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Peer Assistance | Mentoring | Coaching | Join the Peer Resources Network
The Coaching News
ISSN 1708-9026
(September 11, 2006)
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TOPICS:
- Goal-Free Living Challenges Goal-Setting Traditions
- Use Peer Coaching to Prevent Becoming Unglued
- Attend Any of 29 Coaching Conferences or Events
- Eleven Studies to Guide Coaching Practice
- What's New in Coaching Schools and Coaching Associations
- Special Report on Coaching Summit Now Available
- Join the Peer Resources Network
- Subscribing and Unsubscribing to Coaching News
GOAL-FREE LIVING CHALLENGES GOAL-SETTING TRADITIONS
Stephen M. Shapiro
Success and happiness are unarguably our Holy Grails, but the standards taught to find them are all wrong. We have been brainwashed into believing that the only way to achieve this elusive combination of success and happiness is through setting goals. This is simply not true. In fact, goal-setting is often the shortest route to discontentment. Fifty-eight percent of those I surveyed say that they are consciously sacrificing today's happiness in the belief that achieving their goals will bring fulfillment. Sadly, 41% say that each goal achieved brings little, if any, satisfaction, despite all the hard work. So, what do they do? They set another goal. This creates a perpetual cycle of sacrifice and disillusionment. What is the solution?
After interviewing hundreds of people and surveying thousands I discovered that the most passionate, creative, and sometimes wealthiest people live free from the burden of traditional goals. Instead, they have mastered the rare skill of enjoying "now" rather than delaying gratification until the future.
Goals are not inherently bad, but many individuals have an unhealthy relationship with their goals, distorting this potentially helpful tool into a surefire recipe for failure. Why?
• Quite often, the goals we chase are not our own. Fifty-three percent of those I surveyed believed that they are living their lives in a way that satisfies others more than themselves. Whose life are you living?
• Goals can cause you to lose your peripheral vision. When you focus on your goals, you are cutting off potentially greater opportunities from emerging.
• Goals set you up for failure, said 74% of those surveyed, conceding to disappointment and dissatisfaction when they are unsuccessful in achieving their goals. In fact, 92% failed to achieve their New Year's resolutions. That is a lot of discontentment.
• Goal-Free Living is liberating. It opens new possibilities typically hidden from sight. We often associate goals with our career. While that is a big aspect of our lives, Goal-Free Living applies to all areas of life, from dating to business.
• Dating. When you are on a date, do not worry about the next date. Instead, just enjoy the other person's company...for that moment. You will come across as being more genuine and less desperate, and ironically, this increases your chances of getting that second date.
• Vacationing. When on a vacation, instead of planning every minute of every day, try venturing out into an area not in your guidebook. You may discover some hidden gems. You will feel less hurried and more relaxed. Isn't that what a vacation is all about?
• Meetings. When you attend a business conference, stop focusing on what you will get out of it and how you will use it. Rather, concentrate on just being there and soaking in as much as possible. Incredïble opportunities show up when you are unburdened and not blinded by myopic goals.
When you are doing something, ask yourself: 'Why am I doing this?' If you have a reason--other than just to be there--then you may have a goal. While it is quite acceptable to have a particular interest in an outcome, do not let that specific focus become so dominant that it blinds you to other opportunities.
How does one embark on a more goal-free life? During my travels around the world and after hundreds of interviews I discovered eight secrets for living goal-free.
1. Use a compass, not a map--have a sense of direction (not a specific destination), and then "meander with purpose."
2. Trust that you are never lost--every seemingly wrong turn is an opportunïty to learn and experience new things.
3. Remember that opportunïty knocks often but sometimes softly--while blindly pursuing our goals, we often miss unexpected and wonderful possibilities.
4. Want what you have--measure your life by your own yardstick and appreciate who you are, what you do, and what you have...now.
