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In coaching we talk about having a working balance in three areas of your life; Career / Family / Self Care.

The connected world has brought wonderful enhancements from “Hey Google” tell me everything to sharing magical family moments on social media.

What has being connected done to your area of Self-Care? Is there still self-care time in your life?

Sometimes we mix it up and convince ourselves self-care time is happening when we are alone using our devices. … Not so! … I postulate that self-care at its best is when the input we get is from inside ourselves; not the input from the outside screen.

When was the last time you really paused and connected inside of you?

Try it more often.  If you can truly connect inside for hours at a time good for you.  For most of us five, maybe ten minutes, is the best we can muster and daily is just not happening.

Now is a good time for self-care. No, no, I mean literally right now!! Just sit for the next 5 minutes and witness what comes up for you.  Muse at how long it takes before you bounce up and ‘do’ something or reach for the phone for FOMO (fear of missing out).  All that inner dialog is input from inside.  It is telling you what you are mentally and emotionally focused on.

Do you see the value of these 5 minutes yet?  Just imagine how conflicted and off balance a person would be if the input from their head was all about things to do, fears, time pressure and a bunch of “what-ifs”, when what they really desire emotionally is calm, rest and just being in the moment. What a gift they now have by learning what they are focusing on in each moment is the opposite of what they truly want in life.

Hmmmm, let’s check how balanced your inside input was today. How many of your thoughts were focused on something other than what you truly want for yourself?  Focused on what others need or even demand vs. what you need to fuel yourself to thrive and be your most powerful self?

Make 2019 the time to inner connect, listen deeply to yourself.  Set aside wi-fi and go for me-fi.

Me time … it really is all it’s cracked up to be. 

Take it up a notch.

Written by: Merv Rogers, MCC - Chief Coaching Officer at Coaching Out of the Box®

I don’t think anyone can argue that change is one of the biggest challenges facing leaders in today’s work environment. Work is changing. The workforce is changing. The model of a leader and a successful organization is evolving. Leaders are realizing more and more that, with the increasing rate and amount of change, there is a need for new tools to navigate the new normal. Leaders are discovering and turning to coaching.

Coaching has been around for decades but in recent years has seen unprecedented growth and a move into new areas within the organization and into new types of organizations. In the early days, coaching was more or less owned by ‘human resources’ or ‘personnel management’. Most often it was a tool employed by larger organizations and at a time when the organization was going through a major change or certain difficulty. It was also typically reserved for top executives. But all of that is changing. Oops, there is that word again. Coaching is permeating organizations at all levels and can be found in the largest companies and all the way down to the start-up. Why is coaching taking off? It is helping individuals and organizations not only adapt to change but thrive.

Why does coaching work so well in today’s environment? Coaching as part of a leadership style, or as we like to say, the coach approach to leadership, is a holistic method that can easily be adapted while at the same time producing desired and sustainable changes. Coaching in leadership is not a set formula but a flexible and adaptable tool that evolves with the ‘coach’, coachee and environment so that the approach and outcomes are never outdated. This new coach approach to leadership can be integrated throughout the organization and sustained for long-lasting positive change. Notice that I use ‘coach approach’ and put ‘coach’ in parentheses. There is a very important reason. You don’t have to be a certified or professional coach to learn and use coaching skills.

But, will coaching and the coach approach to leadership remain viable as we move into the next decade? To find the answer, I think one needs to look no further than the trends taking place in leadership.

As leaders and coaches, we must pay attention to trends and predictions to stay relevant. So, let’s start by checking in with some of the leadership authorities and their predictions for leadership of the future. As you read through the list, take notice of what this list tells us about how well coaching fits into leadership of today and the future.

Leadership Trends

Below are what some of the experts are seeing as trends in leadership.[1] Do you see the same trends? Do you see how well coaching fits with leadership of today and the future?

• Need for agility. Leaders and their organizations are becoming / must become more agile to survive and thrive. As leaders, it's important to adopt a nimble mindset and culture.
• Evolving leadership norms. The age range in the workforce will continue to expand. With the decrease of age-based seniority, leadership will be taken by the best person for the role and will likely shift frequently in an agile environment.
• Foster and sustain employee engagement. Leaders and organizations need to focus on soft skills such as emotional intelligence that have a strong impact on engagement and the effort employees put into communicating.
• Taking a holistic approach to human capital development. Helping employees thrive in all areas of their lives (not just work), will create more engagement, productivity and overall happier employees.
• Leadership empathy. Gen Y and Gen Z talent will continue to leave command-and-control cultures for collaborative workplaces. The ability to understand, relate to and be sensitive to employees, colleagues and communities will be paramount. We will see an even greater emphasis on listening, relating and coaching to drive effective leadership.
• A focus on individual growth. Leaders need to identify and build talent quickly. Helping employees reach their peak potential will be required to help the organization stay competitive and thrive.

