Peer Assistance | Mentoring | Coaching | Join the Peer Resources Network

The Coaching News
ISSN 1708-9026

(September 7, 2005)

	This free newsletter is only sent to subscribers and to those persons and organizations that are listed on the Peer Resources' website. We strongly support a privacy policy that prohibits sending unwanted email. If you wish your address to be removed from this list, please let us know. We do not sell or forward your address to any other source.

~ Anthony Robbins ~
(Who is this?)

FINDING THE BEST ANSWER TO WHAT I DO

How many times have you been in a situation where someone asks, "Who are you and what do you do for a living?" And how many times have you felt some awkwardness, frustration, discomfort, or lack of satisfaction in stating an answer? Evidently, this experience has been on the increase. In the past answers such as "doctor," "engineer," "teacher," "machinist," "writer," or "carpenter" were both sufficient and generally understood. Today, however, when the responses such as "business coach," "life coach," "certified coach," or other newly-coined terms are offered, they often result in adding a much longer description or explanation of what such a term means.

Communications experts have named that longer explanation the "elevator speech." Their recommendation is that it shouldn't take a person longer than the approximate thirty seconds to one-minute they might have in elevator to tell another passenger what it is that they do. But squeezing the various elements of what a person does for a living into just one-minute is much more difficult than it sounds. And if that one-minute ought to be free of cliches, slogans, jargon, or buzzwords, then the task may seem quite daunting.

In the June 8, 2005 issue of the Coaching Insider, Ken Winston Caine profiles a lively, interactive session from the 2005 Coachville Conference where the speaker challenged audience members to share with her a 30-second description (or "50-word mantra:) that revealed "Who are you?" Many people in the audience had the courage to try, but few succeeded in meeting the standard set by the speaker. Each person who bravely made the attempt was provided with some specific feedback about what was missing, what was too much, or what they needed to do to be more convincing. Audience members were clearly learning what was necessary and expressed their sympathy and frustration through groans as other members unsuccessfully took their turn at the mike.

While it might be easier to see or hear what might be wrong with someone else's attempt at creating an "elevator speech," constructing one for yourself is more difficult. However, at the same Coachville Conference, "Chicken Soup for the Soul" guru, Jack Canfield, provided audience members with some guidance as to how to create such a message. Richard Winfield of the Brefi Group attended the Coachville Conference and was familiar with Canfield's new book, co-written with Janet Switzer, about the 64 principles used by successful men and women throughout history. Richard was able to pull from his reading of the book a life purpose exercise that can help to develop an elevator speech. Here is Richard's application of Canfield's Success Principle 2, "Be Clear Why You're Here:"

1. List two of your unique personal qualities. (Richard used "enthusiasm" and "creativity.")

2. List one or two ways in which you enjoy expressing those qualities when interacting with others. (Richard used "to support" and "to inspire.")

3. Assume the world is perfect right now. What does this world look like? How is everyone interacting with everyone else? What does it feel like? Write your answer as a statement, in the present tense, describing the ultimate condition, the perfect world as you see it and feel it. Remember, a perfect world is a fun place to be. (Richard created this example: "Everyone is freely expressing their own unique talents. Everyone is working in harmony. Everyone is expressing love.")

4. Combine the three prior points into a single statement. (Richard created the following example: "My purpose is to use my creativity and enthusiasm to support and inspire others to freely express their talents in a harmonious and loving way.")

Richard's completed, less-than-ten-seconds answer to the question, who are you?: "My purpose is to use my enthusiasm and creativity to help people to discover and achieve their potential in a congruent and ethical manner."

References:
For additional help in crafting your own response to the question of "Who are you?", one of the best interactive books available is Jeffery Mayer's, Opening Doors with a Brilliant Elevator Speech. This book is available for $28.00 from: http://www.succeedinginbusiness.com/catalog/ElevatorSpeech.shtml.

The Jack Canfield and Janet Switzer book, The Success Principles: How to Get from Where You Are to Where You Want to Be can be ordered from: Amazon.com or Amazon.ca or Amazon.co.uk.

"The greatest good you can do for another is not just share your riches, but to reveal to them their own."

~ Benjamin Disraeli ~
(Who is this?)