5. Seek out adventure--treat your life like a one-time-only journey, and revel in new and different experiences.
6. Become a people magnet--constantly attract, build, and nurture relationships with new people so that you always have the support and camaraderie of others.
7. Embrace your limits--transform your inadequacies and boundaries into unique qualities that you can use to your advantage.
8. Remain detached--focus on the present, act with a commitment to the future, and avoid worrying about how things will turn out.
For each of these secrets, there are a number of tips for implementing the concept. Here are a few you can try today.
• Set "themes," not "resolutions"--rather than set a resolution, that is, a goal, choose one word to describe your next year. Choose something that is bold and inspires you. Instead of losing 10 pounds, you could choose "health." "Relationships"--in the broadest sense--may work better for you than "finding a boyfriend." Any word will do: "grace," "adventure," "serenity," or "play," for example.
• Use "could do" lists rather than "to do" lists--"to do" lists tend to be draining as they are the things you feel you must do. "Could do" lists contain those things that you want to do that inspire you. They keep possibility in front of you. Keep your list of "could do" items large and your list of "to do" items small.
• Change your filter. One creative way to "seek out adventure" is to make believe you are another person--an artist, a musician, or a doctor. It doesn't matter, as long as it is someone other than you. When you live your normal day standing in the shoes of someone else, you will see things you have never seen before.
• Appreciate the whole spectrum of life. Create contrasts to help you appreciate where you are right now. Sleep in a tent and sleeping bag versus always staying in a five-star hotel. Volunteer for a charity. Take the bus to work. Eat at a greasy spoon diner. Swap jobs with someone with a less glamorous assignment for a week. Experience the whole spectrum of life.
The origin of the word "goal" comes from the Old English word for "obstacles" or "hindrance." In order to achieve a goal, you must work hard to overcome these barriers and roadblocks. Conversely, the origin of the word "aspiration" is the same as the Latin word for "spirit" and "inspire," which means "to breathe into" or "panting with desire." Barriers or inspiration. Which would you prefer?
About the Author:
This article was written by Stephen Shapiro, a contributing author to 101 Great Ways to Improve Your Life, edited by David Riklan. Stephen has inspired people in 27 countries with his speeches on creativity and innovation. His latest book, Goal-Free Living: How to Have the Life You Want NOW!, was the cover story in O, The Oprah Magazine. Go to http://www.GoalFree.com and http://www.24-7Innovation.com for more information. Stephen is available as a motivational speaker, a scuba diving partner, a wine taster and a tenor sax player. This article was reprinted with his permission and also appeared in the Self-Improvement Newsletter.
"I want a busy life, a just mind, and a timely death."
~ Zora Neale Hurston ~
(Who is this?)
USE PEER COACHING TO PREVENT BECOMING UNGLUED
Have you ever encountered persons who, when you greet them, express a mountain of complaints or negative thoughts? Or maybe you are weary of peers who continually express cynicism, put-down jokes, or criticize co-worker efforts? Maybe you work with a peer who has a "chip on the shoulder," who typically starts a conversation as appreciative, but winds up being argumentative. A recent study revealed that a majority of workers feel "burned out" on the job and that dealing difficult co-workers was their greatest source of stress.
Rather than just ignoring or putting-up with such toxic comments, consider using a simple model of peer coaching. The model consists of four parts and is based on the work of Katherine Crowley and Kathi Elster as described in their new book, "Working With You is Killing Me."
First, unhook physically from the situation. Go for a walk or some other type of physical exercise; calm your body, focus on breathing deeply, and scan your body for tension.
Second, unhook mentally. Begin to consider some options by conducting a brief inventory of the situation. "What are the facts of the situation?" "What dynamics are operating?" "What's my part in this situation?" "What are my options?" Maybe by not speaking out or not being honest previously, you have contributed in some way to the current situation.
