All Courses Now ACSTH Approved

by Coaching Out of the Box

It's Never Been Easier to Become a Professional Coach or Renew Your ICF Designation Through Coaching Out of the Box® Courses 

We at Coaching Out of the Box® are starting the New Year off with a bang and some exciting news for you: We are now officially a completely ACSTH approved program with the ICF. Whether you are wanting to become a Professional Coach or need to renew your credentials, all of our programs now contribute to your ICF educational requirements. We have so many engaging programs to choose from. We have some very popular classes starting soon, as well as new classes we are very excited to roll out for the first time. And an added bonus? Shhhhhh we are extending our early bird rates past the date listed on our website…they are now valid until the end of January.


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Powerful Questions

by Coaching Out of the Box


Powerful Questions

 Brilliant thinkers never stop asking questions.
Questions are such a powerful way of learning and connecting. They are catalysts, weapons, tools and much, much more.  That’s why we developed the 365 Coaching Questions booklet as a resource to help you develop your questioning skills. Think of the 365 Coaching Questions as jumping off points or catalysts for you. 

Categorized by topic, most of the questions can be adapted to fit different situations. We invite you to integrate them into your own voice and try out different questions in different situations. They’re a fabulous way to learn about yourself and others, and to start very unique conversations.
We were delighted when we heard that Coaching Out of the Box® Licensed trainer and Royal Roads Univeristy grad Carol Gabanna, has been using her 365 Coaching Questions booklet as a tool to inspire her daily journaling, so we asked her about it.

Carol, can you tell us about the unique way you’ve been using 365 Questions booklet?

CG: I’ve been using 365 Questions to provoke my thinking daily as I write in my journal.  I choose a question at random and that becomes the topic of the day – yesterday’s was “What do I need to be 100%?”  As you can imagine, that sent me off on an interesting journey.   
An interesting journey indeed! Can you share some other questions that have been interesting for you?
CG: Today’s question was “What two things am I willing to stop putting up with this month?”.  Well, it didn’t take me too long to identify Rational Ruth, that annoying voice inside my head that says, “That’s OK dear, you can go ahead and eat whatever you want!”  She talks so loud, I often don’t hear Healthy Hilda saying “Eat those veggies Carol, remember, you’ll feel better.”  I am definitely willing to stop putting up with that! 
And in the same vein of something I’d like to stop putting up with this month, there is Judging Judy, who says in a sneering and superior voice “They don’t get it!” when I’m working with clients.  It tires me out but I did discover that if I give her the elbow on the way by, I have more energy to try harder to understand where my client is coming from and to find different ways to explain things.
Using the 365 questions in this way is kind of like getting a box of Crackerjacks – you never know what the prize is going to be! I love how it inspires me in my daily writing and thinking.
And we love that you are being so creative in its application Carol!
Are you curious about asking yourself and others some new questions? Get your own copy here.
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Promoting a Coaching Culture

by Coaching Out of the Box

Promoting a Coaching Culture

Did you know that Coaching Out of the Box® has a Chief Culture Officer on staff? We caught up with Bruce McLeod to ask him about his role and why it’s such a unique and important part of the work Coaching Out of the Box® is doing today.
Hi Bruce! Thanks for chatting with us. For those who don’t know, what is a Chief Culture Officer? What do they do?

BM: At Coaching Out of the Box® we are passionate about creating long term sustainable change in our coaching work—we’re not interested in doing work that does not make a long term difference. My role is to see that the work we do is deeply integrated into an organization’s culture when we leave. As part of the initial discussions with a client, I assess the organization’s current culture to determine how coaching might best be introduced and supported in their unique environment.
I work with clients to help them understand the important factors to support the cultural change coaching brings and what systems impacts and changes they might want to consider to increase success. I promote the idea that coaching is a competency that if learned well, and introduced into the culture appropriately, will make SIGNIFICANT impact on the business AND that the impact can be measured with our Coaching Quotient™ Process (CQ).
Why did Coaching Out of the Box® feel that yours was an important role to have on staff?

BM: In the delivery of our flagship program to over 10,000 people around the world, we have seen many, many instances where a coaching culture really took root, and we have also had some situations where it didn't. In looking at what made the difference, it was very apparent that the organization’s culture and supporting systems were the key. Introducing coaching in a place where the organization is building a Culture by Design versus a place where there is a “Culture by Default”, made a real difference. I was brought on in part because of my understanding of organizational culture and the work I have done supporting the building of cultures for local, national and multinational companies. We’re proud that we are able to have "different conversations" with clients than most coaching training companies.
That’s right—you worked for several years as the Global VP of Human Resources for a multinational company. In your opinion, what qualities would make someone a good Chief Culture Officer?

