Week 1 - Sessions Complete - Sessions in Progress

August 31st - Every Thursday

Week 2 - Sessions Complete - Sessions in Progress

September 7th - Every Thursday

Week 3 - Sessions Complete - Sessions in Progress

September 14th - Every Thursday

Week 4 - Sessions Complete - Sessions in Progress

September 21st - Every Thursday

Week 5 - Sessions Complete - Sessions in Progress

September 28th - Every Thursday

Week 6 - Sessions Complete - Sessions in Progress

October 5th - Every Thursday

Week 7 - Sessions Complete - Sessions in Progress

October 12th - Every Thursday

Week 8 - Sessions Complete - Sessions in Progress

October 19th - Every Thursday

Week 9 - Sessions Complete - Sessions in Progress

October 26th - Every Thursday

Week 10 - Sessions Complete - Sessions in Progress

November 2nd - Every Thursday

Week 11 - Sessions Complete - Sessions in Progress

November 9th - Every Thursday

Week 12 - Sessions Complete - Sessions in Progress

November 16th - Every Thursday

Week 13 - Sessions Complete - Sessions in Progress

November 23rd - Every Thursday

Week 14 - Sessions Complete - Sessions in Progress

November 30th - Every Thursday

Week 15 - Sessions Complete - Sessions in Progress

December 7th - Every Thursday

Week 16 - Sessions Complete - Sessions in Progress

December 14th - Every Thursday

Week 17 - Sessions Complete - Sessions in Progress

January 4th - Every Thursday

Week 18 - Sessions Complete - Sessions in Progress

January 11th - Every Thursday

Week 19 - Sessions Complete - Sessions in Progress

January 18th - Every Thursday

Week 20 - Sessions Complete - Sessions in Progress

January 25th - Every Thursday

Week 21 - Sessions Complete - Sessions in Progress

February 1st - Every Thursday

Week 22 - Sessions Complete - Sessions in Progress

February 8th - Every Thursday

Week 23 - Sessions Complete - Sessions in Progress

February 15th - Every Thursday

Week 24 - Sessions Complete - Sessions in Progress

February 21st - Every Thursday

Week 25 - Sessions Complete - Sessions in Progress

February 28th - Every Thursday

Judith E. Glaser
Myths, Magic, And More: The Science Behind 'Neuro-Innovation' 2.0

Wednesday, February 28th 9:00 EDT

Many of us as coaches, who are learners by nature, take many courses, study with many people, and try to hold a lot of new insights in our brains. If we have a life long dedication to learning, we often hold information that may be blocking us from integrating new wisdom and knowledge.

This session will build on new research, talk about how to identify ways to cleanse your mind to create space for new thinking and to allow the energy of transformation to find its way into your aspirations. In this session, we will introduce rituals and practices to refresh your brain without losing the essence of yourself.

We will leave this session not only carrying around knowledge or storing things at a knowledge level- we will learn to create spaces for MAGIC to occur.

OPEN FULL ARTICLE
Judith E. Glaser
Myths, Magic, And More: The Science Behind 'Neuro-Innovation' 2.0

Wednesday, February 28th 17:00 EDT

Many of us as coaches, who are learners by nature, take many courses, study with many people, and try to hold a lot of new insights in our brains. If we have a life long dedication to learning, we often hold information that may be blocking us from integrating new wisdom and knowledge.

This session will build on new research, talk about how to identify ways to cleanse your mind to create space for new thinking and to allow the energy of transformation to find its way into your aspirations. In this session, we will introduce rituals and practices to refresh your brain without losing the essence of yourself.

We will leave this session not only carrying around knowledge or storing things at a knowledge level- we will learn to create spaces for MAGIC to occur.

OPEN FULL ARTICLE
Jeff Hull Andreas Bernhardt
High Velocity Listening: Coaching Agility for the C-Suite Part II

Thursday, March 1st 9:00 EDT

Do you have multiple “listening perspectives” in your toolbox?

Do you know which “role” works best to engage your clients in the most transformational way?

Coaches and consultants who operate in the “C” suite need to know how to listen at an Olympic level — moving clients to change when the stakes are high and time is of the essence.

In Part II of this highly interactive session, we will share the evidence-based science behind "performative" listening and deep dive into a range of psychological perspectives that support coaching agility, including: appreciative Inquiry, positive psychology, behavioral and cognitive psychology, somatic listening, narrative inquiry, vertical development, and more.