Third, unhook verbally. Finding a way out of the emotional trap is essential. Rather than just reacting, build a bridge to the other person by finding the words to let the other person know what you are experiencing. One way to do this might be to use the self-coaching questions developed by Rey Carr: 1) What is the BEST thing that can happen today? 2) What is the WORST thing that can happen today? 3) What can you do today to make sure that the BEST thing does happen? and 4) What can you do today to make sure that the WORST thing doesn’t happen?
Finally, unhook with a business tool. Once discussion has taken place, the goal is to stabilize and depersonalize the situation. This can often be accomplished by implementing a tool that tracks events or assesses performance. Weekly meetings, for example, can be used to stay in contact. The authors of "Working With You is Killing Me" provide a variety of examples of tools to use to create boundaries, separate yourself from unacceptable roles, deal with a variety of "fatal attractions," and other unhealthy situations.
Reference:
Crowley, K. and Elster, K. (2006). Working with you is killing me: Freeing yourself from emotional traps at work. Lebanon, IN: Warner Business Books. (This book can be ordered from Amazon.com, Amazon.ca or Amazon.co.uk
"In any moment of decision the best thing you can do is the right thing, the next best thing is the wrong thing, and the worst thing you can do is nothing."
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:
Annual Coaching at Work Conference
September 12-13, 2006
The Hurlingham Club, Ranelagh Gardens, London, United Kingdom
www.cipd.co.uk/coach/
+44 (0) 20 8612 6200
Mentoring and Coaching Skills for Managers
September 15, 2006
Courtyard by Marriott, Jersey City, New York
www.paamentoring.com
(800) 648-0543 or (312) 648-0849
info@perrone-ambrose.com
College of Executive Coaching Training Program
September 15-17, 2006
Embassy Suites, Burlingame, California
www.executivecoachcollege.com
(888) 764-8844
Theories & Concepts of Executive Coaching with Mary Beth O'Neill
September 25-26, 2006
The Harbor Club Seattle, 801 Second Avenue, Seattle, Washington
www.mboExecutiveCoaching.com
(206) 529-1517
International Consortium for Coaching in Organizations (ICCO) Coaching Symposium
October 5-6, 2006
New York City
www.coachinginorganizations.com
Mentoring and Coaching Skills for Managers
October 6, 2006
161 North Clark Street, Chicago, Illinois
www.paamentoring.com
(800) 648-0543 or (312) 648-0849
info@perrone-ambrose.com
2nd National Congress on Coaching
October, 2006
Madrid, Spain
www.congresonacionalcoaching.com/
The Art of Mindful Coaching
October 16-18, 2006
Bend of Ivy Lodge, Asheville, North Carolina
septetcoaching.com/retreats.html
(828) 254-2021
silsbee@septetcoaching.com
College of Executive Coaching Intensive Training Institute
October 16-22, 2006
Santa Barbara, California
www.executivecoachcollege.com/calendar.htm
(888) 764-8844
training@executivecoachcollege.com
Congreso Nacional de Coaching
October 20-21, 2006
Hotel Boston de Zaragoza, Zaragoza, Spain
www.congresonacionalcoaching.com/
Tel: 629538890
Executive Coaching Summit VIII
October 30-31, 2006
Renaissance Grand Hotel, St. Louis, Missouri
www.executivecoachingsummit.com
Chuckberke1@yahoo.com
International Coach Federation Conference
November 1-4, 2006
Renaissance Grand Hotel, St. Louis, Missouri
www.coachfederation.org
(888) 423-3131 or (859) 219-3580
conference@coachfederation.org
European Mentoring and Coaching Council (EMCC) Conference
November 1-3, 2006
