Center for Coaching Certification

OHANA Five by Five

By Scot Conway, Ph.D., J.D. – http://www.theohanaproject.com/ 

In the previous blog, Scot Conway described the OHANA Way Acronym he covered in his free webinar as part of the Center for Coaching Certification free continuing education offerings.  Now, for each of the five words for the acronym, he expands on with 5 tips for living OHANA.

Scot Conway

OASIS
Be a Refreshing Refuge.
1: Win/Win or No Deal
2: Give to Givers Who Give
3: Be a Safe Person; Create a Safe Place
4: Resolve (My, Your, Our), Concede (Trade Wins), Compromise
5: Leave No Trace; Better Than You Found It

HARMONY
Embrace Infinitely Diversity in Infinite Combinations Aimed at Greatness.
1: Differences are Issues to Navigate, Not Causes for Condemnation
2: Bad Things are Problems to Solve, Not Causes for Condemnation
3: More For, Less Against. Focus on What You Do Want.
4: Facet Truths: Bring Truth Appropriate to the Relationship
5: Just Be Polite

ASSERTIVENESS
Moving Forward on Purpose with Respect for Others.
1: Define Your Win: Values, Goals, and Roles
2: More Yes/And, Less No/But
3: Compelling Future: Choose. Plan. Check In
4: I Have a Point; You May Also Have a Point
5: Ecology Check

NOBILITY
Royal Knight: Be our highest and best selves.
1: Leadership: 4P360
2: Self-Leadership
3: Chivalry/Bushido
4: Ladies and Gentlemen
5: Be a Light, Not a Judge

ALOHA
Love:
1. I want the best for you.
2. I want to be the best for you.
3. I want you to have transcendent joy.
1: Love Stack: Agape, Phileo, Eros
2: Love is Not Jealous and Does Not Envy
3: Phileo Bank Account: Positive On Purpose
4: Love, Joy, Peace
5: God, People, Self

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The OHANA Way

By Scot Conway, Ph.D., J.D. – http://www.theohanaproject.com/

Scot Conway provided one of the free continuing education webinars for Center for Coaching Certification and the next two blogs are his two-page report on the same topic.

The Ohana Way Report – this mini-blog-series – is the short version of the book. The Ohana Way is the full-length version and contains a deeper dive into the Ohana Five by Five.

THE OHANA WAY

OHANA – “Ohana means family, and family means no one gets left behind… or forgotten.” (Lilo and Stich, 2002)

Ohana means family. Family includes those bonded by affection and something in common. It represents an ideal that we illustrate by using ohana as an acronym.

OHANA means:
O – Oasis
H – Harmony
A – Assertiveness
N – Nobility
A – Aloha

OASIS – Be a Refreshing Refuge. Being an Oasis and helping create an
Ohana Oasis means I always make it better by being here. I help create a refuge
from the usual, the annoying and the difficult.

HARMONY – Embrace Infinite Diversity in Infinite Combinations Aimed at
Greatness. Great music is made from melody and harmony. Many instruments,
notes, and singers work together to make all sorts of different and amazing
music. Harmony means we don’t have to be alike to be together.

ASSERTIVENESS – Moving Forward on Purpose with Respect for
Others. We Live Life on Purpose. We live assertively, learn assertively and love
assertively. We practice assertive listening, assertive relationships, assertive
parenting, and assertiveness in any and all areas of life.

NOBILITY – Be our Highest and Best Selves. The metaphor of the Royal
Knight dives deep into our ideals of princeliness and princessliness in their
highest and best forms. We pursue knightly chivalry and samurai bushido in
service to high ideals.

ALOHA – Love in All Its Many Meanings and Manifestations. Love is I
want the best for you, I want to be the best for you, and I want you to have
transcendent joy. Aloha also includes hello and goodbye in Hawaiian.

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Getting Involved for Diversity and Increased

On an organizational level, what can be done to increase diversity and access to coaching?

As an example, Vanderbilt wrote about what they are doing and included suggestions helpful to all of us at  https://www.vanderbilt.edu/diversity/unconscious-bias/.

