Center for Coaching Certification

Coaching Plus – Resume Support

In setting up the coaching relationship, the option for training or consulting in addition to coaching was discussed and planned with Katrina.  As discussed in coach training, it is essential to be clear on roles and to schedule services other than coaching separate from coaching.  Katrina wanted to schedule consulting on her resume; she provided a copy of her updated resume and asked for input.  During the consulting, coaching questions were used. Here are examples: Resume

  • What are your significant measurable successes?
  • How do you stand out from other candidates?
  • What do you want to highlight for your ideal job?
  • What are the expectations of an employer?
  • What will your ideal employer want to see?
  • How does this resume demonstrate your ability to do the job?
  • How will an employer know you will fit their culture?
  • What will be a value-add for an employer?

With the resume fine-tuned, the next step Katrina chose was to ensure social media profiles were up to date and consistent. Additionally, it was important for Katrina to feel comfortable with a potential employer seeing everything she had online.  Coaching questions again helped during the consulting session:

  • Which pictures are you comfortable with anyone seeing?
  • Which elements of your resume do you want included?
  • What narrative do you want to add?
  • What interests do you want included?

Katrina’s next step was listing and ranking possible jobs.  This started with brainstorming, moved to free online assessments for identifying jobs, and expanded to Katrina researching plus asking friends for suggestions.  After developing the list, I supported Katrina in grouping the types of jobs, then listing likes and dislikes of the groups, and finally prioritizing based on her interests.

 

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Coaching after an Assessment

Katrina felt an Emotional Intelligence assessment was of value for her and opted to take the it.  After she had finished answering the questions, the report came in. As coach, preparing for the coaching session includes reviewing the information on the assessment dashboard provided to all coaching certification graduates that explains the report, reviewing the report itself, and being intentional planning for the coaching session. Specifically, I like to set up an email or two with a generic diagram or checklist explaining the information we will review together.  Being ready for a screen share makes it easier to review the report together.  Use powerful coaching questions before, during, and after reviewing an assessment report.  Here are a few examples: Coaching after an Assessment

Before

  • How are you feeling about today’s conversation?
  • What are your thoughts about what we will review?
  • What are your questions on how the report is organized?

During

  • As you review your results, talk out loud about what you see, think, and feel.
  • What are you learning about yourself?
  • What are you liking?
  • What areas you want to develop further?
  • What insights does this provide?
  • What are your opportunities for shifting things?
  • What are the benefits of this awareness?
  • How do you want to use what you are learning?
  • What additional thinking or reflecting do you want to do?
  • What do you want to be asked the next time we meet?

After

  • What are your thoughts since we last met and discussed your assessment?
  • What are you learning about your situation?
  • What are you learning about yourself?
  • How is this helping you?
  • What do you want to adjust?
  • How will you maximize the awareness?

With the heightened awareness gained from the lists, self-evaluation, assessments, and prioritizing job possibilities, the focus for Katrina moved to her resume and job search.  Because we had talked about the possibility of also scheduling training or consulting, I asked Katrina her thoughts.  Katrina felt comfortable with writing a resume; she wanted consulting on the resume when it was ready.  Katrina decided that once she began her search, skills training was an option if it applied.

 

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Second Priority: Being Intentional About Career

After Katrina had her big picture developed through the process described in the previous blog and taught during coach training, she wanted to move forward with her focus on career.  She knew she wanted a job that gave her time for other things too. She was still working through exactly what type of job she wanted to pursue. Being Intentional About Career

In talking possible approaches with Katrina, she decided she wanted to start by working through what she liked doing at work, her skills, and job possibilities.  We discussed co-creating lists for ranking or defining, utilizing a series of questions on changing or choosing a career, and the Guide from the Side® game (from the coach login page for coach training graduates) that included choosing and defining values, plus prioritizing relationships, time, money, and goals.

An additional tool explored is assessments. Assessments are validated instruments available in a variety of areas.  For example, there are assessments that identify behavior style, motivational style, thinking style, Emotional IQ, and learning styles as well as areas for professional growth.  In addition to a deeper awareness, assessments can provide insight on strengths or areas to develop.  All coaching certification graduates at the Center for Coaching Certification are provided a dashboard for giving the most popular assessments at wholesale.  This meant offering a variety of assessment options affordably for Katrina was easy.  In the next blog we will cover how to coach a client who takes an assessment.

 

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Coaching Client Priority: Confidence

Continuing from the previous blog, the client and I talked about different approaches to coaching including an option of exploring what she wanted and then focusing on building her confidence.  This option is taught in the Certified Professional Coach program and was explored with the client. After reviewing options, the client made her choice and the coaching started. COACHING CLIENT PRIORITY: CONFIDENCE

During the opening session as Katrina explored what she wanted, she used self-limiting language.  She doubted her ability to achieve all she wanted.  Katrina, like so many of us have been, was at a time in her life where her confidence was low.  Because of this, we explored creating a tool to support her confidence, create a sense of positive and proactive empowerment, and keep her focused on moving toward her goals.