Radisson SAS Hotel, Cologne (Köln), Germany
www.emccouncil.org
Tel: +44 (0)20 8386 5304
lenora.jones@emccouncil.org
Coaching and Mentoring
November 6-7, 2006
Sauder School of Business, University of British Columbia, Vancouver, British Columbia
www.sauder.ubc.ca/exec_ed
(604) 822-8455 or (800) 618-3932
exec.ed@sauder.ubc.ca
Association for Coaching Conference 2006
November 10, 2006
Radisson SAS, Edinburgh, Scotland
www.associationforcoaching.com
Tel: 0131 226 5757
Art of Mindful Coaching Graduates Advanced Retreat
November 13-15, 2006
Bend of Ivy Lodge, Asheville, North Carolina
www.dougsilsbee.com/training/retreats
(828) 254-2021
ds@dougsilsbee.com
The Coaching Leaders Certification Program
November 13-15, 2006
Boston, Illinois
www.linkageinc.com/learning_events/training/workshops
(781) 402-5555
Mentoring and Coaching Skills for Managers
November 17, 2006
21st & M Street, NW, Washington, DC
www.paamentoring.com
(800) 648-0543 or (312) 648-0849
info@perrone-ambrose.com
The Effective Coach
November 20-21, 2006
The Regency Hotel, South Kensington, London (UK)
www.mast.co.uk
01628 504919
simon.oak@mast.co.uk
Peer Coaching in the Workplace
December 1, 2006
www.peer.ca/trng.html
(800) 567-3700 or (250) 595-3503
rcarr@peer.ca
College of Executive Coaching Intensive Training Institute
December 4-9, 2006
Las Vegas, Nevada
www.executivecoachcollege.com/calendar.htm
(888) 764-8844
training@executivecoachcollege.com
Mentoring and Coaching Skills for Managers
December 8, 2006
161 North Clark Street, Chicago, Illinois
www.paamentoring.com
(800) 648-0543 or (312) 648-0849
info@perrone-ambrose.com
First International Conference of the Special Group in Coaching Psychology
December 18-19, 2006
City University, London, United Kingdom
www.coachingpsychologyforum.org.uk
Tel: 01344 319544
sgcpcomm@bps.org.uk
College of Executive Coaching Intensive Training Institute
January 22-27, 2007
Boca Raton, Florida
www.executivecoachcollege.com/calendar.htm
(888) 764-8844
training@executivecoachcollege.com
Seminar at Sea for Coaches with Patrick Williams and Lynn Meinke
February 4-12, 2007
On board cruise ship that travels to Colon, Panama, Limon, Costa Rica, Belize
www.mindbodytravel.com/cruises/williamsgroup_2007.htm
(800) 874-1996 or (310) 546-962
Coaching and Mentoring
February 5-6, 2007
Sauder School of Business, University of British Columbia, Vancouver, British Columbia
www.sauder.ubc.ca/exec_ed
(604) 822-8455 or (800) 618-3932
exec.ed@sauder.ubc.ca
Coaching and Mentoring
April 10-11, 2007
Sauder School of Business, University of British Columbia, Vancouver, British Columbia
www.sauder.ubc.ca/exec_ed
(604) 822-8455 or (800) 618-3932
exec.ed@sauder.ubc.ca
Worldwide Association of Business Coaching (WABC) Business Coaching Conference
May 18-19, 2007
Marriott Pinnacle Hotel, Vancouver, British Columbia
www.wabccoaches.com
info@wabccoaches.com
Third Annual Association for Coaching Conference
October, 2007
www.associationforcoaching.com
ktulpa@associationforcoaching.com
International Coach Federation Conference
October 31-November 3, 2007
Long Beach, California
www.coachfederation.org
For additional coaching events, go to http://www.peer.ca/coaching.html. To add an event, contact Rey Carr at rcarr@peer.ca.
"You only live once. But if you work it right, once is enough."
~ Fred Allen ~
(Who is this?)
ELEVEN 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:
Berman, W.H. and Bradt, G. (June, 2006). Executive coaching and consulting: "Different strokes for different folks". Professional Psychology: Research and Practice, 37, 3, 244-253.
