WBECS 2016

June Full-Summit

The WBECS 2016 June Full-Summit Event is held from June 13th - July 1st, 2016.

Get Access to Full-Summit to the Worlds greatest Coaching Tools

Choose your time zone

Week 1 - Sessions Complete - Sessions in Progress

June 12th - June 18th

Week 2 - Sessions Complete - Sessions in Progress

June 19th - June 25th

Week 3 - Sessions Complete - Sessions in Progress

June 26th - July 2nd

Monday, June 27th

Pamela McLean

The Coach’s Internal Landscape: Cultivating Self as Coach

Monday, June 27th 9:00 EDT

The most important coaching tool any coach can possess is a fully developed ‘Self as Coach” – the internal landscape of the self.  Assessments, books, and tools and are no replacement for the coach’s ability to hone a well developed ‘self as coach’ that allows the coach to calibrate in key areas to maximize the quality of the coaching experience in order to reach key goals.  Our session will explore the six dimensions of self as coach including Presence, Empathic Stance, Range of Feelings, Boundary Awareness, Somatic Awareness and Courage to Challenge.  You will leave the session with steps you might take to deepen your capacity in these areas.

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Amanda Blake

The Neurobiology of Transformational Change: Leverage the Power of Experiential Coaching

Monday, June 27th 13:00 EDT

All humans go through a development process that enables them to adapt to their environment. This is a biologically-based developmental process; it’s not an intellectual exercise. And this experiential process is how we come to acquire all of our strengths, weaknesses, and ways of being in the world.

 

Through this biologically-based learning process, certain qualities and behavioral tendencies get wired into our bodies and brains. This session walks you through the art and science of undoing old, unhelpful patterns and harnessing the biological learning process to create new, more resourceful approaches to life and leadership challenges. When you understand the basis for psychobiological learning - and most importantly, how to apply it - you gain the key to successfully unlocking lasting tranformative change in your clients.  

 

Join Amanda to discover:

 

  • The groundbreaking science that changes the way you think about change.
  • The 6 essential elements of neuroplasticity - and how to apply them with your clients.
  • How to leverage disruption - the key ingredient of adult learning - to better serve your clients.
  • Why compassion for self is an essential ingredient for change, and how to help your clients experience it.

 

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DeAnne Aussem

Decoding the Millennial Mindset and Coaching in an Intergenerational World

Monday, June 27th 17:00 EDT

A decade after the first Millennials (individuals born between 1980 and 1995 and currently under 36 years of age) entered the halls of PwC, PwC firms began to notice that the youngest generation of professionals were leaving PwC in growing numbers after just a few years. Additionally, and perhaps even more alarmingly, a significant majority of them appeared to lack interest in the traditional professional services career path, one that required an intense work commitment early in their career in exchange for the chance to make partner later on.

 

As a result, PwC undertook a massive generational study, the largest of its kind, to better understand the attitudes and goals of its Millennial workforce. Together with the University of Southern California and the London Business School, PwC set out to survey tens of thousands of employees of PwC firms from around the world—in 18 territories, throughout every one of the PwC's lines of business (which include providing Assurance, Advisory and Tax services) and across all generational groups.

 

The results—PwC’s NextGen: A global generational study—was born, providing both qualitative and quantitative insight into the mindset of Millennials, and how they compare to other generations. By virtue of this sweeping study, which included more than 40,000 responses from Millennials and non-Millennials alike, PwC possesses the most comprehensive body of research into the aspirations, work styles and values of professional service employees in the Millennial generation. The findings both confirm and dispel stereotypes about Millennials and provide compelling guidance as to how organisations must adapt their companies to fit the demands of both Millennial and non-Millennial employees.  These insights will drive workplace changes for entire populations of workers—Millennials and non-Millennials alike—throughout PwC and beyond.

 

All of PwC’s people are at the heart of their success, and create unmatched value for their clients and stakeholders. That’s why building a people experience like no other is a top priority for the firm. By focusing on leadership development, PwC is cultivating a generation of global leaders at all levels who are prepared to deliver an exceptional and consistent client experience in a constantly changing world.

 

By providing future leaders with coaching aligned with the PwC Professional career progression framework, PwC found that they were able to develop well rounded leaders who were able to meet or exceed the high performance expectations of the firm and its clients and stakeholders. As a result, the Leadership Coaching Center of Excellence (LC CoE) emerged.

