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Ethical Challenge: Benefitting from the Relationship What do you think? Ethical Challenges Series

Posted on October 31, 2019 by Cathy Liska

A coach also works as a trainer teaching communication skills.  The coaching client hires trainers for programs inside their company.  The coach has completed their coach training and is a member of the ICF and accountable to the Code of Ethics.  Can the coach solicit that business?  Can the coach provide the training if asked by the client? Ethical Challenge: Benefitting from the Relationship

Possible Responses:

  • The coach informs the client that they do not want to benefit from the coaching relationship and does not take on the additional business.
  • The coach discusses the potential conflict of interest with the client and asks the client how they want to handle it.
  • The coach reflects on their own ability to provide their best as a coach whether or not they are hired for the training and ensures they are fully present for the client when coaching.
  • The coach thanks the client for the referral and talks about keeping the coaching relationship separate from any potential training work.
  • What else?

Refer to the ICF Code of Ethics:

13) Seek to be conscious of any conflict or potential conflict of interest, openly disclose any such conflict and offer to remove myself when a conflict arises.

AND https://coachfederation.org/ethics-faqs

Q: If I have a multi-level marketing business, can I sell my product to my coaching clients?
A: The coaching relationship might be impaired if you sell other products to the client, as the client might perceive undue pressure to purchase from you.

How do you recommend it be handled?

 

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Ethical Challenge: An Accusation What do you think? Ethical Challenges Series

Posted on October 28, 2019 by Cathy Liska

A coach goes to their clients.  The coach is coaching the client in their office and the client closes the door.  The client accuses the coach of sexual misconduct.  The coach denies any misconduct.  The client contacts the ICF and submits a complaint.  The client wants to continue coaching.  The coach has completed their coach training and is a member of the ICF and accountable to the Code of Ethics. Ethical Challenge: An Accusation

Possible Responses:

  • The coach terminates the coaching relationship and refers the client to a different coach.
  • The coach asks for a third person to be in the room during coaching sessions.
  • The coach asks for a location where there they can be seen and not heard.
  • The coach asks for the coaching sessions to be online or on the phone.
  • The coach documents what happened and sends it to the ICF.
  • The coach waits to be contacted by the ICF.
  • What else?

Refer to the ICF Code of Ethics:

20) Hold responsibility for being aware of and setting clear, appropriate and culturally sensitive boundaries that govern interactions, physical or otherwise, I may have with my clients or sponsor(s).

21) Avoid any sexual or romantic relationship with current clients or sponsor(s) or students, mentees or supervisees. Further, I will be alert to the possibility of any potential sexual intimacy among the parties including my support staff and/or assistants and will take the appropriate action to address the issue or cancel the engagement in order to provide a safe environment overall.

Check out: https://coachfederation.org/icf-ethics

ICF’s Ethical Conduct Review (ECR) process provides a forum where individuals can bring complaints about alleged breaches of the ICF Code of Ethics by ICF Members and ICF Credential-holders. The ECR process provides for review, investigation and response to alleged unethical practices or behavior deviating from the established ICF Code. It is intended to serve as a “model of excellence” for the fair review of complaints concerning the ethical conduct of ICF Members and ICF Credential-holders and be responsive to complaints concerning experiences believed to be breaches of the Code by ICF Members and ICF Credential-holders.

How do you recommend it be handled?

 

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The 5 P’s of Marketing for Coaches

Posted on October 24, 2019 by Cathy Liska

So – you finished your coaching certification.  Now what?  It is time to develop your marketing strategy!  Follow the five Ps listed here. The 5 P’s of Marketing for Coaches

P #1: Product

Focus on Solutions, Ideas, and Insights which means promote the outcome instead of the training, assessments, or coaching.  The product changes for each client – focus on customized solutions.  Identify a customized solution by using your coaching – ask a lot of questions.  As appropriate, assessments are tools of the trade that many clients value (especially in the corporate space).  Each assessment is a different tool for making what you do easier and more scientifically sound.

P #2: Price

Remember to start with the solution because it is more important than the price.  The solution makes the investment worthwhile.  When you do get to price, give it based on the package as a whole.  For example, provide a package of assessments, training, and coaching and give one price for everything – the solution.  Work with the client to co-create a step-by-step outline or flowchart.  Doing this with them creates buy-in and agreement to the full solution.  Additionally, the flowchart helps the client understand what to expect.  If they want to negotiate, negotiate value.

P #3: Packaging

Solutions are your product; the packaging is YOU!  Learn from the pros:

  • Patricia Fripp says accentuate your appearance to enhance your brand identity.
  • Jeffrey Gitomer says have something “signature”.