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 include:

Registered Corporate Coach Training Seminar
September 19-20, 2005
Town Plaza Suites, 1843 W. Diehl Road, Naperville, Illinois
www.advantagecoaching.com
Tel: (800) 657-5904

Christian Leadership Coaching Summit
September 23-25, 2005
Sheraton Capital Center, Raleigh, North Carolina
www.valwoodcoaching.org

2nd Annual Professional Coaches Association of Michigan Conference
September 24, 2005
Kellogg Center, East Lansing, Michigan
www.michigancoaches.org
Tel: (246) 661-3451; Fax: (248) 788-9528
djchinsky@djcmanagement.com

International Coach Federation Australasian Regional Conference
September 29-30, 2005
Queensland University of Technology, Gardens Point Campus, Brisbane, Australia
www.icfaustralasia.com/
+61 2 4340 8871
admin@icfaustralasia.com

Second Australian Conference on Evidence-Based Coaching
October 7-8, 2005
University of Sydney, Sydney, Australia
www.psych.usyd.edy.au/coach
61 2 9351 6792
anthonyg@psych.usyd.edu.au

Second Annual Intrinsic Coach Conference
October 19-22, 2005
Scottsdale, Arizona
www.totallycoached.com/registration
(480) 515-5220
awilburn@totallycoached.com

International Coach Federation Annual Conference
November 9-12, 2005
McEnery Convention Center, San Jose, California
www.coachfederation.org

European Mentoring & Coaching Conference
November 30-December 2, 2005
Zurich, Switzerland
0114 225 5210
www.emccouncil.org

Peer Coaching in the Workplace
December 2, 2005
Victoria, British Columbia
Tel: 1.800.567.3700
info@peer.ca
www.peer.ca/trng.html

Coaching Psychology Conference
December 19-20, 2005
United Kingdom
www.coachingpsychologyforum.org.uk

Association for Coaching International Conference
March 24, 2006
Victoria Park Plaza, London (UK)
www.associationforcoaching.com
+44(0)1932 886570
ShereeITOcoach@aol.com

Psychology for Coaches Course
March 28-29, 2006 and April 5-6, 2006 (4 days)
Imperial College, University of London, UK
www.meylercampbell.com/psychology4coaches.html
+44(0)20 8460 4790
info@meylercampbell.com

Coachville Conference
May 8-13, 2006
New Orleans, Louisiana

For additional coaching events, go to http://www.peer.ca/coaching.html. To add an event, contact Rey Carr at rcarr@peer.ca.

"It is a fine thing to have ability, but the ability to discover ability in others is the true test."

~ Elbert Hubbard ~
(Who is this?)

SEVEN STUDIES 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 http://www.peer.ca/SearchB.html. Here are some recent additions:

Anonymous. (2004). Leadership development's softer side: Coaching helps overcome resistance to feedback. Strategic Direction, 20, 6, 21-23.

Managers often rise swiftly through the ranks on the basis of his or her technical ability only to find that, once they reach the top, these abilities pale into insignificance in comparison with the need for interpersonal and leadership skills. Such a problem is certainly not uncommon yet according to a recent study in the UK by Whitehead Mann Group, these senior executives are receiving little or no training in order to develop the necessary attributes.

Brennan, D., and Prior, D.M. (2005). The future of coaching as a profession: The next five years (2005-2010): A thought paper. Lexington, Kentucky: International Coach Federation.

A variety of thought leaders representing coaching associations, organizations and academic institutions replied to telephone interviews and email questions. This paper summarizes the viewpoints expressed, and although the participants were a diverse group, their responses, for the most part, are remarkably similar. With regard for the need to have a common definition of coaching, for example, the most of those interviewed believed that creating a universal definition of coaching was both futile and time-wasting. There was less agreement about the importance of universal standards, although most participants agreed upon the importance of standards having an empirical basis and inter-organization support. Several dangers to coaching were cited, including over promotion, incorrect labeling, incompetence, proliferation of unaccredited training, management consulting masquerading as coaching, and government intervention. Other questions asked in the study focused on how to create public confidence in coaching; funding for professional review of ethics, credentialing and accreditation; and a request to specify other key questions for future research. (A copy of this study is available to Peer Resources Network members.)

