing, renewal and transformation." Participants learn a number of interview techniques, rapport building methods, ways to create a "sacred space," methods to help clients reach their dreams, and practice development ideas. The website mentions becoming certified as a soul coach and a past life coach, but no details are available as to the requirements for certification. The training appears to take nine days at a ranch setting in San Luis Obispo, California. Tuition is $3800.00 and includes food and lodging. Check the website for the most recent dates. Contact: Denise Linn Seminars, PO Box 759, Paso Robles, California 93447; Tel: (805) 239-8878; e-mail: sacredoak33@aol.com. For more information about soul coaching, consult Denise Linn's book: Soul Coaching. Baraka Institute provides a "Certified Whole Person Design" life coach training that requires 16 days (125+ hours). Course work focuses on an introduction to coaching, personal mastery, "systems," "process," and "flow." The overall emphasis of the training is on the mental, emotional, physical, and spiritual aspects of life and bringing these elements into harmony. Satisfaction is guaranteed, and participants who do not wish to continue the training after the first day, receive a full refund. Training is primarily in-person and takes place in the Portland and Eugene, Oregon area. Tuition is approximately $3395.00. Additional contact information: Feroshia Knight, Baraka Institute, 6312 SW Capital Hwy #421, Portland, Oregon 97239; Tel: (503) 241-2200; email: info@barakainstitute.com Falling Awake Life Coach Training is a 15-month comprehensive life coach training program led by Dave Ellis. The majority of the work takes place through distance learning. To become certified, participants must complete all course work, and pass an examination. To become certified by the International Coach Federation, participants may have to engage in additional professional experience. The curriculum is based on the book by Dave Ellis, Life Coaching: A Manual for Helping Professionals. Additional contact: Bill Rentz,, Falling Awake, 628-1/2 6th Street #202, Rapid City, South Dakota 57701; Tel: (866) 325-5292; e-mail: info@fallingawake.com BusinessCoach.com provides a four-day, in-person, small class training, and on-going workshops. Consult their website for dates throughout the year. Information about tuition is not available on the website. Additional contact: 1321 Howe Avenue, Suite 100, Sacramento, California 95825; Tel: (800) 983-7769 or (916) 922-7766; email: info@businesscoach.com Co-Creative Alliance offers a two-day Introduction to Coaching for Leadership, and a fifteen-day, in-person, 125-hour certification program shaped to match the International Coach Federation accreditation (ACTP) standards. They also offer a "train-the-trainer" program so that coaches can deliver the training in their own organization. Teaching methods include lectures, facilitated discussion, demonstrations, practice, application, advanced study for deepening practice, and supervision. The course work is divided into three week-long sessions, 24 hours of teleclasses, 6 hours of private supervision, and 10 hours of private coaching. Information about tuition is not available on their website. Additional contact in North America: DP Waldman, (760) 944-7770; email: CoCreativeAlliance.com, and in the UK or Europe: Helen Caton Hughes, Tel: +44 (0) 1524 792476; email: Helen@CoCreativeAlliance.com Coaching Firm International is a one-year program that includes live training, monthly teleclasses, private consultations, and a one-year internship with the organization. An examination is required at the completion of the internship to become certified. Check their website for current dates. Information about tuition is not available on the website. Additional contact: 2405 East Washington Blvd., Pasadena, California 91104; Tel: (800) 801-1866; email: info@asla.com Fearless Living Institute was created by Rhonda Britten, the coach for the TV-series, "Starting Over." This organization provides four levels of life coach training resulting in becoming a "Certified Fearless Living Coach." The website claims that it "is the only coaching program that offers a chance to coach, lead, facilitate, support, and build a full-time practice" prior to graduation. Participants must meet pre-requisites (attend a three-day weekend, attend a workshop, work with a certified
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coach for a minimum of six hours, and attend a group leader training). The cost for the pre-requisites appears to be approximately $1100.00. The estimated cost for completion of the entire program is $5500-$8500, depending on the time it takes to complete the program. Admission to the program requires completion of the pre-requisites, letters of recommendation, an audio recording of a coaching session, and a digital photo. An application fee of $495.00 is also necessary. Once accepted into the training, participants have 18 months to complete. A final exam is required, and participants are assigned a mentor (which they pay for.) Additional contact: 1823 Folsom Street, Suite 201, Boulder, Colorado 80302; Tel: (303) 447-2704. iPEC Coaching provides an ICF accredited coach training program that features their "Core Energy Coaching" process. Trainings are available in various locations in the United States. Check