We will share the latest research on the "multiplicity of self", reflecting on the idea that we are comprised of multiple mini-selves--and how to leverage the many roles we play as coaches. We will share C-suite level case scenarios and invite participants to share their most challenging cases — so we can learn and grow together.

OPEN FULL ARTICLE
Jeff Hull Andreas Bernhardt
High Velocity Listening: Coaching Agility for the C-Suite Part II

Thursday, March 1st 17:00 EDT

Do you have multiple “listening perspectives” in your toolbox?

Do you know which “role” works best to engage your clients in the most transformational way?

Coaches and consultants who operate in the “C” suite need to know how to listen at an Olympic level — moving clients to change when the stakes are high and time is of the essence.

In Part II of this highly interactive session, we will share the evidence-based science behind "performative" listening and deep dive into a range of psychological perspectives that support coaching agility, including: appreciative Inquiry, positive psychology, behavioral and cognitive psychology, somatic listening, narrative inquiry, vertical development, and more.

We will share the latest research on the "multiplicity of self", reflecting on the idea that we are comprised of multiple mini-selves--and how to leverage the many roles we play as coaches. We will share C-suite level case scenarios and invite participants to share their most challenging cases — so we can learn and grow together.

OPEN FULL ARTICLE

Week 26 - Sessions Complete - Sessions in Progress

March 8th - Every Thursday

Peter Hawkins
The New Frontier In Systemic Team Coaching: Beyond The High Performing Team - Part 2

Thursday, March 8th 9:00 EDT

The western world is not short of external and internal individual coaches, nor of facilitators or trainers. What is desperately needed is systemic coaches who can combine a mastery in coaching and partnering skills with the development to work at depth combining attention to the individual, team, inter-team, organisation and wider systemic levels. To train such systemic team coaches is not just about them learning the models; not just about learning the tools for each of the five disciplines and when and how to apply them; not just about shifting one’s focus from individuals to the team as a collective entity; but most importantly developing the ability and capacity to both think and be systemic.

The last five years has seen an enormous growth in team coaching.

Team development and team building have been around for many years in the field of organisation development, however, team coaching is still in its early developmental stage of maturity, similar to where individual coaching was about 30 years ago. This stage is characterised by a lack of clear definitions of terms; creation of confusion for buyers on the different types of team coaching and the benefits of each; and a lack of defined standards for either team coaches or team coaching training.

In the last six years I have worked both individually and collectively in developing greater clarity in the definitions, practice, methods and training in team coaching. In this session I will share some of my thoughts and learning from this experience.

I believe that it is “Systemic Team Coaching” which is the most needed by organisations both now and for the future.

What makes Systemic Team Coaching most valuable to businesses today is that it enables the team to reframe and enhance the way it relates to and serves its business environment, which means placing as much emphasis on how it leads change with it stakeholders as how it functions internally. Therefore, rather than just focussing on the team’s internal relationships and functioning, (the focus of much ‘team building’ work) the systemic team coach works with the team and its members to build their collective leadership, helping them to co-create value in their engagement with their stakeholders. This approach recognises that the biggest challenges nearly all organisations face today and beyond lies not inside the individuals, teams or even departments, but in the connections between them.

OPEN FULL ARTICLE
Mark Thompson
4 Secrets of the World's Most Admired Coaches

Thursday, March 8th 17:00 EDT

What are C-Suite executives looking for when they target a short list of the most admired coaches for their highest potential executives. What makes them worth  more than $100,000 per engagement?

OPEN FULL ARTICLE

Week 27 - Sessions Complete - Sessions in Progress

March 15th - Every Thursday

Carol Kauffman
Leadership Savvy: What You Need To Know To Be The Best Coach - Part 2

Thursday, March 15th 9:00 EDT

We look at three models of leadership in three ways. Each one will enhance your coaching and accelerate your own development. The three models are: MIT Four leadership capabilities, Servant Leadership and Transformative Leadership. All these lead to Ambidextrous leadership.

This isn't important, it is urgent.
Change... is changing,
We need to be up on the latest concepts to help the leaders we coach be at their best.
1. MIT model describes 4 capabilities: Sensemaking, Relating, Visioning and Inventing.
We need to be able to have clarity and be able to describe and build leadership behaviors in each of these areas to develop leaders for optimal performance and teaming.
2. Servant Leadership Leaders must have transactional skills, but this takes the organization only so far. This approach spells out what the key psychological needs people have, how leaders can foster these, increase intrinsic motivation and high engagement.
3. Transformative leadership: the 4 I's: Idealized influence, Inspirational motivation, intellectual stimulation and individualized attention. It’s key to break these down into specific actions to help transform organizations.
4. Ambidextrous leadership for high innovation. What is most crucial is to know, when do you open up conversation, explore, find that great vision and strategy AND THEN step into top transactional leadership skills to help execute, deliver and sell the product?