Carr, R. (2005). Membership changes at the ICF: Blessing or blunder? Victoria, BC: Peer Systems Consulting Group, Inc.

A change in membership requirements announced by the International Coach Federation in July, 2005 will have profound implications for coaching. This article examines the details of the proposed changes and analyzes them in terms of how they will impact the current role and influence of the ICF, how such changes illustrate challenges faced in the coaching field in general, and the relationship of the changes to key trends and issues in coaching. (This article is available in the Peer Resources' Coaching Directory. Be sure to select the "read only" button after download.)

Carr, R. (2005). Coaching statistics, facts, guesses, conventional wisdom and the state of the industry. Peer Resources: Victoria, British Columbia. (Available only to members of the Peer Resources Network.)

Gathering information about the value, the size of the industry, scope, fiscal practices, and research findings associated with coaching can be a daunting and time-consuming task. In addition, many of the sources of information are either unreliable or inaccurate. In this up-to-date compendium, a coaching industry expert combines his academic research skills, long-term engagement with coaching, and some detective work to compile virtually everything that is known about whether coaching provides a return on investment, the size, scope, and breadth of coaching around the world, the fees associated with coaching, and concrete figures about other areas. (Peer Resources Network members can download a copy of this document from the PRN password protected area.)

Lopez, S.J. and Snyder, C.R. (Eds.) (2003). Positive psychological assessment: A handbook of models and measures. Washington, DC: American Psychological Association.

This compilation of superb studies answers former Gallup CEO Donald Clifton's question of "What would happen if we studied what is right with people?" The articles in this book counter the dominance of the psychopathology and weakness-based uses of assessment and instead provide the most substantial foundation yet to much of the strength-based assessment work carried out by coaches, mentors and peer leaders. Dozens of tools and concepts including those that focus on optimism, hope, coping, interpersonal skill, emotional growth, quality of life, forgiveness, moral judgment, problem-solving, creativity, wisdom, courage, empathy, gratitude are provided with substantial scientific and research weight.

Peterson, D.B. and Kraiger, K. (2004). A practical guide to evaluating coaching: Translating state-of-the-art techniques to the real world. In J.E. Edwards, J.C. Scott & N.S. Raju (Eds.), The human resources program-evaluation handbook (pp. 262-282). London: Sage Publications.

This chapter shows how to design an evaluation that fits the specific coaching program in any organization. Such evaluations often assist executives to be persuaded to engage in or support coaching with actual evidence about impact and not just enthusiasm or reports or case studies from other organizations. In addition to providing specific tools for use in evaluating coaching, the authors summarize research on coaching effectiveness, including evidence that shows that coaches who rely on just one type of methodology (such as 360-degree feedback or other insight type interactions) are less likely to be effective. The authors identify three issues that must be addressed prior to conducting an evaluation: determining the purpose, creating the design, and noting what will reveal a difference. The key element of this chapter, however, is the five-step practical guide, where each step (lay the foundation, design the process, implement the process, analyze the data, and present the findings) is clearly detailed with explanations and examples. (The book which contains this chapter is expensive and is available from Amazon.com.)

Sharpley, C.F., Munro, D.M., and Elly, M.J. (2005). Silence and rapport during initial interviews. Counselling Psychology Quarterly, 18, 2, 149-159.

The authors examined fifty-nine, one-hour interview sessions to determine the way in which silence interacts with rapport. Results indicated significantly higher amounts of silence during minutes rated as very high in rapport versus those rated as low in rapport, and that counsellor-initiated but client-terminated silences were more likely to contribute towards rapport than silences that were initiated and terminated by the counsellor. The authors recommend that the use of silence be integrated into training programs, and that practitioners be encouraged and not intimidated or anxious about using silence during interviews.

"Well-timed silence hath more eloquence than speech."

~ Martin Tupper ~
(Who is this?)

WHAT'S NEW IN COACHING SCHOOLS

The number of coaching schools listed in the Peer Resources Coaching Directory currently stands at 186. Here are a few of the latest entries.