An article at http://www.diversityjournal.com/14154-10-ways-employees-can-support-diversity-inclusion/ discusses how employees can support diversity and inclusion. While this speaks to employees, the tips are helpful for small businesses as well.

SHRM offers this 6 specific steps in this article: https://www.shrm.org/hr-today/news/hr-magazine/0418/pages/6-steps-for-building-an-inclusive-workplace.aspx.

Now let’s bring it closer: what can coaches do to get involved?  Bring it up in LinkedIn discussions.  Join the ICF and ask about initiatives and opportunities.  Blog and present on the topic.

Getting Involved for Diversity and Increased Access

What can coach training organizations do? Join ACTO – the Association of Coach Training Organizations.  ACTO is taking the initiative to engage others in the conversation as well as acting to increase diversity and inclusion.  Specifically, the 2019 ACTO conference focuses on diversity and inclusion. ACTO is updating the Code of Ethics to ensure the language serves diversity and inclusion / regard.  ACTO is actively exploring offering scholarships to individuals for coach training to increase access.

At CCC, we looked at our involvement.  In addition to serving on the ACTO Ethics Committee last year, this year I am the Chair.  Our committee is reviewing the Code of Ethics with an eye to diversity and inclusion / regard.  We invited input from outside people as well as our committee.  The committee is preparing and making recommendations for changes to the Board of Directors.  Additionally, I am again on the ACTO Conference Committee and the conference we are planning is, “The Human Tapestry: Challenge.  Illuminate.  Celebrate.”  The conference title is wonderful and makes a statement to all of us: challenge our thinking, illuminate realities and opportunities, and celebrate the human tapestry.  Learn about the conference here.

Think about ways you and/or your organization can get involved to promote diversity and increase access to coaching.

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Diversity, Inclusion / Regard, and Access to Coaching at CCC

When it comes to ensuring diversity and inclusion / regard, a call or mandate to action is often what it takes to effect change. There is sometimes a fear that this results in engaging people solely because they are identified with a specific group.  Consider the other approach: simply using language and images that invite diversity and truly being open and accepting so that the diversity occurs naturally.  We found this to be our experience at the Center for Coaching Certification.

As is recommended, when seeking to step up to the challenge to increase diversity, we started by looking at ourselves.  We are excited to say we feel good about the language and images we use on the website and our social media pages.  Of course, we want to continually improve so when we receive emails pointing out a mistake or with a suggestion, we review it and make changes as appropriate.

Diversity, Inclusion / Regard, and Access to Coaching at CCC

Another exciting thing we are pleased to notice is the diversity on our team – especially because it occurred naturally. When we look at our team, we see people of different nationalities and colors, plus our team include people who are part of the LBGT and people with disabilities communities.  The funny thing is, we simply built our team and work together.

Since 2011 we have published a book each year, Coaching Perspectives, with chapters written by graduates.  The coach authors are themselves a diverse group. The chapters also speak to increasing diversity and access to coaching with topics including Coaching Inmates, Coaching Millennials, ADD / ADHD Coaching, Coaching Through Mental Health Challenges, The Culturally Competent Coach, and Trauma Coaching.

One more thing we are happy to see is that the free webinars we offer help meet the challenge of increasing access to coaching. One example is the upcoming free webinar “Use your coaching skills to change the world of work!”  The focus is a nonprofit organization that is inviting coaches to volunteer to serve individuals in the work place who otherwise do not have access to the support of a coach.

A great find: Many of our team members offer coaching at discounted rates or for free to individuals who do not otherwise have access to coaching.

When we are open and accepting of all and interested in serving, diversity occurs naturally and opportunities to increase access to coaching are a natural element of our efforts.

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The Challenge – Increase Access to Coaching

Increasing access to coaching means making both coach training and coaching services available to people who currently are unaware of coaching or unable to afford it.  It is important that all of us in the coaching profession care about diversity and access to coaching so that together we can make a difference.