The tool used for Katrina was her affirmation story.  This means her story in the present tense describing her being on track for achieving her goals.  The story used Katrina’s positive and proactive language (consistently asked for throughout the opening session) and her specific goals.  We scheduled time for Katrina to hear her story read to her as a guided visualization exercise.  Katrina shared that the first time she listened she was resistant to it becoming real. After hearing it multiple times she said she began accepting the possibility.  The story is now a tool for Katrina to use independently to support her focus and motivation.  An additional benefit for Katrina is that her story builds her confidence because it positively describes her creating her future.

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Using Coaching Techniques

Through the story of one client, this blog series demonstrates the application of various tools and techniques from coach training.  The client in this story is a blend of multiple clients with personal information changed to protect their privacy.

About the Client:  After being downsized or rightsized with several different companies, Katrina was discouraged.  She was divorced, in her late forties, living in a caretaker’s room on an estate in exchange for watching the house, and completely unsure of her next steps.  A friend recommended coaching and Katrina called.  Using Coaching Techniques

Starting the Coaching Relationship

Ensuring that coaching made sense for Katrina and that I was a good match started with an introductory session.  Katrina had the opportunity to experience coaching and determine her own comfort level both with me and with the coaching process. When the session was complete, Katrina shared that it was very interesting to her that instead of telling her what to do, I asked her what she wants and her thoughts on moving forward.

Because Katrina and I both determined we were a good match, we moved into reviewing the Code of Ethics and Coaching Agreement. Given Katrina’s circumstances, we chose to work together with Katrina paying a minimal fee until she was employed again.  In addition to coaching, we discussed possible training and/or consulting as additional service options.

In the introductory session, Katrina identified her immediate focus as building her confidence and figuring out her direction. Because of this desire, we explored how to start working together.

As this blog series continues, we will apply tools, techniques, and processes learned during coaching certification.

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Sometimes When I Look at Me

By Beth Donovanwww.CoachBeth.us

Beth Donovan

Sometimes when I look at me,
I see this person looking back,
And all that I can think of,
Is everything she lacks.

Her hair is brown and common,
Her eyes a bluish green,
She keeps her smile to herself,
As she doesn’t want it seen.

She’s heavyset and not athletic,
Her body not to her liking,
But actually she’s a butterfly,
Quite beautiful and striking.

Breaking through cocoon walls,
Made her very strong,
She never knew she had it in her,
But she had it all along.

Maybe she doesn’t always see,
The beauty from the mirror,
But she sees it in the faces,
Of those who really hear.

When she speaks to give out strength,
To anyone who will listen,
“Love yourself and choice by choice,
You too will come to glisten!”

It’s never all or nothing,
It’s never one last meal,
It’s all about your journey,
And how you choose to heal.

Learn to fly with stained glass wings,
That glisten in the sun,
The cocoon is hard to get through,
But flying is such fun!

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Motivating Your Client in Coaching

By Beth Donovan www.CoachBeth.us

Beth Donovan

Many clients come to me wanting reach a specific weight goal.  Their expectations are often for me to put them on a diet like a weight loss clinic and tell them what to do for exercise because they misunderstand coaching.  Something I learned in coach training is that telling the answer is far less effective than really coaching where I ask them questions and they find their own answer. I have found this to be true.

When coaching them, I ask them many powerful questions to get them to think.  They are best served when they come to their own answers because they are their own best experts.  Questions include:

  • What do you want your outcome to be?
  • How are you planning to achieve that?
  • What is your motivation?
  • What will it feel like when you reach your goal?

As coach, I listen for where their motivation comes from, internally or externally.  If it’s internally, they may say something like, “I want to walk more easily without getting out of breath.”  Notice that the goal is to make themselves satisfied.  If the goal is external, they may say something like, “I want to get a boyfriend.”  Notice that the goal depends on someone else.  That type of motivation is short-lived and is better redirected toward an internal motivation using powerful questions.  In that case, I will say, “That’s a great awareness.  What does it mean for you personally?”

As a coach it is essential to adjust to each individual.  Stay in the moment with your client.  Listen to who they are in that moment, in that space.  Are they passive or aggressive, logic or emotion, and in what combination?  Coach accordingly by asking powerful questions tailored for their style and know when to be silent.  For example, passive/logic people may want more time to think, while aggressive/ emotional people may jump right in and brain storm.

Things to remember when coaching include, just as we all learned in our coaching certification, being present, asking powerful questions, and listening actively.

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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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