Professional Business Coaches Alliance (PBCA) - This private membership-based association, created by a full-time business coach, is founded on the idea that the majority of business coach training to date has been incomplete. PBCA emphasizes a combination of personal effectiveness fundamentals with business fundamentals, and their curriculum emphasizes strategies such as marketing, sales, customer service, human resources, leadership development, financial management, increasing profit margins, and systematizing the business. The training and membership in the PBCA includes live business coach training, access to specific coaching tools, on-going support (including coaching, weekly conference calls, and unlimited telephone and web support), and discounted programs with PBCA's strategic alliance partners. The first year fee is $5000 and includes ten days of intensive business coaching training, your own personal coach, unlimited support, community workshops, and a 100 percent money-back guarantee. (Their literature states that if participants "don't receive at least a 500 percent return" on their membership dues investment, PBCA will refund any or all of the dues investment.) Certification is available.

Worklife's Career Coach Certification Program - This organization, located in Sydney, Australia, provides three-day skill development programs for: mentors, HRM staff, career advisers, life coaches, job search trainers, out-placement providers, career program consultants, career development officers, intensive assistance case managers, occupational psychologists, and rehabilitation counsellors. Their curriculum focuses on changing attitudes from dependency to career self-resiliency, assessing the range of career development strategies and empowering resources; examining adult career aspirations; evaluating the effectiveness of career coaching efforts, and helping clients to engage in lifelong learning, career direction flexibility and enhanced employability.

Xavier University/Sherpa Coaching - Offered through the auspices of the Xavier University in Cincinatti, Ohio, this program is based on the book, "The Sherpa Guide: Process-Driven Executive Coaching." The authors of the book are also the program instructors. This is an in-person training that uses case studies and practical knowledge and follows the "Sherpa Process." This approach consists of six phases: Taking Stock, Global View, Destination, Charting the Course, Agenda, and The Summit. Courses includes Executive Coaching 101 (Basics) for 14 hours and $1,900; Executive Coaching 201 (The Sherpa Coaching Process) for 40 hours and $5,600, and Executive Coaching 102 (Coaching as a Business) for 14 hours and $1,900. Certification is available.

York University Schulich Executive Education Centre - This university-based organization in Toronto, Canada offers a variety of executive education courses, including a "Certificate in Coaching Skills for Managers and Supervisors." The course is a five-day, in-person seminar that helps managers and supervisors learn how to integrate what great coaches do to give each employee a sense that their work is meaningful and important. The course is divided into four modules: "Fundamentals of Coaching in a Work Environment," "Coaching and Mentoring Personal Skills Development," "Introducing a Coaching Program: The Start-Up Phase," and "Performance Strategies and Coaching." The fee for this course is $3295.00 plus tax.

The University of Texas at Dallas (UTD) School of Management has created an Executive and Professional Coaching Program. The program, which is delivered in a distance education format at the graduate level, offers two inter-related tracks: one designed for professional development where participants enroll in specific learning modules, and a second track for persons who want to attain a certificate in executive and professional coaching. Credit for coach specific training taken at other ICF accredited programs or accredited universities can be transferred to the UTD program. Successful completion of the certificate program includes 140 hours of instruction, a coaching practicum supervised by an ICF-certified MCC, and a certification examination. Former ICF President, Judy Feld, MCC, is the Program Manager for this educational venture.

Creativity Coaching Association is directed towards helping people coach artists, writers, and creators. Training is typically by e-mail and a 16-week course is offered twice a year by Eric Maisel. A separate "Muse Leadership" training, which is a three and one-half day intensive, in-person course is also available.

Karlin Sloan and Company is an organization provides a five-day training, "Developing Leadership and Integrity," that yields practical coaching skills for executive development. It is designed for HR and OD professionals and for coaches and consultants working in the corporate world.

Curtin University of Technology is a Western Australia university that offers a single course in coaching, "Psychology of Coaching Fundamentals." This is an in-person course offered in the School of Psychology. (Curtin University is named after a former Prime Minister of Australia who served the country during WWII. Their main campus is located in Bentley, just south of Perth.)