Frustration with the politics and economics of traditional mental health care has led many psychologists to consider shifting to or adding executive coaching as a core competency in their practices. Experience with work-related issues in clinical practice makes this appear to be a logical extension of traditional clinical and counseling work. There are many types of executive coaching and consulting, however, and only some of these relate to traditional mental health services. The authors propose a four-category model of executive coaching defined by the intersection of focus (business vs. personal) and technique (brief-directive vs. extended-Socratic). Developmental coaching, which addresses long-standing behavior problems in both personal and work settings, is most likely to fit with traditional psychological training. Training or experience in the upper levels of the business world is essential to developing the capability to help corporate leaders with a broad range of needs and situations in which they find themselves.
Eckberg, J. (February 19, 2006). Executive coaching moves from trend to new discipline. Colleges establishing standards, certification. Cincinnati Enquirer (Sunday Business Feature).
This articles profiles the work of Sherpa Coaching to establish executive coach programs at the Xavier University, the University of Cincinnati, the University of Louisville, and Kent State University. Executive education is growing to include a greater emphasis on coaching because of the demand for executive coaches from local businesses, the value leaders receive from the training, and the beneficial revenue stream for the universities involved. (For more information about Sherpa Coaching and their most recent schedule of coach training at Penn State or the University of Louisville, go to: http://www.sherpacoaching.com)
Ezell, A. and Bear, J. (2005). Degree mills: The billion-dollar industry that has sold over a million fake diplomas. New York: Prometheus Books.
When I wanted to find the best university options to pursue my doctoral work, I found the original version of this guide exceptionally valuable. This current guide is much more comprehensive and will assist consumers to distinguish between scams and legitimate sources for degrees and certificates. Many coach training schools, including those with "accredited status" would probably not pass the book's checklist: "92 Things Bad and Fake Schools Do to Mislead People." Available from Amazon.com, Amazon.ca, or Amazon.co.uk
Francis, L., and Milner, J. (March/April, 2006). Champions of potential: Life coaching for older adults. The Journal on Active Aging, 5, 2, 70-77.
The authors provide details about the connection between wellness coaching, health coaching, fitness coaching and life coaching. They describe how a life coach works, provide a sample session, explain how life coaching can help organizations as well as individuals, provide suggestions about how to use life coaching, and provide a number of resources and references.
Luongo, M.T. (June 6, 2006). Skilled traveler? Good coach. The New York Times Online - [Retrieved June 8, 2006 from http://www.nytimes.com/2006/06/06/business/06coach.html?pagewanted=print]
Now there are travel coaches; that is, coaches that can help plan travel to make it more efficient, less tiring and more productive as well as actually travel with you on that business trip. The article provides snippets of comments from both coaches and clients. The International Association of Coaches is mentioned. Fees for coaches are quoted as being in the range of $500 to $3500 or more a month for three to four one-hour sessions, in person or over the phone. A coach who travels with clients is quoted as saying that fees can be $900 to $3500 a day plus travel expenses, or $275 an hour if by phone.
Orenstein, R.L. (Spring, 2006). Measuring executive coaching efficiency? The answer was right here all the time. Consulting Psychology Journal: Practice and Research, 58, 2, 106-116.
The author shows that executive coaching efficacy can be measured empirically. She describes the application of an empathy questionnaire instrument to executive coaching. The findings support the hypothesis that the coaching client would be rated as changing most the behaviors directly related to stated coaching objectives; next, behaviors indirectly related to objectives, and least, behaviors not addressed in coaching. It concludes by considering the inextricability of sound practice and sound measurement.
Pascall, B.W. (April, 2006). No new trends in human resources. Institute of Professional Management Members Quarterly, 4, 2, 3.
The president of the IPM comments on various trends in human resources and concludes that coaching, while a new aspect of HR, is basically "consultants trying to tap into a lucrative executive load." He believes that an interest in coaching will last as long as "individual expresso machines in the high tech bubble." Author's email: pascal@workplace.ca
Rock, D. and Schwartz, J. (Summer, 2006). The neuroscience of leadership. strategy+business Online [Retrieved June 15, 2006 from http://www.strategy-business.com/press/freearticle/06207].