We will:
Explore each model to get the core concepts and be able to help coach leaders with a precision you cannot achieve without this knowledge

Take an inner dive - what about you?  How can you tap into each approach to take your leadership and practice to the next level?

Take it to your clients. Each model helps you look at your clients in a new way that is evidence based and shown to be directly related to individual and organizational performance.  Each one is broken down in a way that you can coach for it directly and build your client's capacity.

As a Harvard psychologist and Founder of the Institute of Coaching I know the theories. But the real stuff I know comes from thousands of hours coaching leaders. Learning the terrain of leadership will help you. I share the concepts and case studies with CEOs of Fortune 200 leaders, but they apply equally well to the young high potential executive.

People can change what they have words to describe. You can be most effective with evidence based approaches as the foundation for your coaching.

OPEN FULL ARTICLE
Sally Helgesen
What Got You Here Won't Get You There – How Women Rise

Thursday, March 15th 17:00 EDT

Sally will share research from her forthcoming book with Marshall Goldsmith about the twelve behaviors that get in women's way of becoming more successful. This book is based on Marshall's runaway best-seller What Got You Here Won't Get You There but has been adapted for women based on what Sally and Marshall have learned in their combined 60 years of working with women leaders.

The book will be available on April 10 so the Summit will offer an early peak. This session is recommended for women seeking more satisfying and rewarding careers and for organizations that support women leaders.

OPEN FULL ARTICLE

Week 28 - Sessions Complete - Sessions in Progress

March 22nd - Every Thursday

Bob Kulhan
The Art of Business Improv®: Getting to Yes, And

Thursday, March 22nd 9:00 EDT

Adaptability has been identified as a key domain of the leadership qualities that should be exemplified in order to succeed in the 21st century, and leaders need opportunities to practice and develop the skills and behaviors to exemplify adaptability and improvisational leadership. It is critical to expand on their experience and gain a deeper understanding on how they will create environments where others can team effectively. Leaders need to bring their own character to the team and integrate themselves effectively without overwhelming others, coach others and create space for others and maintain integrity throughout the process.

This high-energy, interactive session demonstrates the tenets of improvisation and how they link to business in an incredibly entertaining and thought-provoking way. Delivered by Chicago-trained elite improv veteran (and author of Getting to ""Yes And"": The Art of Business Improv) Bob Kulhan, you’ll discover how Business Improv® techniques strengthen a skill set directly related to team trust, communication, creativity & innovation, influence, networking, adaptive problem solving, and conflict management.

Bob’s approach addresses real-world business challenges, and his secret recipe combines the psychology behind decision-making with the very best aspects of our own brand of customized, high-energy, experiential learning, which drives measurable and sustainable ROI.

OPEN FULL ARTICLE
Bob Kulhan
The Art of Business Improv®: Getting to Yes, And

Thursday, March 22nd 17:00 EDT

Adaptability has been identified as a key domain of the leadership qualities that should be exemplified in order to succeed in the 21st century, and leaders need opportunities to practice and develop the skills and behaviors to exemplify adaptability and improvisational leadership. It is critical to expand on their experience and gain a deeper understanding on how they will create environments where others can team effectively. Leaders need to bring their own character to the team and integrate themselves effectively without overwhelming others, coach others and create space for others and maintain integrity throughout the process.

This high-energy, interactive session demonstrates the tenets of improvisation and how they link to business in an incredibly entertaining and thought-provoking way. Delivered by Chicago-trained elite improv veteran (and author of Getting to "Yes And": The Art of Business Improv) Bob Kulhan, you’ll discover how Business Improv® techniques strengthen a skill set directly related to team trust, communication, creativity & innovation, influence, networking, adaptive problem solving, and conflict management.

Bob’s approach addresses real-world business challenges, and his secret recipe combines the psychology behind decision-making with the very best aspects of our own brand of customized, high-energy, experiential learning, which drives measurable and sustainable ROI.