The Challenge – Increase Access to Coaching

Ways an individual coach can increase access to coaching:

  • Reach out to nonprofits in your community and explore opportunities for coaching the people they serve.
  • Reach out to organizations that serve youth and explore ways to offer coaching either to groups or individually.
  • Reach out to organizations that serve the underserved and explore how you can offer coaching to their constituency.
  • Find out if your city has a sister city in another part of the world and explore offering coaching there.
  • Connect with local organizations and find out which have colleagues in other parts of the world they collaborate with to explore options for offering coaching.
  • Connect with medical professionals that serve the economically disadvantaged and collaborate to provide coaching.
  • Join discussion groups on social media sites and propose that you and your colleagues be available to serve people that do not currently have access to coaching.
  • Be a part of the effort by getting involved in the conversation and in efforts to expand access to coaching.

These are a few ideas – what else can you as an individual coach do to make a difference?  Please add to the brainstorm with comments here!

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Coaching for All – Review Your Website and Social Media

The next step in the challenge for you to increase diversity and inclusion / regard in your coaching work is to review the language used on your website and in your social media profiles.

“The difference between the right word and the almost-right word is the difference between lightning and the lightning bug.” — Mark Twain

A great article giving examples and explanations for language that serves the intention of diversity and inclusion is at https://open.buffer.com/inclusive-language-tech/

Examples of language that can be perceived negatively and possible alternatives:

The challenge is that words mean different things to different people.  General guidelines include considering the reader first, reflecting on possible interpretations, and being intentional with how you say what you say.

Examples of images may be easier.  If you include pictures of people, and all of the people in the picture appear to be easily categorized as similar, it can give a perception of being a site intended for that category only.  A common example is if everyone in the images is white and seems to be of middle to high professional levels and income. Alternatively, if you also use images that include people that seem to be different, that promotes diversity and inclusion / regard.  Consider the following examplesWhat do you notice in the pairs of images? What difference does the appearance of the people make?

Now look at the images as a group.  What is the difference in the impression each group has on viewers?The challenge for you now?  Review your website and social media profiles. Carefully consider the content and images and look for ways to communicate open acceptance.

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Facing the Challenge of Coaching for All Starts with Our Own Education

In the first blog we highlighted the challenge and possible obstacles to expanding the reach of coaching.  We got started with learning more by reviewing definitions. Let’s take that learning deeper. Options include classes and self-directed study with reading and watching videos.

Facing the Challenge of Coaching for All Starts with Our Own Education

A quick search for classes on diversity and inclusion brought up this page on Inc. listing free training: https://www.inc.com/the-muse/9-free-diversity-and-inclusion-online-classes-for-managers.html and also https://www.class-central.com/search?q=diversity+and+inclusion plus a search of books on Amazon netted quite a few at https://www.amazon.com/s/ref=nb_sb_noss_1?url=search-alias%3Dstripbooks&field-keywords=diversity+and+inclusion

A search for training in cultural awareness netted resources at http://www.culturosity.com/resource_personaldevelopment.htm plus a free manual at https://www.commisceo-global.com/resources/management-guides Additionally, it brought up several companies offering training including: https://www.communicaid.com/cross-cultural-training/cultural-awareness-training/

https://www.speak-first.com/training/cultural-awareness/

https://www.commisceo-global.com/training/global-business/cultural-awareness

A search on Amazon again netted quite a few books at https://www.amazon.com/s/ref=nb_sb_noss_1?url=search-alias%3Dstripbooks&field-keywords=cultural+awareness

As with so much that happens in coaching, what I noticed while searching is that it starts with self-awareness.  This includes self-awareness of how we present ourselves plus of our own culture, biases, and attitudes.  Then we are ready to be curious about others and to learn.  This will prepare us to take action and make a difference in the world of coaching.

In the first blog we gave three steps any one coach can take: learn, communicate openness with language and images, and offer sliding scale or pro-bono coaching services.  In the next blog we will look at examples of language and images that make a difference.