Breakthroughs in brain research explain how to make organizational transformation succeed. The authors, an experienced coach (Rock) and psychiatrist (Schwartz) reveal how brain research results contradict some traditional theories of leadership and change and why change efforts are often resisted. Their explanations based on cognitive science also provide considerable weight to what good coaches and mentors practice and how those expectations often shape reality rather than reality shaping expectations.
Turner, C. (May/June, 2006). Ungagged: Executives on executive coaching. Ivey Business Journal Online. [Retrieved June 8, 2006 from http://www.iveybusinessjournal.com/]
The author is an executive with a Toronto-based coaching company, and was concerned that while coaching is increasingly touted as valuable by coaches, too little information about coaching is available from those executives actually coached. She interviewed coached executives from a variety of industries; however, no details about her methodology are included. The focus of her semi-structured interviews was on what the executives perceived as the benefits of coaching. Her results, which are discussed in detail, revealed five key benefits: continuous one-on-one attention; expanded thinking through dialogue with a curious outsider; self-awareness and identifying blind spots; personal accountability for development; and just-in-time learning. Two problems were also identified: coaches provide too little information about their procedures; and coaches often fail to provide continuity between sessions (not providing an opportunity to pick-up where they left off). Only one executive mentioned coach training and certification as important; most believed that the quality of the relationship, challenging questions, active listening, and accountability were more important factors in helping them to achieve their goals.
Wasylyshyn, K.M., Gronsky, B., and Haas, J.W. (Spring, 2006). Tigers, stripes, and behavior change: Survey results of a commissioned coaching program. Consulting Psychology Journal: Practice and Research, 58, 2, 65-81.
A survey focusing on the effectiveness of a coaching program commissioned by a global company for high potential employees who wanted to develop their emotional competence revealed that learning and behavior change among program participants was sustained over an extended period. Successful outcomes appeared to be related to the careful scrutiny of program participants, a collaborative model, an insight-oriented coaching approach, and persistent efforts to brand the program as a developmental resource. This work also indicated areas of continued opportunity for consulting psychology to include: the developmental branding of coaching initiatives, the need for early career coaching, ways to connect coaching results to existing HR practices, how to deliver high impact coaching in cross-cultural settings, and the critical need for empirical research in the areas of coaching and organization-based consultation.
Wong, J.Y. (Summer, 2006). Strength-Centered Therapy: A social constructionist, virtues-based psychotherapy. Psychotherapy: Theory, Research, Practice, Training, 43, 2, 133-146.
The author describes Strength-Centered Therapy, a new therapeutic model based on the positive psychology of character strengths and virtues as well as social constructionist perspectives on psychotherapy. In addition, the theoretical assumptions, applications, and limitations of Strength-Centered Therapy are discussed. It is argued that Strength-Centered Therapy might contribute to the revival of character strengths and virtues in psychotherapy. This therapy model brings psychotherapy closer to the foundations of coaching.
"People seldom become famous for what they say until after they are famous for what they've done."
~ Cullen Hightower ~
(Who is this?)
WHAT'S NEW IN THE COACHING WORLD
With 229 coach training organizations to choose from and more than 50 varieties of certification available in the coaching field, what was once a relatively easy decision has become infinitely more complicated.
In addition, with the upcoming changes in membership requirements planned by the International Coach Federation, other organizations are forming or expanding to accommodate the anticipated number of qualified coaches who will be seeking an alternative for professional association.
Here are a few of the latest entries to the Coaching Schools and Training Organizations Directory and details on new coaching associations.
Lifestyle Coaching Institute provides core competency coach training for health and fitness professionals. Four levels of training are available. Instruction is provided through teleclasses, delivered through two, one-hour classes per week for three months for a total of 24 hours (Level I); and 24 ninety-minute sessions for a total of 36 hours (Level II). The tuition for Level I is $995.00 (plus tax) and includes a manual and 24 hours of interactive instruction; tuition for Level II is $1395.00 (plus tax). Upon completion of Level II and completion of graduation requirements, successful participants will be able to use the designation of Licensed Level Two Lifestyle Coach.