 

In this session, attendees will hear a brief recap of the insights generated by the NextGen study and how PwC took action to create sustainable culture change.  Attendees will also learn how PwC continues to invest in people and their leadership development experience, why the Firm placed a big bet on executive coaching for emerging leaders and how the LC COE supports building leadership at all levels and navigating an intergenerational workforce.

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Srini Pillay

Synchronous Leadership: perspectives from Brain Science

Monday, June 27th 21:00 EDT

“Becoming a leader is synonymous with becoming yourself.  It is precisely that simple, and it is also that difficult,” Warren Bennis.

 

The challenge of “becoming” is not an independent function. It is a dynamic and continuous interaction between leaders and other members of an organization.

 

But how can leaders optimize this interaction, and stay connected with themselves while still serving others? Based on two recent blogs in Harvard Business Review, Dr. Pillay will discuss the biology of leadership synchrony, and how coaches can help leaders synchronize with their teams.

 

A recent study indicates that leaders synchronize their brainwave patterns with followers within 23 seconds. How do leaders synchronize with the brains of followers? Why is it important? What can coaches teach leaders to help them achieve this?

 

After an initial discussion of this model using various metaphors for self-other connection, Dr. Pillay will help coaches develop a new biological language to help leaders understand communication variables that will enhance their leadership synchrony.

 

He demonstrates how coaches can explain and help leaders execute greater presence, synchrony and resonance with their followers. From abstract concepts to implementation, you will learn how to simplify and apply five basic techniques. You will also learn the “why” that underlies these concepts to explain the process to clients.

 

This is a must attend session for coaches who want to learn cutting-edge and advanced neurocoaching techniques to help leaders achieve self-connection, team cohesion, negotiation, and interpersonal synchrony.

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Tuesday, June 28th

Cynthia Loy Darst

Your Team's Inside Team

Tuesday, June 28th 9:00 EDT

The Inside Team is that collection of voices, beliefs, aspects of our personalities that sometimes work in harmony, and sometimes don’t. These inner conversations are so familiar to us that we often don’t stop to notice what we are really saying—or not saying—and the effect that has on our choices, our daily lives, and the cultures we create. 

 

Its normal for humans to agree to do things, then for some reason, take actions that are not in alignment with those goals. “Good Team Players” often say “Yes” while discounting other ideas or thoughts inside their own minds - not wanting to be naysayers. When that happens, we miss wisdom and information that has not been spoken.  However, only by bringing awareness to these other Inside Team Players can you gain the full wisdom of your team. With new insight and information, together you can create goals, projects, and alignment that actually work. 

 

In this experiential and fun session with Cynthia Loy Darst, you will “Meet Your Inside Team” and find out how to listen to their wisdom.  Then we will take it up a notch, and explore how our Inside Teams sometimes hold projects or a culture hostage. Learn how to work with an Inside Team rather than against it.

 

This simple yet powerful tool will unleash important conversations, and give you and your clients a way to address conflicts and concerns that they face every day. 

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Robert Dunham

Coaching The Path to the Possible

Tuesday, June 28th 13:00 EDT

While we may have the framework, tools, or process for our coachee’s immediate concern, as coaches we must also look at the possibilities that we bring - at our own world, our assets and limits, and our own blindspots. What else is possible? What further contribution might we make? What is possible for our coachees beyond the possibilities they already see?

 

When we learn to see our own world of possibilities, its power and its limits, and our own sense of the paths to our future, then we will be better able to open more valuable and meaningful possibilities to our coachees. The challenges that we face are always a product of our history and context that arise when we reach the limits of what we can see and do. Reaching the limits of our possibilities calls us to see with new eyes and embody new actions. This is a place to bring our fascination to the Path to the Possible.

 

Often the starting point of our coachee’s quest is a small one, to help solve a problem or alleviate a pain. We meet them where they’re at and help them address their concerns. But we can also learn to see where their concerns, breakdowns, or challenges arise from. We can begin to see their world, their assets and limits, their interpretations and their blindspots from our own experience.

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William Arruda

Social Media Secrets for Coaches

Tuesday, June 28th 17:00 EDT

In a world where your clients and prospects learn about you online before meeting you in person, your virtual brand is one of the most important assets of your coaching practice. Because we’re hard-wired to form biases (particularly the ones called primacy and anchoring in the world of behavioral science), building your brand in bits and bytes is no longer optional; it’s essential for success-minded coaches.