Communicate your value and quality.  The look and feel of your website, training materials, and assessment reports inform the opinion of clients.  Focus on how they perceive it.  When you use assessments, white label everything.  (For example, the assessment dashboard you receive as a graduate of the Center for Coaching Certification means your name, logo, website, email, and phone are printed on the assessment reports.)

P #4: Promotion

Successful businesses have 50% of their resources (human and financial) invested in marketing and advertising.  Paid or push marketing includes display advertising.  Pull marketing includes SEO.  Free or low-cost marketing includes strategic alliances, social media, a blog, podcast, video, newsletter, emails, and networking.  For promotion, remember: Content Marketing is King!  That means provide great content to demonstrate your expertise and credibility.

#5: Person

Get to know your prospect and their environment.  The more the prospective client talks and the more laser targeted the solutions, the more they are invested.

As you learned in coach training, rapport is the number one indicator of success.  Develop rapport.

 

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About Assessment Coaching and Assessment Certification

Posted on October 21, 2019 by Cathy Liska

According to the International Coach Federation, ICF, coaching is, “a strategic partnership in which the coach empowers the client to clarify goals, create action plans, move past obstacles, and achieve what the client chooses.”

Assessment Coaching is partnering with a coaching client to review their assessment, explore their thoughts, identify their key considerations, and create their strategies moving forward. About Assessment Coaching and Assessment Certification

Assessment Certification is being trained to analyze an assessment report and provide a client with the interpretation.

A few more pertinent definitions:

  • Assessments: A validated tool for identifying or measuring specific aspects.
  • Administering an Assessment: Creating and providing the link for a client to take the desired assessment.
  • Assessment Debriefing: The interpretation and review of assessment results by a certified facilitator.

The Steps for Assessment Coaching

  1. Preview how the report is organized – this is easily done with sample reports.  Often providing the client with a few snapshots of the sample report helps them understand what they will be looking at when they see their report.
  2. Provide the client their report when you are with them.
  3. Invite the client to share thoughts, ideas, and considerations as they review their report.
  4. Ask the client what they are learning about themselves.
  5. Ask the client what changes they want.
  6. Ask the client to define their strategies and plan actions.

Many decide on an Assessment Certification for the deeper knowledge, additional resources, to complete continuing education, earn credibility, or create additional opportunity.  The process is simple:

  1. Decide which assessment certification(s) is/are right for you and your clients.
  2. Access the wholesale pricing and pay through the free dashboard provided to you at the Center for Coaching Certification.
  3. Complete the self-paced training.

After becoming certified in an assessment, prepare for Assessment Debriefings with these steps:

  • Review the report and analyze the results.
  • Write notes on your analysis.
  • Explain the report and the meaning of the results to the client.
  • Schedule follow-up coaching (because without follow-up coaching assessments can have a negative impact).

Coach training and coaching certification are a great start.  Assessment Certification builds on effectiveness and creates opportunities for additional work.

 

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Pamper your inner self with a coaching session!

Posted on October 17, 2019 by Cathy Liska

By Naomi Clark-Turner   https://www.linkedin.com/in/naomi-clark-turner-a592781/

Naomi Clark-Turner

Most of us understand the importance of regular physical check-ups and the health benefits: the annual wellness-visit to our doctors and the essential dental hygienist appointments.  Plus, later in life, the prescribed mammogram, prostate check, and colonoscopy.

There are other routine physical services most of us choose to build into our schedules, to keep ourselves looking and feeling good: haircuts, exercise classes, manicures, and pedicures to name a few.  Last, and not least, we may also indulgeourselves occasionally in a trip to a spa for a relaxing facial or massage.

How do people take care of their internal self?

How do you decide what you want from your life and whether you are happy with your progress?

What is your awareness of having a regular discussion with someone – a coach – as a tool to help you define your goals, focus on the future, and create a positive mindset?  When will you add coaching sessions to your list of regular check-ups?

Having a coach is a great way to solidify your plans and identify the next steps to get there.  A coaching session will help you both tune-up your personal development and define your life goals.  Coaching will 1) give you clarity on exactly what you want and 2) empower you feeling positive, confident, and engaged.

Like any other personal service or health intervention, some things for you to consider:

  • How long do you want your coaching relationship to last? Best practices is a minimum commitment to six sessions.
  • Will this be a regular check-up or a quick fix? Meaningful change is a process and takes time.
  • What do you want to achieve in your coaching sessions? Consider exploring opportunities, defining challenges, creating strategies, listing action steps, and reflecting on value.
  • How will you know if you get what you wanted out of it? Deciding on your measure of success helps you achieve what you want and you want to know you are getting value for money.