their website for current dates and locations. The program consists of in-class sessions, live weekly telecourses, one-to-one mentor coaching, group work, home study, and practice hours - a total of 340+ hours. Participants can choose between a life coaching track or a small business/corporate/executive coaching track. Total tuition is approximately $7300.00. Contact: 2517 Route 35, Building 1, Suite 103, Manasquan, New Jersey 08736; Tel: (866) 72COACH; Fax: (707) 778-0306; email: info@iPECcoaching.com The Academy for Family Coach Training, formerly "Parent as Coach Academy", provides a Professional Parent/Teen Coach certification training based on the Core Competencies of The International Coach Federation. They offer a 12 week program and an eight-month Advanced Coaching Course is affiliated with Lewis and Clarke College Graduate Department of Education, which provides professional with 79 CEU credits for completing the course. The content of the course is based on the work of Diana Sterling, William Glasser, The American Academy of Child and Adolescent Psychiatry, solution-focused therapy, and positive psychology summit members Paul Pearsall and E.P. Seligman. Their program is built around "The Seven Ways to Coach" and helps parents take a coaching approach to parenting their teenage children. Courses are offered in Sydney (Australia), the United Kingdom; Portland, Oregon; Albuquerque, New Mexico; and New York. Tuition is $4,000.00 ($500.00 discount if tuition paid in full prior to course start date). Diana Haskins, founder and lead instructor is a certified parent and teen coach, executive coach, lecturer, trainer and facilitator in the areas of positive youth development, parenting, life skills, coaching and business development. Further contact: Tel: (800) 643-6103 or (505) 247-2902; email: in Australia: tracy@familycoachtraining.com; in the USA: support@familycoachtraining.com Solution Surfers Brief-Coach Training uses the work of Insoo Kim Berg and Steve De Shazer in brief coaching, and offers a three-part certification program that is currently (2007) being considered by the International Coach Federation and the European Mentoring and Coaching Council (EMCC) for accreditation. This will likely enable participants to qualify for the ICF Professional Coach Certificate (PCC). The basic program consists of approximately 70 hours of residential workshops, coaching and teleconferences; the second level includes about 40 hours of telecourses and teleconferences, and the advanced program includes 15 additional hours of individual assessment and coaching. Additional contact: Solution Surfers International, Waldst채tterstrasse 9, CH-6003 Lucerne, Switzerland; Tel: +41 41 210 39 79; email: info@solutionsurfers.com The Coaching Centre was founded in London (UK) in 2000, and provides in-house executive coach training and public executive coach training. The public training consists of eight two-day modules that take place on weekends distributed over a nine-month period. In addition to providing a certificate for successful completion, the Centre anticipates that a British university will soon accredit their training, resulting in certification at the post-graduate level. Their training is based on the "Achieve Coaching Model." Information about tuition is currently not available on their website. Contact: In London: Tel: 0208 374 2877; e-mail: isabine@thecoachingcentre.com Transition Dynamics provides two different training programs for coaches: (1) the Career Clarity Program, created by Dr. Carol McClelland, which includes 12 1.5 hour telecourses, a training manual, bi-monthly group practicum meetings for six months, and support for marketing and client building; and (2) the Seasons of Change program to assist coaches work with clients in transition. This
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program is primarily self-study (four training modules, books, personal consultation, and access to other practitioners). For certification, participants are involved in eight ninety-minute teleclasses, experiential field work assignments, receive assessment tools, and post certification support. The tuition is $825.00 and start dates are listed on their website. Contact Carol McClelland, Transition Dynamics Enterprises, Inc., PO Box 354, Menlo Park, California 94026; Tel: (888) 995-7327 or (650) 322-86611; email: carolmc@seasonsofchange.com Institute of Executive Coaching was established in 1999 in Australia, and specializes in training executive coaches. Their website claims they have trained more than 1100 coaches. They operate primarily in Australia and the Asia-Pacific regions, and their training is based on experiential, in-person methods that include intensive and interactive workshops, reflective learning tasks, practical experience, supervision, and membership in a "community of practice" for ongoing professional development. In addition to training independent coaches, the Institute also provides in-house training to assist organizations to develop their own internal coaching capability and culture. Training consists of three levels: Levels I and II focus on coaching theory and practice; Level III focuses on "metaskills" or a more advanced approach to coaching. Successful completion of all three levels leads to "accreditation" by the Institute. (In North America the term "certification" would be more