 

In addition to making a great digital first impression, being social media savvy is your key to standing out and attracting the attention of your ideal clients. But with so many social media tools now available, how do you know where to focus? In this presentation, Personal Branding Guru William Arruda takes the mystery out of social media, helping you create an easy-to-execute plan to be visible, available and engaged online.

 

It all starts with your LinkedIn profile as the hub of your digital branding strategy. LinkedIn has become the most powerful tool for expressing your personal brand. Not having a LinkedIn profile sends a message to prospective clients that you aren’t serious about your coaching practice, but just having a profile is not enough. You need your profile to differentiate you from myriad other coaches and increase your visibility with ideal clients. LinkedIn is also crucial for advancing your thought leadership, building relationships with clients and the media, and growing your practice.

 

In this session, you’ll learn counterintuitive but wildly valuable wisdom (be lazy, be an imposter and be secretive!) to make engaging in social media as easy as it is valuable. You’ll master the proven process that has helped thousands of coaches catapult their practice to new heights, along with special tips and tricks to help you integrate LinkedIn and other social media into your comprehensive communications plan.  

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Wednesday, June 29th

Linda Sharkey

Coaching To Maximize the Performance of your Organization: Keeping Talent at Their Peak

Wednesday, June 29th 9:00 EDT

Talent according to a recent PwC survey for the annual Davos Meeting was number two on the list of critical issues or CEO’s.  Keeping that talent fresh, engaged and innovative in a world where everything is changing fast is a real challenge but also a key.  Building coaching into the DNA of an organization is a great way to keep your culture open to learning and testing new approaches and ideas and sharing impact and results - something we don’t do enough of in today’s businesses.

 

This workshop will take you through 3 tested approaches to building a coaching culture.

 

  • The first one is to revamp your performance management systems and make them performance excellence systems.  These are ways in which you used coaching and forward feedback to help someone to do a particular task.  Then you hold an after action review to see how it went and discuss the lessons and how to approach the task the next time.  Powerful use of technology to get real time ideas and feedback from peers is important.
  • Coaching circles are increasing in relevance to help people learn new ways of behaving.  Assisting each other in addressing a personal learning or behavior change not only helps the circle members reflect on their own behavior but also to learn ideas from each other.  These circles build relationships and emotional connections among circle members and have the added benefit of building strong bond of trust.
  • Creating master coaches in your organization who can support the coaching process is essential to this cultural shift.  These are skills that all great HR and OD professionals need to have to support their customers in their development journeys.

 

This workshop will give you insight into these approaches and how you can leverage them in your coaching practice to  help your customers become leaders and learners who coach and help develop others. The road to keeping great talent is to have talent that cares about each other's success and helps each other succeed.

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Mark Thompson

Creating Your Ultimate Vision Board: Breakfast with the Pinterest Founders

Wednesday, June 29th 13:00 EDT

Two non-technology misfits invented a creative tool that has become the world’s ultimate vision board, Pinterest, with over 100 million users in just a half dozen years. The $11 Billion unicorn already has more than a billion ‘pins’ of interest!

 

Leadership guru, VC and bestselling author Mark Thompson is executive coach for the two brilliant cofounders, Evan Sharp and Ben Silbermann, who are now two of the world’s youngest billionaires. Their wish is to empower every human being with creative expression throughout your life and work--to help you to discover, catalog and share your most compelling ideas and greatest ambitions.

 

Learn how to create the ultimate vision board for you, your team and your clients from the world’s most successful master builders!

 

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Rita McGrath

Growth and the Corporate Coach: What you need to know about innovation (Part 2)

Wednesday, June 29th 17:00 EDT

 

If you spend much time talking to CEO’s or dealing with senior teams, the biggest strategic challenge they struggle with is how they should be addressing a growth gap, beyond what today’s core business is going to deliver.  What we quickly learn when we look at many failed corporate efforts to truly drive innovation is that the very practices that drive success in a business-as-usual capacity can be anathema to innovation and young businesses.  In this session, we will do a deep dive into one pervasive problem:  the inability to appropriately allocate resources across a portfolio of initiatives.  

For many companies, there are deep disconnects between four operational levers that lead to resources being squandered and to poor execution.  The first is the strategy process.  The second is the budget and planning process.  The third is the process by which projects are approved and funded. And the fourth is what incentives and measures are used to evaluate people. How can you, as a coach, help your clients to understand that creating that alignment, which can mean making tough choices between different options, is a “C” level responsibility that, if not done well, can doom a firm to mediocre, slow-growth performance.  