It is smart to treat yourself to a coaching session and round out your health and wellness regime!

A tip: find a coach who has completed their coaching certification and ask them about the process and scheduling, then ask about a free introductory session.

 

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C.O.A.C.H.I.N.G.

Posted on October 14, 2019 by Cathy Liska

By Cathy Liska

Whether seeking to understand coaching, getting started as a coach, or further refining advanced coaching skills, acronyms are an easy way to remember important things.  

As a starting point for professional coaches, the ICF’s 11 Core Competencies of a Coach outline the skills and their PCC Markers are the specific behaviors that demonstrate the skills.  Putting this into an acronym makes it easier for coaches to remember and apply the essential elements of coaching sessions.

C.O.A.C.H.I.N.G. uses the obvious word describing the work and then each letter becomes a reminder of the specific behaviors in a natural progression through a coaching session.  When you read it, have the 11 Core Competencies and the PCC Markers handy!

Clearly define session focus, measures, and process.
Offer acknowledgement and space to express.
Act in response to the who, the what, and the insights.
Customize to client’s language, situation, and emotions.
Help expand thinking and exploration.
Invite reflection on learning and application.
Notice progress and support planning.
Give credit and get permission to close.

Each of the above reminders is tied to the behaviors (PCC Markers) for the Competency as noted here:
C = Establishing the Coaching Agreement
O = Establishing Trust and Intimacy with the Client
A = Coaching Presence
C = Active Listening
H = Powerful Questioning
I = Direct Communication
N = Creating Awareness
G = Designing Actions, Planning and Goal Setting, Managing Progress and Accountability

What are your thoughts?

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Book Review of Paving Your Path

Posted on October 10, 2019 by Cathy Liska

by Kim Nugent, Ed.D.   Reviewed by Cathy Liska

Amazon Book Link Here. Paving Your Path

This book is both a practical workbook and a great guide to support high school students as they consider, explore, and choose their path after graduation.

Summary – The chapters of the book include:

  • Praise, Purpose, Dedication, Acknowledgements
  • My Story
  • Manifesting Your Destiny
  • The Pathway: A Checklist of Deliverables
  • Characteristics of Success
  • Creating a Mentoring Relationship and Being Mentored
  • What I Wish Someone Had Told Me When I Was In High School
  • The Solution for a New Generation
  • Self-Assessment Inventory: Post Assessment
  • Summary
  • Templates
  • Online Resources
  • References
  • About the Author

The Good:

In the chapter for Manifesting Your Destiny, multiple options are explored for high school students after graduation.  Then in the chapter on The Pathway a checklist is provided for each option.

Following the Mentor information is a self-assessment.  Then, in each section of the Solution for a New Generation chapter, the solution is followed by self-assessment questions and mentor questions.

Throughout the book are worksheets and templates to use means this becomes a great workbook for high school students.

The Bad:

Here comes a personal bias – coaching over mentoring.  While the emphasis is on a mentor, the questions are largely coaching questions.  In this work, a coach easily fits as a fabulous resource for students.  The advantage of a coach over a mentor is that the coach truly empowers the student to discover their own answers and create their own plans.

Conclusion:

Whether you are a student, work in a high school, a parent, a mentor of a student, or a coach, this is a fabulous resource for support high school students in their exploration, decision making, and planning for their own future.

 

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2 More Lessons From Coaching for Remote Workforce Managers

Posted on October 7, 2019 by Cathy Liska

By Ceci Amador, www.AllianceVirtualOffices.com Ceci-Amador

Great leaders and managers empower their teams to be proactive and motivate them to follow-through.  This requires that leaders have excellent communication skills.  Given our increasingly remote working world, excellent communications skills are even more important.  In the previous blog we talked about clear, precise communication and word choice.  Continue to enhance management skills with these additional lessons from coaching certification.

  1. The Rule of Silence

More often than not, when someone makes a statement or question people feel pressured  to respond so if one person is thinking, the other often jumps in to fill the gap.  This interrupts their thinking and prevents them from responding.  A certified coach will teach you that the power of silence can go a long way in improving relationships and opening up communication.  Silence gives people the opportunity to think thoroughly about their comments or responses.  In fact, “coaching training teaches that silence after a question is respecting each person in the conversation.”

For remote teams, having a 15 to 30 second policy of silence before responding to any question will help team members gather their thoughts and put together a valuable and insightful answer. This can help teams reach better, more viable solutions and it can help stave off any confrontations or frustrations.