OPEN FULL ARTICLE

Week 29 - Sessions Complete - Sessions in Progress

March 29th - Every Thursday

Arthur Carmazzi
Creating An Action Centred Enrichment Culture

Thursday, March 29th 9:00 EDT

For an individual to take action on the tasks and initiatives required for them to succeed, a coach must first help them create a Culture that supports it. However when we work with clients, life happens and misguided priorities seem to sabotage outcomes. Understanding the HOW and WHY we make decisions that prevent our success is the foundation for coaches to transform coaching results. Even when we have the skills and competencies, some environments seem to hinder our ability to use what we know and apply our competence effectively. Knowing the psychology of group dynamics and the strategies to support clients to craft a culture around them that supports THEIR own action, and the emotional elements that drive proactive team action, is the key to coaching success.

In this session Arthur Carmazzi Shares the components of his Directive Communication Psychology (DC Psychology) and his “Motivation Clusters” model that will facilitate coaches to enable their clients to create an Action Centered Enrichment Culture that will support group success while making the coach look REALLY good! Join Arthur in this fun adventure with his story based learning that will enlighten and inspire you to greater results and personal standards.

OPEN FULL ARTICLE
Mo Gawdat
Solve For Happy - Part 2

Thursday, March 29th 17:00 EDT

In 2001 Mo Gawdat realized that despite his incredible success, he was desperately unhappy. A lifelong learner, he attacked the problem as an engineer would: examining all the provable facts and scrupulously applying logic. Eventually, his countless hours of research and science proved successful, and he discovered the equation for permanent happiness.

Thirteen years later, Mo’s algorithm would be put to the ultimate test. After the sudden death of his son, Ali, Mo and his family turned to his equation—and it saved them from despair. In dealing with the horrible loss, Mo found his mission: he would pull off the type of “moonshot” goal that he and his colleagues were always aiming for—he would share his equation with the world and help as many people as possible become happier.

In Solve for Happy Mo questions some of the most fundamental aspects of our existence, shares the underlying reasons for suffering, and plots out a step-by-step process for achieving lifelong happiness and enduring contentment. He shows us how to view life through a clear lens, teaching us how to dispel the illusions that cloud our thinking; overcome the brain’s blind spots; and embrace five ultimate truths.

OPEN FULL ARTICLE

Week 30 - Sessions Complete - Sessions in Progress

April 5th - Every Thursday

Phillip Sandahl
4,000 Teams Tell Us What Matters; Come Listen

Thursday, April 5th 9:00 EDT

What sets high performing teams apart? What do they do that other teams don’t?

If we knew the answer to those questions we would be miles ahead in supporting teams to improve performance and team culture. That’s the purpose for this session, and our authority for those answers is the teams themselves: more than 4,000 teams over the last 10+ years. That data tells the story—tells many stories in fact—that can guide our work coaching teams.

The insight starts by looking at a research-based team effectiveness model. The model uses the everyday language of teams to define fundamental characteristics necessary for teams to be productive in their work and effective in collaborating to get the work done. For example, teams rank their experience with goals and strategies, effective decision-making, and accountability. All necessary to get the job done. Teams report on how they experience trust, communication, and support for team diversity as ways to ensure a strong infrastructure for collaboration.

Using the model as a lens, we will look more deeply at the different aspects of team performance through the eyes of team members. In that process we will gather actionable insight into what sets high performing teams apart. That’s insight that can lead to new action and new learning and growth for teams.

The data from 40,000 team members provides a powerful base of information for team coaches. But the true value is not in the data itself, but in how the insight from the data stories can be applied with all teams. That’s the true purpose and benefit to this investigation of data and the best reason to attend this session. What can we learn from this vast experience of teams that can help us with every team we work with?

The session will be interactive—polling for your opinion and experience. All session participants will receive a white paper summary of the data presented in this session along with case studies of the impact on teams in multiple industries and global geography.

OPEN FULL ARTICLE
Phillip Sandahl
4,000 Teams Tell Us What Matters; Come Listen

Thursday, April 5th 17:00 EDT

What sets high performing teams apart? What do they do that other teams don’t?

If we knew the answer to those questions we would be miles ahead in supporting teams to improve performance and team culture. That’s the purpose for this session, and our authority for those answers is the teams themselves: more than 4,000 teams over the last 10+ years. That data tells the story—tells many stories in fact—that can guide our work coaching teams.

The insight starts by looking at a research-based team effectiveness model. The model uses the everyday language of teams to define fundamental characteristics necessary for teams to be productive in their work and effective in collaborating to get the work done. For example, teams rank their experience with goals and strategies, effective decision-making, and accountability. All necessary to get the job done. Teams report on how they experience trust, communication, and support for team diversity as ways to ensure a strong infrastructure for collaboration.