In this session, we will also be looking at a framework for  how to measure a company’s top team’s alignment around the topic of its innovation strategy, with a “kite” metaphor for the different levers leaders can use to forge a common understanding of strategic goals.  A diagnostic survey that coaches can use to quickly assess alignment will be demonstrated.

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Warren Berger

“Beautiful Questions” for Business Leaders: An Original Framework That Can Help Executives To Innovate and Adapt in a Changing World

Wednesday, June 29th 21:00 EDT

Description: In his work with Harvard Business Review and Fast Company, the renowned “questionologist” Warren Berger has stated that today’s most successful business leaders must be “curious questioners.” But how, exactly, can a leader use innovative questioning to keep pace with change and stay ahead of competitors? How can a “questioning leader” project confidence and expertise? And how might a business leader inspire others, at all levels of an organization, to question more? In this session, Warren will share insights, techniques, and an original “Beautiful Questions” framework that can be used by coaches to help their clients master the art of innovative questioning.

 

Today’s business executives need superb inquiry skills in order to deal with rising uncertainty, complexity and rapid change. And yet, for many leaders, this is a skill they’ve never mastered or even used much (traditionally, leaders and top executives have been expected to be “the answer people”). This presents a great challenge and opportunity for coaches who can help today’s executives transition to this new leadership approach—one that is based around asking the right questions, embracing uncertainty, and re-framing old problems in new ways. Executives who do this can spark innovative thinking throughout their organizations, anticipate what’s around the corner, and can help lead organizations in new directions.

 

But in order to do this, those leaders need question-training and coaching. The good news is that there are simple tools and practices that executive coaches can share with business leaders, helping them to transform the way they approach innovation and deal with dynamic change.

 

In his book, “A More Beautiful Question,” Warren Berger introduced an original 3-stage system of inquiry—based around using “Why,” “What If,” and “How” questions, sequentially, to address business challenges. That framework has been featured in Fast Company, Forbes, The Wall Street Journal, and Inc. magazine. In this session, for the first time, Warren shares it with coaches and explains how to teach his inquiry system to executives to that they can absorb it quickly and being applying it immediately. And in this full-length session, Warren will show real-world examples of this inquiry framework in use; and he’ll show the best ways to teach it to an individual executives, a management team or a leadership group.

 

The fuller session will also delve into “collaborative inquiry” techniques that coaches can share with executives--tools that enable a leader to encourage more questioning throughout an organization. For example, Warren will show coaches how to share basic principles of Appreciative Inquiry with clients. He will also share collaborative inquiry techniques used by Google, IDEO, and others, involving the formation and use of “How Might We” questions to rally groups around a unifying challenge expressed as a question.

 

Finally, Warren will share question formulation techniques--also known as “question-storming”--that he developed in his collaborative work with the Right Question Institute. These techniques can be easily taught to managers and top executives--who can them use them for their own creative thinking, while also instilling this as a practice throughout the organization. All of these tools and techniques can help a business leader to begin to foster a “culture of inquiry”--which can raise levels of engagement and truly tap into the innovative thinking that can be found at all levels of the company.

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Thursday, June 30th

Tim Hawkes

9 Dimensions of a Coaching Culture

Thursday, June 30th 9:00 EDT

Why is it that coaching is a skill that is on the increase and does not appear to be going away like other Learning and Development initiatives?  This discussion will look at the changes in leadership behaviour as generation Y (people under the age of 31) position themselves for the management role.  It will also look at why coaching as a management style is so critical to this change.

 

Following this we will focus on organisational coaching cultures briefly looking at coaching culture definitions, and some case studies of these.  We will then move onto the three fundamental questions.  For any organisation to develop its coaching culture, wherever it is on the journey, it must first be able to clearly answer three questions.  During this session we will look at these three questions and help understand why they are so important to the development of a coaching culture.

 

The focal point of this discussion will be the Embark Coaching culture diagnostic, a unique tool that allows organisations to create, assess and develop a coaching culture.  We shall build up the tool using the three fundamental questions and create a model during the discussion which will help us understand the full scope of a coaching culture within an organisation.  This model will introduce the three maturity levels of coaching and also cover both the strategic and operational aspects required to make a coaching culture work.

 

At the end of this part of the discussion you will be introduce to the 9 dimensions of a coaching culture, the key aspects that if all address will deliver a coaching culture.
Finally we will introduce a case study piece of research that shows the current status of coaching cultures across the world based on over 1,000 respondents.