Hopefully you’ve come to the same conclusion that I did – coaching and the coach approach to leadership is well positioned to help organizations and individuals thrive well into the next decade.

If you are interested in supporting long-lasting positive change through coaching, be sure to check out our recent webinar on this topic. If you are ready to try coaching out, a great place to start is our Using Coaching to Lead™. This is a hands-on class where you will learn what coaching is, how it is being used to transform the work environment and two coaching skills you can start utilizing immediately – in just 3 hours.

[1] Leadership Trends To Watch For From Now To 2022 accessed at https://www.forbes.com/sites/forbescoachescouncil/2018/08/21/leadership-trends-to-watch-for-from-now-to-2022/#70df3c936658 and 14 Leadership Trends That Will Shape Organizations In 2018 accessed at https://www.forbes.com/sites/forbescoachescouncil/2018/01/30/14-leadership-trends-that-will-shape-organizations-in-2018/#50ce4fe15307

 

I wanted to let you know about another coaching resource: The STaR Coaches Show. This is a series of podcasts, nearly 100 shows strong, that feature coaching experts on a wide variety of topics. I was recently invited as a guest to talk about Creating Organizational Impact Through Coaching Conversations, Episode #94.

You can listen to this podcast here.

In this podcast I share our experience working with three organizations to illustrate how leaders and managers are using coaching within their organizations to address challenges and, quite literally, transform individuals and teams. These are real organizations dealing with real challenges. In the podcast you’ll learn more about how and why these organizations turned to coaching and the results they achieved including;

• Challenges being faced
• Why they felt coaching was a good solution
• The approach used to bring coaching in
• Results being achieved

I also have a clarifying discussion about what it means to bring coaching to an organization. Contrary to what some think, this does not mean that every person must become a credentialed coach. Rather, everyone in the organization can learn coaching skills and have coach-like conversations. This puts the power of coaching in the hands of everyone.

Another important point covered is the ‘how’ organizations bring coaching in. I highlight three different organizations that used three different approaches; one primarily used external resources, another primarily used internal resources and the third used a blend of the two. The important point is that there are different approaches available and it is just a matter of finding the one that works best for your organization.

Regardless of the approach, the results seen are similar and powerful. These organizations are seeing improvement in;

1. Listening
2. Communication
3. Ability to give feedback
4. Conflict resolution
5. Relationships
6. Team communication
7. Ability to engage in solutions-based discussions and promote accountability

Listen to the entire podcast here. Be sure to check out the show’s other topics.

For more about our work with organizations, visit our webpage, view our guides and webinars or speak with our Program Advisor.

There are many options when it comes to finding a coach training program whether you are looking to become a coach or learn coaching skills. In fact, there are so many options it can be difficult to know which coach training program is the right one for you. This article provides important information and practical tips to help you sort through the multitude of options, so you can find the best program for you.

Where to start

Before starting a coach training program, it is a good idea to do your research, talk to your network and answer a few questions. First you need to determine what type of training you need, then how much training you should complete. You’ll also want to know your budget and timeframe. Knowing these upfront can help you narrow the choices down and streamline the process.

How do you become a coach?

What is required to become a coach? The short answer is, it depends. To more fully answer this question, it is helpful to first understand more about the coaching profession.  

The coaching profession is currently unregulated so there are no set requirements that one must meet before becoming a coach. It is up to the individual to determine how much and what type of training to complete. The exception, if you want to obtain a coaching credential such as the Associate Certified Coach (ACC) from the International Coach Federation (ICF) you will find very specific training requirements.

The amount and type of training needed to become a coach depends somewhat on your goals and the type of coaching practice you envision. Coaching is multidimensional and is best thought of on a continuum. On one end of the continuum are trained, professional coach practitioners who work as an internal or external coach. On the other end are individuals who want to learn core coaching skills to use in their profession. The type and extent of training needed can vary dramatically depending on where you are, or where you want to be, on the continuum. Get a better idea of the coaching continuum by looking at the figure below, courtesy of the International Coach Federation (ICF).