BM: Experience in the world of organizational culture. A strong coach approach to working with clients – it’s all about asking and not telling. Good looking. Ha! Just kidding. 
For you personally, what's the best part of the job?
BM: There's nothing better than seeing companies fully integrate coaching into their larger system framework in such a way that lives are changed, businesses grow, employee engagement soars and people find and excel in their passions.
To learn more about Bruce’s work and how he can help you bring a coaching culture to your organization, reach out to him here.

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Coaching the Healthcare Industry

by Coaching Out of the Box

In recent years, Coaching Out of the Box® has done some large projects in the healthcare sector that have been particularly invigorating and interesting. We chatted with CEO Alison Hendren about working in the healthcare sector, and why she feels it’s so important that those in this field have coaching skills. 

Can you describe some of the work Coaching Out of the Box® has done with larger healthcare organizations?
AH:  So far our Flagship 5/5/5 Coaching Skills Training Program™ has been delivered to over 3,000 people who work in the healthcare sector. Participants have included leaders, managers, clinicians, physicians, disability management workers, nurses and more.
We have also delivered a shortened version of the program that included doctors located in Nigeria using our Virtual Classrooms. One of the participants, Dr. Talemoh Wycliff Dah, Senior Clinical Advisor in Ipas, Nigeria says the program had instant impact. He says: "I started using the concepts immediately after the first session. These are skills all our Clinical Mentors will need and the concept needs to be passed to all of them. Coaching Out of the Box® can sharpen any coach's skill in any walk of life."

Why are coaching skills so important for those in a healthcare environment?

AH:  Healthcare is a fundamental need for everyone and we all will experience the health care environment at some point in our lives.  Nurses, doctors and other various clinicians benefit hugely from receiving coaching and being supported to maximize the strengths and talents of each other and their teams.
We need to make it easier for people to be able to do their best work under demanding conditions. Back in 1999 we were exhibitors attending a large Healthcare conference in New Orleans that was made up of Chief Nursing Officers and we were blown away by the passion, commitment and EXHAUSTION of these wonderful people.  What could support them, what could possibly alleviate some of those demands, we wondered? We knew having coaching skills and experiencing coaching could make a difference.   
Bit by bit in working with these folks, we saw the difference using coaching skills made in their daily interactions. We’ve repeatedly been told how valuable learning coaching skills was for them.  For example, Lani deHek of the B.C. Nurses Union says: "On a personal note, the skills learned through this program have stayed with me and I have been able to apply them to both my professional and personal life. The capacity to ask coach-like questions has resulted in better listening skills and developing more trust and understanding with those we work with.”  

We hear time and again how much the 5/5/5 Coaching Skills Training Program™ has made a real impact for those folks in the healthcare sector. Currently it is embedded in the Leadership Development Program at BC Health and also Saskatoon Health's Leadership Development Program. We are so excited about this work and the potential and possibilities that it unlocks. Our vision is that it will one day be part of the education and training for all clinicians, physicians, specialists and healthcare workers worldwide. 

Hear what Maura Davies, President and CEO of Saskatoon Health Region has to say about how her team felt about taking the /5/5 Coaching Skills Training Program™ 

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What's In a Manager?

by Coaching Out of the Box

Whats In a Manager


What's in a manager? It turns out, a whole lot. A recent Gallup Study (2013 Q12 Gallup Study on Employee Engagement in the U.S.) found that of the approximately 100 million people in the U.S. who hold full time jobs: 

  • 30 million (30%) are engaged / inspired
  • 20 million (20%) are actively disengaged / quit and stayed
  • 50 million (50%) are not engaged / apathetic

So what the heck is behind those very dismal statistics? Well, it turns out that:

  • The 30 million (30%) who are engaged: "have great managers"
  • The 20 million (20%) who are actively disengaged: "have managers from hell who roam the halls spreading discontent."
  • The 50 million (50%) who are not engaged: "are not inspired by their work or their managers.

And it doesn't end there. The top 25% of the best managed teams had 50% fewer accidents and 41% fewer quality defects, in addition to incurring far less healthcare costs. The "managers from hell" are costing the U.S. an estimated $450 billion - $550 billion annually.

Wowza! Now imagine if your company could double the number of great managers and engaged employees? The Gallup study found that the 30 million engaged employees came up with most of the innovative ideas, new customers and have the most entrepreneurial energy. What an untapped powerhouse.

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