Advantara International Executive Coach Training Institute is geared toward those making a transition into coaching from other professions such as management, human resources, and therapeutic disciplines. Founded by Senior Global Executive Coach Hannah S. Wilder, this advanced, virtual training program is designed to develop executive coaches working in the global environment and is based on principles of mindfulness and sustainability.

Kaplan University, owned by the Washington Post, offers an Executive Coaching Certificate designed to provide the knowledge and skills needed to "enter the field as a professional coach to senior managers." Courses are described on their website. This is an online, self-study program that takes approximately 12 months with a program tuition (in 2005) of $3,295.00U.S.

Western Seminary is a graduate level program that uses well-known, experienced coaches with MCC credentials to teach their core courses. Courses can be taken to obtain a Master of Arts in Specialized Ministry (60 hours) or a Graduate Studies Certificate (16 credits) or Diploma (30 credits). The curriculum is aligned with the standards of the International Coach Federation (ICF) for those who wish to pursue certification through the ICF. The Seminary is accredited by the Northwest Commission on Colleges and Universities, the acknowledged authority on accrediting academic programs, and the Association of Theological Schools, the primary body for accrediting theological schools. Courses are delivered in an in-person format in Portland, Oregon and San Jose, California. Tuition is based on a per credit hour fee and the total tuition includes other fees.

San Diego State University Professional Certificate in Coaching for Organizational Effectiveness is a two-year, in-person program that includes a final examination based on the competencies specified by the International Coach Federation. Participants with minimal experience in executive and business coaching are required to take a fundamentals course prior to going on to the other course options. Total tuition is not stated, but the fee for basic course is $350.00U.S.

The Resource Academy (Resource Realizations) provides training with Master Coaches and Facilitators who lead a curriculum based on ontological and experiential learning. A 10-month curriculum, called Quantum Coaching I, consists of five 3-day weekends and a total of 150 hours with video and case studies reviews. Between-weekend work is completed in study group session, teleclass, case study reviews and web based presentation. A Certified Performance Coaching (CPC) certificate is earned based on completion of 80 hours client work, an oral exam, testing and completion of all course materials. The Quantum Coaching 2 curriculum focuses on such areas as family coaching certification, business/executive coaching, and marketing tools to develop a successful coaching practice. Courses are delivered in-person in Tempe, Arizona. Tuition is $5,800U.S.

Dream Coach, Inc. offers a content-specific, seven-day, in-person coaching program that has been developed and delivered by Marcia Wieder, America's Dream Coach, for close to 20 years to over 100,000 people. Participants learn a 10-step process including working with intention, integrity, purpose/passion, dreams, doubts, obstacles, beliefs, creating personal practices, strategies and team building. The structure of the program attracts both seasoned coaches seeking new tools and new coaches. At the end of seven days, participants who graduate are Certified Dream Coaches. There is also a Dream Coach Group Leader program offered once a year. Graduates receive 45 CEU's toward ICF accreditation. Typically offered in January and August in the San Francisco Bay Area. Tuition is $2950 US. (A 10% discount is provided to members of the Peer Resources Network.)

Coachingdevelopment offers a 20-day, in-person, experiential training program incorporating ICF core competencies and material from Transactional Analysis and NLP. The leaders make no distinction between people in their personal and professional lives and their primary focus is to develop and refine inherent interpersonal skills such as perceptive and empathic listening and questioning. Participants qualify for a Letter of Attendance and with additional written course work participants qualify to receive a Certificate of Coaching Skills. A Diploma in Coaching, which is described as being "fully accredited by ICF," is provided if participants engage in additional course work and take an examination. An additional two months is necessary for presentation of written work for the Certificate, and for the Diploma a total period of 24 months is necessary for completion of additional practice hours, supervision and examination. Trainings take place in London, UK and Ireland. The tuition is £2900 + VAT.

"Do not confuse motion and progress. A rocking horse keeps moving but does not make any progress."

~ Alfred A. Montapert ~
(Who is this?)

The Coaching News is a copyrighted publication of Peer Resources, 1052 Davie Street, Victoria, British Columbia V8S 4E3 Canada. All articles are written by Rey Carr unless otherwise indicated. Back issues are available online at http://www.peer.ca/thecoachingnews.html. To subscribe or unsubscribe send an email to info@peer.ca.
.