accurate, since "accreditation" in North America is associated with organizations and not individuals.) As of 2007, the tuition for each level is $3000.00(AU) plus GST. Free introductory courses are available. For more information about current dates for courses (primarily in Melbourne and Sydney), consult their website. Additional contact information: Institute of Executive Coaching, Suite 203, Barrack House, 343 George Street, Sydney, NSW 2000; Tel: 61 2 8270 0600; email: coach@iecoaching.com Life Coach Institute was created by Dr. Shad Helmstetter, the author of several books including "The Gift: The Twelve Greatest Tools of Personal Growth and How to Put Them into Practice." This organization provides a home-study program "Personal Life Coaching System," and certifies participants. The training manual includes 52 sessions plus CD modules. The website states that "most graduates complete the full course in 1 to 2 weeks." (By press time, we weren't able to find out if they meant "1-2 years".) To gain certification, graduates participate in a one-on-one telephone interview with Dr. Helmstetter. The full tuition for the program as of April, 2007 is $3850.00. Additional contact information: email: lifecoachinfo@cs.com Real Balance Wellness Coach Mentoring was established by Michael Arloski, Ph.D., PCC, and provides one-on-one coach training to develop a health and wellness coach business, and assist therapists to move into coaching. Dr. Arloski is the author of "Wellness Coaching for Lasting Lifestyle Change" and a Professional Certified Coach (PCC). Additional contact information: Tel: (970) 568-4700; e-mail: wellness@realbalance.com
"The great end of education is to discipline rather than to furnish the mind; to train it to the use of its own powers, rather than fill it with the accumulation of others." ~ Tyron Edwards ~
JOIN THE PEER RESOURCES NETWORK Do you know someone who could benefit from becoming a member of the Peer Resources Network?
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Although you are receiving this free newsletter every 45-60 days, members of the Peer Resources Network receive a monthly newsletter, the Peer Bulletin, with additional information, practical tips, announcements, details about champions for coaching, discounts or special offers exclusively for members, funding opportunities and job openings in coaching and coaching research summaries every month. Do the quotes placed in this newsletter intrigue you? Would you like to know more about the people quoted or read more of what they have to say? Members of the Peer Resources Network receive links and more details regarding each quote when they receive the monthly Peer Bulletin. In addition Peer Resources Network members receive toll-free coaching and consultation for development issues as an additional benefit of membership. Members also have access to the online versions of Compass: A Magazine for Peer Assistance, Mentorship and Coaching. This magazine has become the only advertising-free, professional, peer-reviewed publication coaching, mentoring and peer assistance, and is filled with timely articles for coaches. Coach members of the Peer Resources Network can list their coaching services as well as any in-person training events or workshops they provide on the Peer Resources' website. Members are also eligible to receive complimentary copies of the latest top-level coaching books and resources. The Peer Resources Network is a non-profit organization and is sustained through memberships. The low fee for a one-year individual membership is $75.00 and the fee for an institutional membership, which allows up to five people to share a full membership, is $140.00 for a year. We even have a student rate of $32.10/year. For more details on the benefits as well as a secure online form to sign-up, go to <http://www.peer.ca/PRN.html>. As a bonus for readers of The Peer News who become members of the Peer Resources Network during May, 2007, we will send you at no additional cost a CD that contains the three past issues and the current issue of Compass: A Magazine for Peer Assistance, Mentorship and Coaching as well as the past 12 months of the Peer Bulletin. This CD is free to PRN members and will be sent by postal mail at no cost to any individual category member or the group leader of any institutional membership.
"Lots of times you have to join a parade in which you're not really interested in order to get where you're going." ~ Christopher Morley ~
The Coaching News is a copyrighted publication of Peer Resources, a non-profit corporation, located at 1052 Davie Street, Victoria, British Columbia V8S 4E3 Canada. All articles are written by Rey Carr unless otherwise indicated. Back issues of The Coaching News are available online at http://www.peer.ca/thecoachingnews.html. To subscribe or unsubscribe send an email to info@peer.ca. To learn more about the people quoted in this issue or to access more of what they have to say, consider becoming a member of the Peer Resources Network (PRN). Members receive a monthly newsletter 60-90 days earlier than The Coaching News that contains the same text plus additional articles not available in The Coaching News plus links to all quoted sources. Membership is fee-based and the benefits and features are listed at http://www.peer.ca/PRN.html.
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