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Myles Downey

Enabling Genius

Thursday, June 30th 13:00 EDT

In a provocative and entertaining presentation Myles’s will lead us through a thought-process that challenges how we understand genius and thus shed new light on the jaded notion of human potential.  The material that Myles will present is the result of 3 years of research by The Enabling Genius Project Team that he lead.

 

The current understanding of genius

 

From ancient Roman times genius has been understood in a number of quite different ways leaving us in the 21st Century with notion that genius is just for the very, very few – that human potential is, in fact, capped.  Is there perhaps a more fitting definition of genius that will enable human beings to face up to today’s enormous challenges and take advantage of the equally great opportunities?

 

A new meaning for genius: the five propositions

 

What if genius is available to all?  What if each of us could identify and develop a Unique Individual Genius?  And could exploit their genius in the accomplishment of any task?  What if inspirational Moments of Genius were not simply accidents that occasionally occur but could be set-up so they are more likely to happen?  And what would change if we could work together in a state of collective genius?

 

The Pillars of Genius: Identity, Desire, Mental State and Mind-set, Learning

 

From all the research these four ‘pillars’ above emerged as central components of enabling genius.  Together they form a kind of pathway to genius that each of us can tread.

 

The Coach as guide

 

In this model the coach acts like a guide, he or she knows the territory having been through it themselves, and can use the pillars as a framework to walk safely alongside the explorer of genius, the client

 

You Unique Genius as a coach

 

The final act of this presentation is guided exploration of you the participant’s unique genius as a coach so that you can nurture that for the benefit of your clients.

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Ann Betz

Blowing the Lid Off Coaching: How Neuroscience Can Help us Expand into the Next Wave of Effective Human Development.

Thursday, June 30th 17:00 EDT

Is coaching becoming old hat? Could it be that the time has come for the next wave of human development innovation, one that builds on the accomplishments and power of coaching, but takes us to the next pinnacle of effective development, sustainable change, and true transformation? It’s certainly true that as experienced coaches, many of us are beginning to “break the rules” of the current model in order to best serve our clients.

 

Contrary to International Coach Federation (ICF) guidelines, we find that we sometimes need to give advice, teach our clients, tell stories, and more, and this can be especially true when working with organizational clients. Doing this well has, up to now, largely been based on intuition and trial and error. We find ourselves saying clumsy things like “well, let me take my coaching hat off for a minute and tell you what I think,” which can create inner turmoil and confusion as to what it is, exactly, we are doing! It’s time to expand the field and provide some help and guidelines for how and when to break the rules, with confidence and clarity as to the results we will create.

 

In this session, you’ll discover the neuroscience keys to blowing the lid off of coaching, including how and when to give advice that a client takes to heart, the most powerful and impactful way to tell a story (and when it is the very best thing you can do to move someone forward), and the role of teaching in the coaching relationship. We’ll explore the next possibility for powerful, effective human development—whether we continue to even call it coaching.

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Friday, July 1st

David Buck

All In Coaching : A Revolutionary New Business Model for Professional Coaches

Friday, July 1st 9:00 EDT

In this session I will share with you a revolutionary new way to build a coaching business.

 

First we have to acknowledge that the basic business model taught by business gurus does not work for 98% of the people who try it.  So something is wrong with the model!

 

You know it: define your niche, market to their problems, establish credibility with content, book free consultations, offer your high priced package, book the coaching sessions.

 

Problem is: it doesn’t work.

 

In addition to this, there is a “secret sauce” that you need to thrive and it’s not “business experience”: you must OOZE Transformational Leadership and Coaching Confidence.

 

To create a new model, first we have to start with a new framework.

 

Coaching is a long term intimate relationship so it is more like dating than it is like business.  Most of the basic “rules” of business are focused on doing transactions so it does not fit for us.

 

In our session we will walk through 9 steps of the new model and the “secret sauce”.

 

Here are three highlights of the new model to spark your curiosity

1) Old way: Coaching is 2-4 calls a month plus email contact (or some similar logistics)

 

UGH. That is a contracted conversational transaction NOT coaching.

 

Let’s start with a few BIG changes in how we deliver professional coaching including the essential realization your primary focus is on the transformation and results of your players.

 

In a relationship you schedule times to be together.  But if you are talking and get into the middle of a deep topic when you need to get onto another call, you don’t say: OK, times up talk in 2 weeks…” NO! You say: “so sorry, I have another call right now, I will call you back in 2 hours so we can finish this conversation”.  You also talk ANYTIME your player wants to talk; within reason.  You check in every day to see how they are doing in their game.  It’s a RELATIONSHIP!