The Coaching Supervision Academy in Great Britain specializes in coach supervision and also provides training for coaches in how to supervise other coaches. They provide a two-day training for senior and executive coaches who wish to use supervision in a peer learning context. They also provide a number of other courses to help coaches develop advanced skills (metaskills) such as developing a coaching presence, building the internal supervisor, working with difficult client situations, building boundaries, psychology of relationships, group coaching, and masterful interventions. Individual one-hour sessions are £70 for individuals; £100 for corporate; group telephone sessions are £180 for a series of six 1.5 hour sessions; live group sessions are £70 for three hours; and a one-day training that includes two trainers is £2200 (all fees are in pounds sterling)
Executive Coach Japan provides advanced training for coaches who would like to expand their skills, and senior managers who want to integrate coaching techniques in their management style. Courses are available in systems thinking, emotional intelligence, cross cultural management and communications skills. The courses are based on the principles of Accelerated Learning, a methodology that approaches learning as a whole mind/body experience. Courses combine content from best practice coaching models, books and articles, discussion of models and techniques, and include practice sessions with case studies and real time examples from the facilitator and the participants themselves. All advanced courses have been certified by the Japan America Institute of Management Science (JAIMS). Graduates receive a certificate of completion from JAIMS. Fee information is not available on their website.
Professional Christian Counseling & Coaching Academy provides a 12-week accelerated certification program or 26-week program resulting in a Christian Life Coach Certification (Fee is $2100). Participants have weekly assignments and one hour of coaching per week. Midway through the courses, each participant must have at least two candidates for coaching, and near the end of the program candidates must devote time to textbook assignments. Faculty provide marketing assistance and certification requires completed practicum activities and a certification interview. The website states that the organization has chosen not to be accredited by a secular accrediting organization in order to minimize any impact such an organization might have on their bible-based program, selection of study materials and religious freedom. However, they are accredited by the United Association of Christian Chaplains and Counselors, International. A Master Christian Life Coach Certification (fee is 1950.00) and a Christian Coach Light course program are also available.
Performance Coaching is a Canada-based organization that offers a two-day workshop in "Coaching for High Performance," which is geared towards helping executives, managers, supervisors and team leaders gain results. The training includes a workbook, a set of CD's, and other coaching aids. Performance Coaching also offers three additional workshops, including "Tackling Challenging Conversations," a two-day session that expands on the conflict module from “Coaching for High Performance” and enables participants to deal with conflict, roadblocks, and emotional engagement. The current fee is $1195.00 for the two-day courses.
New Zealand School of Coaching was created by Margaret Wyn, PCC, and provides a range of coach training for beginning coaches and experienced coaches. Their courses are in-person, one-on-one contact sessions, and are designed to meet the requirements of the International Coach Federation certification standards. Level I is for those without any previous coach training and the 2006 fee is $5060.00 in NZ dollars. More advanced courses as well as coach supervision and coach training for managers and executives are also available.
International Association of Career Coaches (IACC) was founded by Master Certified Career Coach Marcia Bench to provide inspiration, professionalism, excellence, respect, innovation, and cutting-edge information for members. Membership is open to participants from around the world and includes both private practitioners and career coaches within out-placement companies and corporations. Benefits include a discount on the annual career coaches summit teleconference; access to an online resource library (includes, among others: assessment tools and member directory); monthly tele-forums, marketing tips and assistance; a speakers bureau; mentoring opportunities. The membership fee is $9.95 per month as a charter professional (individual member) until August 30, 2006 after which the fee will be $14.95/month.
Institute for the Advancement of AD/HD Coaching (IAAC) has been created to support AD/HD coaching by offering resources, research, credentialing and certification worldwide. Benefits and fees are yet to be determined, but interested coaches can sign-up to receive updates by email.