  1. The Power of a Forward Focus

Great coaching teaches individuals to create and encourage positive forward focus.  In order to successfully manage a team of remote workers, you want to understand their goals, motivations, wants, and interests.  This will empower you to effectively connect your employees’ personal and career goals with the project at hand or their overall responsibilities.

Consider: How will being a part of your team or project help remote employees get to where they want to be?

Encouraging forward focus among members of a remote team can be effectively done through the right choice of words, clear and precise communication, and good questioning. Follow the lead of a certified coach who typically encourages clients to think in terms of “want to” or “choose to” and use this type of wording with your team.

Ask questions to create a positive, forward focus.  For example: What do you want to do?  What does success look like to you?  What steps will you to take to be where you want to be?  What results do you expect?  What will you think or feel once you reach a milestone?

Whether working with your own coach who models these skills or attending coach training, the lessons from coaching applied when managing remote workers are an amazing tool for getting the desired results.

 

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2 Lessons Coaching Teaches Remote Workforce Managers

Posted on October 3, 2019 by Cathy Liska

By Ceci Amador, www.AllianceVirtualOffices.com

Coach training or a certified coach can help professionals improve their performance in different aspects of life: health, career, relationships, etc., by empowering individuals to be intentional about their choices. In the realm of work, a certified coach can help remote managers improve their management, communication, and leadership skills.  Following are two of the great lessons from coaching for remote managers. 2 LESSONS COACHING TEACHES REMOTE WORKFORCE MANAGERS

  1. Clear and Precise Communication

Certified coaches use clear direct language to effectively communicate with people. A certified coach also uses effective questioning to ensure role clarity.  For a remote manager, this means clear, direct language and powerful questions to define responsibilities and the requirements of the work.  Powerful questioning requires that a coach recognize other people’s considerations and motivations to then ask them how a certain responsibility or tasks fits in with their skill set or goals.  For a remote manager this becomes a tool to motivate remote workers to own their work and their outcomes.

Coaching certification provides a tool to recognize and adjust to different personal styles by understanding which strategies or approaches work best for each person.  Coaching or coach training is particularly beneficial for remote team managers because coaching empowers professionals to guide others into finding and implementing their own solutions.

This is particularly valuable in remote work environments because people work from different locations and in different time zones, which means that a good leader will empower remote workers to make decisions and find solutions on their own, rather than waiting hours for the rest of the team to be online.  Good communication simultaneously helps build a sense of belonging, culture, and camaraderie among those collaborating on a project.

  1. Word Choice

Word choice goes hand in hand with clear and precise communication.  A professional coach models how word choice makes a difference and it does, in fact, set a charismatic leader apart from a toxic one.

For example, a certified coach will often use want or will instead of using need; he or she will avoid using limiting words like try or could as these are associated with a lack of confidence, conviction, or motivation.

The right choice of words can help make remote work more efficient and agreeable for all involved.  Being intentional about how you communicate can help motivate remote workers, as well as help them prioritize tasks and stay focused.  Using positive, empowering verbiage will send a clear message to your team.

Come back for more great lessons from coach training for remote managers!

 

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Coaching Skills for Remote Workforce Managers

Posted on September 29, 2019 by Cathy Liska

By Ceci Amador, www.AllianceVirtualOffices.com

Remote work is on the rise.  Managing a remote team effectively calls for highly developed skills because it can be challenging in a faceless, digital work environment. In order to make remote teams work, being a great communicator, leader, and motivator is essential. Lessons from coach training or through working with a certified coach are valuable for professionals interested in improving their remote team management skills. When done right, remote work offers various benefits to companies and employees alike. Remote workers enjoy better work-life balance, are more productive, and with great management they are more engaged with their company.  Companies who employ remote workers have employees who perform better, and they also save a significant amount of money on office space, utilities, and benefits packages. Coaching Skills for Remote Workforce Managers

There are 4 powerful coaching skills that serve remote workforce managers to learn:

  1. Clear and Precise Communication
  2. Word Choice
  3. The Rule of Silence
  4. The Power of a Forward Focus

In the next two blogs, these are covered in detail so come back for more!

The digital, faceless communication for remote workers can make it hard to understand and perceive the right tone or message.  Clear, concise language and word choice are key to collaboration.  These are all skills that certified coaches have been modeling for years.  Using silence as a respectful tool for thinking opens up the line of communication. Focusing on the future instead of the past is essential.  Implementing some of the strategies and lessons taught during coaching certification or modeled while working with a trained coach will go a long way in improving the performance of remote teams, enhancing the employee experience, and maximizing your company culture.

 

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