 

Take it a BIG step forward…

 

When you are in a relationship with someone, you get to know the important people in their life!  Coaches need to invest the time to talk with their romantic partner, boss, key customer… the 3-5 most influential people in the players’ life.

 

2) Old Way: In your marketing communications, focus on their pain and the problem you solve.

 

Coaching is NOT an intervention for problems; instead speak to the relationship of shared purpose and transformational possibilities for a better world. You wouldn’t start a relationship by telling them that you can solve their loneliness problem!  Plus when you focus on pain and problems you add to the stigma that a coaching relationships need to be a secret!

 

3) Old Way: Create content to establish your authority and credibility.

 

While sharing a valuable insight is helpful, your authority does not come from this.

 

As a Coach, there is only ONE thing that gives you credibility: the transformation and results of your players.

 

To do this, we MUST break the stigma and secrecy of coaching confidentiality.  Ask your players to acknowledge that they are coaching with you AND to regularly share about their progress with a “Thanks Coach” directed to you.  Your players sharing success while it is happening is your true marketing for the Connected Age.

 

And the big benefit: every share boosts your Secret Sauce ability OOZE “Coaching confidence”.
You can live into your dream of being a thriving professional coach with a structure that both honors the true nature of coaching and is financially rewarding!

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Carol Kauffman

THE PERFECT SCAN - 2.0 7 Toolboxes for Coaching Clients for Peak Performance and Wellbeing.

Friday, July 1st 13:00 EDT

As leadership, wellness or personal coaches we often have split second decisions on how to most effectively be of service to our clients. Would their pathway forward be accelerated the best by questions or interventions in either the Physical, Environmental, Relational, Feeling, Effective thinking, Continuity (lessons from past, present or future) or Transcendent domains? How can we help them know, and have a toolbox or mindset ready to increase their self awareness, self responsibility and capacity for action?

 

To be most effective we need to be skilled in multiple approaches to assess the challenge and have multiple interventions available in real time. If you’ve invested in coach training, continuing education workshops or seminars chances are you have “unconscious competence” – e.g you know more than you think you know!  PERFECT will help you organize and access the key knowledge you have, but may elude you when you most need it.

 

But we all don’t know everything, the PERFECT scan will help you identify areas for your own personal and professional growth.

 

We’ll explore each of the areas below with vignettes based on coaching multinational CEOs, Olympic hopefuls and less extreme examples as the model is helpful with everyone, ourselves and our children or friends.

 

P What interventions can we use based on a biological and physical level, from the corporate athlete to medical compliance?

E Looking at the systems and the environment around are there ways to impact our environment or resources we overlook?

R What relationships could be sustaining us more effectively?  

              From family, friends to stakeholders, shareholders customers or

             the media? Most key, our relationships with ourselves.

F What’s an emotional profile? Can we tap into our emotional intelligence? Can we harness the power of positive emotion to create an upward spiral of performance and access flow states?

E Are we thinking effectively and flexibly?  What is a cognitive profile, how can it match to the clients challenge? How about our clients experience of their cognitive profile or distortions?

C What lessons from crucible experiencing are we not mining for the gold? What positive stories are we not harvesting? Are we able to operate in the moment? Be fully present?  What is our relation to and vision of our future and how can we use it?

T When facing major obstacles, do we have multiple pathways to transcendent resources that are the most powerful for many of us?  How developed is our awareness of our values, our purpose and the meaning in what we do. Do we have a deep appreciation of our clients, and ourselves?

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Karen Kimsey-House

Leader as Coach: Why Great Coaching is a Core Competency of Effective Leadership.

Friday, July 1st 17:00 EDT

The world of our business environment has grow very flat, requiring us to expand our capacity to work effectively across a broad range of different cultures.

 

In this age of technology, people skills are at a premium and the ability to inspire others and empower their leadership is a key component of leadership effectiveness.

 

Also, our business environment is facing an unprecedented rate of change, becoming more complex and unpredictable every day.  If they are not  are not able to generate effective alliances and relationships, leaders will surely fail.

 

It is unreasonable to think of developing leaders as we have in the past.  There is a rising premium on our ability to interact with others in ways that are both personal and effective.

 

Coaching is a core competency of effective leadership and a vital ingredient in our ability to manage and lead others.   People are any organization’s greatest asset and mastery of key coaching skills expand any leader’s ability  to capture the talent and creativity of a diverse population.

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