The American Coaching Association (ACA) specializes in Attention Deficit Disorder (ADD) and links people who want coaching with people who do coaching; acquaints the general public with the concept of coaching; and provides coaches with training, supervision, and a professional community. There are two types of ACA memberships: full and associate. To qualify for a full membership, applicants must have been practicing ADD coaching for at least one year, and have a minimum of ten clients. The annual fee for a full member is $200/year. Beginning coaches who do not yet meet these criteria can join for $125/year. Anyone wishing to join ACA must have received coach training. The ACC credential from the ICF in addition to specialized ADD coach training are preferred. Individuals who can demonstrate that their stand-alone ADD coach training included the foundations of general coaching will also be considered.
The Association for Professional Executive Coaching and Supervision (APECS) has as its primary goals (1) the accrediting of executive coaches and the supervisors of executive coaches who attain the requirements laid down by APECS; and (2) the interaction of coaches, supervisors, corporate buyers of executive coaching and consultants in the field to meet, exchange views and best practice, and provide mutual support and development, as well as initiate research into business-relevant areas. The term 'coaching supervisor' is less known in North America, but this UK-based organization states that a coaching supervisor is a person who has the appropriate psychological and therapeutic background to provide support and monitor progress and the performance of the coaching practitioner; ensure an evaluative framework for quality control and best practice; and give an effective and ethical framework to coaching practitioners and the purchasers of their services. APECS is supported by a wide range of companies who are corporate members.
The Chartered Institute of Personnel and Development in the UK provides a number of coaching qualifications including a Certificate in Coaching and Mentoring, an Advanced Certificate in Coaching and Mentoring, a Certificate in Advanced Professional Practice in Coaching and Mentoring Supervision, and a Postgraduate Certificate in the Psychology of Coaching. Programs range from seven months to 12 months depending on the particular certificate. Delivery is interactive and provides opportunity to practice coach-mentoring skills, build on these skills, network, and try out new techniques to increase knowledge. All programs comply with the professional code of ethics and standards developed by the European Mentoring and Coaching Council.
"Reality is that which, when you stop believing in it, doesn't go away."
~ Phillip K. Dick ~
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REPORT NOW AVAILABLE ON COACHING SUMMIT
In the last two issues of the Peer Bulletin (142 & 143) articles appeared describing predictions regarding the future of coaching. One article predicted a bright future for the coaching arena and the second article predicted a darker future.
In August, 2006 a group of coaching "thought leaders" from around the globe were invited by the International Coach Federation (ICF) to meet in Vancouver, British Columbia to discuss their vision for the future of coaching. The ICF has released a brief description of the event as well as a short video summarizing the key points discussed (both documents are available at http://www.coachfederation.org).
Peer Resources CEO, Rey Carr, who was one of the invited leaders, has prepared a comprehensive report of the event. His report, titled, "Venuto, visto, conquistare: The full report on the 2006 ICF-sponsored Summit meeting of thought leaders in coaching," is now available for immediate download at http://www.peer.ca/coachingnews.html
Readers who would like to comment on the differences between the ICF-issued report and the report prepared by Dr. Carr are encouraged to provide feedback or reactions to Dr. Carr at rcarr@islandnet.com
"Writing is a form of personal freedom. It frees us from the mass identity we see in the making all around us. In the end, writers will write not to be outlaw heroes of some underculture but mainly to save themselves, to survive as individuals."
JOIN THE PEER RESOURCES NETWORK
Do you know someone who could benefit from becoming a member of the Peer Resources Network? 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, 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.
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 October, 2006, 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.
For a list of benefits and a comparison of the services and benefits provided by Peer Resources as compared to other organizations, visit: http://www.peer.ca/prnicfcompare.html
"The difference between a stepping stone and a stumbling block is often just a matter of character."
~ Grey Owl ~
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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
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: www.peer.ca/PRN.html
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