So, if there are no formal training requirements to become a coach, what training should be completed? While there are ‘coaches’ who have no formal training (not recommended), most practitioners as well as managers/leaders using coaching skills have gone through some type of training program. As you do your research you will find that a wide variety of coach training programs exist. Make sure you know the answer to the following questions;

• Is the program accredited from a professional coaching organization?
• Does the program satisfy some or all requirements for earning a coach certification or credential?
• Does the program offer approved coach specific training hours?
• Does the program offer Continuing Coach Education (CCE) credits?
• Is the training done in-person, virtually or a blend of the two?
• How many in-class and outside the classroom hours will be required?

What skills do you need to be a coach?

When most of us think of coaching, we think of someone who has excellent communication skills and the ability to inspire and motivate. But being a good coach goes much further. According to the ICF, coaches should possess the following core competencies;

1. Establishes ethical guidelines and professional standards
2. Establishes the coaching agreement
3. Establishes trust and intimacy with the client
4. A coaching presence
5. Active listening
6. Powerful questioning
7. Direct communication
8. Creating awareness
9. Designing actions, planning and goal setting and managing progress and accountability

How much does it cost to become a coach?

Of course, the answer to how much it costs to become a coach depends on your goals and the training path you decide to take. Factors that determine the cost of a coach training program include accreditation, duration and format. Costs for a coach training program typically range from a few hundred dollars for a single course up to $10,000 or more for an accredited, intensive, in-person program that meets the requirements for obtaining a coaching credential.

Do you need to be certified?

Currently the coaching industry is not regulated by any country or state and coaches are not required to have specific training or credentials. However, more clients expect their coach to have completed formal training / obtained a credential and more coaches are getting the coach specific training needed to meet this expectation.

If you are interested in a convenient, cost-effective coach training program connect with our Program Advisor or view our courses.

This is the second in my series on tips for tackling Coaching Challenges.

Today I want to talk about a common but very important challenge – coaching the poor communicator. Of course, communication can be written or verbal and many points in this article can apply to both, but the focus today is really on interpersonal verbal communication.

First, we need to help our coachee identify the barriers getting in the way of good communication. Once we understand the reasons for poor communication, we need to help them break down the barriers and start building a path that will lead to clear, open, honest and productive communication.

Let’s start with the definition. We all know what communication is but sometimes I think it is helpful to go back to the basics. So here are a couple of definitions;

• a process by which information is exchanged between individuals through a common system of symbols, signs, or behavior
• the imparting or exchanging of information or news
• means of connection between people or places

There are a few key words in these definitions; exchange and connection. When information is exchanged there must be a balance between giving and receiving. When communication works, there is a connection between the individuals involved. This gives us clues as to where we might focus when working with a poor communicator. Are they able to give and receive information effectively and in doing so make a positive connection? If not, where is the breakdown occurring? What is getting in the way and preventing them from being a good communicator?

Another aspect to consider is the goal of the communication. Common goals of communication are to;

• Inform
• Persuade
• Request
• Build relationships

It can be helpful to unpack this a bit. For example, is the coachee good when the goal is to inform but lacking when it is to persuade or build relationships?

After exploring the process of communication and goals it can helpful to do some discovery around the most common barriers to good communication.

This is one area where your questioning skills really come into play. Use your questioning skills to ask powerful coaching questions that will help you and your coachee identify the barriers that prevent them from communicating in a way that is heard and well received by their audience.

As you work through the process, look for clues to these 7 common barriers.

• Physical
• Perceptual
• Cultural
• Emotional
• Language
• Gender
• Interpersonal

Here’s an example of how you can use your questioning skills to break down the barrier or work through the process. Let’s say you identify that your client has emotional barriers, a common obstacle that gets in the way of open and honest communication.

Emotional barriers often involve fear, mistrust and suspicion. The roots of our emotional mistrust of others can be deep and long-standing. Often developed during childhood and then reinforced throughout our lives. Because of these emotional barriers people hold back from communicating or develop styles that are more closed, filtered and deceitful rather than healthy, open and honest.

Your success in this process will be based on your ability to not only ask excellent questions, but to ask them in a manner that is open, unattached and judgment-free. Asking not only the appropriate question, but in the appropriate way, is very important to the learning, living and communications process, especially for someone who is challenged by emotional barriers.

Here are 7 questions to get you started.

1. Are you aware your perspective may be limiting your success?
2. Do others feel safe sharing with you?
3. When you are unsure of something, how does that affect your communication style?
4. Is it easy for you to say what you think?
5. How well do you listen to people?
6. What one thing stands in your way?
7. What can you dump that you won’t miss?

If you’d like more suggestions for questions to help you tackle coaching’s biggest challenges or training to develop your questioning skills, we have three resources for you to check out.

365 Coaching Questions Booklet

Webinar on questioning and listening skills

5/5/5 Coaching Skills Training Program™