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Coaching for All – A Challenge

This blog series is intended to highlight the importance of making coaching accessible for all and includes insights on diversity, inclusion / regard, bias, and economics as factors.  A few key thoughts to set up these posts:

Coaching for All - A Challenge

The Challenge: Increase the Reach of Coaching

The Reason: Coaching works and it simply makes sense that it be widely available.

The Conversations: Diversity, Inclusion, Cultural Awareness, Accessibility, Bias, Subconscious Bias, Lack of Equity

Possible Obstacles: Diversity, Inclusion, Cultural Awareness, Economics, Bias and Subconscious Bias, Lack of Equity

What can one coach do to make a difference?

  1. Learn about diversity, inclusion / regard, cultural awareness, and access barriers.
  2. Check personal biases and sub-conscious biases.
  3. Communicate openness with images and language on your website, social media profiles, and in your emails.
  4. Offer a sliding scale fee or pro-bono coaching for people who cannot otherwise afford it.
  5. Provide pro-bono coaching for economically disadvantaged or marginalized people.

Definitions to get us started:

Diversity:  Merriam-Webster says: “the condition of having or being composed of differing elements: variety especially: the inclusion / regard of different types of people (such as people of different races or cultures) in a group or organization.”

Inclusion:  Merriam-Webster says: “a relation between two classes that exists when all members of the first are also members of the second.”

Let’s take this further. On http://www.diversityjournal.com/1471-moving-from-diversity-to-inclusion/  it says “As a start, a common definition of “diversity” and “inclusion” is needed. Diversity means all the ways we differ. Some of these differences we are born with and cannot change. Anything that makes us unique is part of this definition of diversity. Inclusion involves bringing together and harnessing these diverse forces and resources, in a way that is beneficial. Inclusion puts the concept and practice of diversity into action by creating an environment of involvement, respect, and connection—where the richness of ideas, backgrounds, and perspectives are harnessed to create business value. Organizations need both diversity and inclusion to be successful.”

Cultural Awareness: Collins Dictionary says: “Someone’s cultural awareness is their understanding of the differences between themselves and people from other countries or other backgrounds, especially differences in attitudes and values.”

Bias: Merriam-Webster says: “a personal and sometimes unreasoned judgment.”

Subconscious (or Implicit) Bias:  Merriam-Webster says subconscious is: “existing in the mind but not immediately available to consciousness.”

Vanderbilt says Subconscious Bias is: “prejudice or unsupported judgments in favor of or against one thing, person, or group as compared to another, in a way that is usually considered unfair.”

Equity:  Merriam-Webster says: “freedom from bias or favoritism.”

This a great opportunity to pause and consider these definitions and what they mean for you at home, with friends, and at work. Come back for the next blog as we continue to explore these topics.

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You’re Invited to Increase Your Exposure – Be a Guest Speaker / Webinar

Do you want to increase your exposure?  Are you ready for inbound links to your website or social media profile?  Are you interested in demonstrating your expertise?

Be a Guest Speaker / Webinar Leader

Be a guest presenter!  Center for Coaching Certification is inviting you to give a webinar to our audience of 15,000+.

  • Be positive and use coaching language to talk on a subject related to coaching
  • Create a draft of your Power Point (let us know if you want help with your PowerPoint), write a paragraph to use for promoting the presentation, and a paragraph about you as a presenter
  • Include a picture and link to your website or Linked In page

Check out our You Tube channel to see an example of a webinar at https://www.youtube.com/user/CtrCoachCert

Create new opportunities for yourself!

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You’re Invited to Increase Your Exposure – Be a Guest Blogger!

Want to get in front of more people?  Interested in links to your website or social media profile?  Have a thought or idea to explore?

Want to be a Guest Blogger?

Write a guest blog!  Center for Coaching Certification is inviting you to be included on our blog site.

  • Write in positive, forward focused coaching language on something related to coaching
  • 200-300 words per blog; write a single blog or a mini-series
  • Include a picture and link to your website or Linked In page

Check out our blog at https://www.coachcert.com/coachingblog/ to see what examples and get ideas.

Create new opportunities for yourself!

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