Using the model as a lens, we will look more deeply at the different aspects of team performance through the eyes of team members. In that process we will gather actionable insight into what sets high performing teams apart. That’s insight that can lead to new action and new learning and growth for teams.

The data from 40,000 team members provides a powerful base of information for team coaches. But the true value is not in the data itself, but in how the insight from the data stories can be applied with all teams. That’s the true purpose and benefit to this investigation of data and the best reason to attend this session. What can we learn from this vast experience of teams that can help us with every team we work with?

The session will be interactive—polling for your opinion and experience. All session participants will receive a white paper summary of the data presented in this session along with case studies of the impact on teams in multiple industries and global geography.

OPEN FULL ARTICLE

Week 31 - Sessions Complete - Sessions in Progress

April 12th - Every Thursday

Trudy Pelletier
The Language of Accountability for Legacy Futures

Thursday, April 12th 9:00 EDT

For most, the language of accountability is foreign. Conversations addressing accountability or lack thereof, are often considered a difficult conversation. Our context about having difficult conversations often triggers fight or flight based on fear, anxiety, and concerns. In the face of tough issues, many of us have a history of failed conversations producing upset and even resentment.

The very nature of context develops an automaticity in our ways of being, thinking and acting, known as autopilot. People automatically think about accountability as fault and blame. Not only does fault and blame thwart accountability, they are inherent enemies of communication.

This causes a chain of reactions leaving ourselves and our clients casualties of others and circumstances. We’ll use an “on the court” real example of a difficult conversation to discover how many enemies of communication played out and the impact of such.

The power we have in our word, as individuals and team members is the foundation for the language of accountability. “What gives us power in our word?” Integrity. Like accountability there is a shared and automatic meaning associated with integrity. Most people think about integrity as moral and ethical principles.

That is not what I’m talking about when I say integrity. We’ll explore a completely new context for integrity as the source of power in our word. When our word has power, we produce conditions of workability, reliability, trust, and accountability. In the areas where our word has no power, we’ll presence how the conditions of unworkability impact people, performance and results.

Recognizing the enemies of communication and seeing integrity in a new context enables coaches to expand capacity for personal mastery. Doing our own work paves the path for our clients. It is our code to shed light on habitual thinking and shift context such that we and our clients fulfill on “new” legacy futures.

OPEN FULL ARTICLE
Liz Wiseman
Multipliers: How the Best Leaders Make Everyone Smarter - Part 2

Thursday, April 12th 17:00 EDT

Few things mess up our lives more than a bad boss. We’ve all had experience with two dramatically different types of leaders: 1) those who inspire us, and 2) those who drain our intelligence, energy, & capability. Unfortunately, many people are stuck working for the latter.

Join Liz Wiseman and learn what she’s discovered and shared in the 2nd edition of her book, Multipliers, Revised and Updated (2017).

In her first round of research for the first edition in 2010, she learned why well-intended leaders often accidentally end up as pretty bad bosses. But at that time she didn't fully understand how to help us deal with them.

Over the past seven years, Liz and her research team have conducted hundreds of interviews and surveys to find the answers. Learn what Liz has discovered in the 2nd edition of her book, Multipliers Revised & Updated!

OPEN FULL ARTICLE

Week 32 - Sessions Complete - Sessions in Progress

April 19th - Every Thursday

Cathy Salit
Creativity, Change and the Competitive Edge

Thursday, April 19th 17:00 EDT

Creativity, Cathy says, is not just for “creatives.” And constant change — a reality for our times — affects us all in big and small ways. Cathy explores how to approach change — for you and for those you lead — as a creative opportunity, a creative project, a creative endeavor — and reap the benefits of the innovation and competitive edge that follows.

Cathy Salit has helped teams, organizations, and thousands of individuals achieve breakthroughs in their performances in the workplace. She introduces audiences to The Becoming Principle® — a revolutionary approach to learning and change that blends theater, improvisation, and the new science of performative psychology.

In all of her work, Cathy relates to people as performers, and organizations and companies as the stages on which they perform. By introducing audiences to this approach — that they are both who they are and who they are becoming — Cathy’s entertaining and interactive presentation will address some of the crucial issues facing leaders and organizations today.

OPEN FULL ARTICLE

Contact Us:

Please email your questions to support@wbecs.com. Our team is located in all 4 corners of the globe and we will respond shortly.

WBECS 2017 PARTNERS