May 15 to 19, 2017 is International Coaching Week

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International Coaching Week (ICW) is an annual week-long global celebration of the coaching profession. During this week, coaches around the world offer a variety of activities and pro bono services in their local communities to share coaching’s impact. From educational sessions to coaching demonstrations to panel discussions, ICW offers something for everyone. Originally started in 1999 by ICF Member Jerri N. Udelson, MCC, ICW educates the public about the value of working with a professional coach and acknowledges the results and progress made through the coaching process.

Watch this free 2 minute ICF video to learn more about What is Coaching.

What is Coaching? from ICF Headquarters on Vimeo.

Download this free ICF white paper on Unlock Your Potential.

ICF White Paper on Unlock Your Potential (PDF)

Find an ICF Credentialed Coach

To find ICF credentialed coaches in your country, please click on the link below to the ICF Credentialed Coach Finder (CCF) and on the webpage scroll down to read and accept the CCF User Agreement.  Once on the CCF webpage, type your search keyword, e.g., “Philippines” to view coaches in the Philippines.  There are other search filters as well to help you in your search. The CCF is a free service from ICF.

Find an ICF Credentialed Coach

If the coach you would like to meet and potentially establish a coaching relationship with is in another country/time zone, or if you travel quite a bit, coaching may be done through mobile phone, Skype, Zoom, or other internet communication platforms.

Options for availing of professional coaching include your personal investment on yourself or your company’s investing in coaching for its leaders and high potentials.

Pro Bono Coaching Session

If you would like to inquire about a pro bono coaching session (30 – 40 mins) with me sometime in June 2017, please send me a message through the Comment box in Contact Me on or before May 19, 2017, 5 pm, Manila Time.  Please write:  “ICW Pro Bono Coaching Session.” I am offering 10 pro bono slots in June 2017 on a first come first served basis.

Are you behaving in ways that build or erode trust?

To say that trust is an important foundation of all successful and mutually beneficial relationships is perhaps an understatement. Trust is key whether we are talking about relationships between parent and child, husband and wife, friends, manager and direct report, consultant or service provider and client.

As we may all know, trust is easy to lose and difficult to earn. Trust can easily be lost as a result of one incident. Earning it back can take time and effort, and a strong desire and willingness to restore it.

How we behave either helps to build and strengthen trust, or erode and weaken it.  One useful little book that can help us assess ourselves and others on trust, and also provide a model and specific actions for building trust, is Trust Works: Four Keys to Building Lasting Relationships by Ken Blanchard, Cynthia Olmstead and Martha Lawrence.

Here’s a snapshot of The ABCD Trust ModelTM from the authors.  In a nutshell, we become more trustworthy when:

  • We are Able, meaning, we demonstrate competence and a high personal standard in getting things done when working with others.
  • We are Believable, meaning, we act with integrity, i.e., we are sincere, respectful and nonjudgmental.
  • We are Connected, meaning we show that we care about others by listening, showing empathy, and giving credit where credit is due.
  • We are Dependable, meaning we show that we are reliable and others can count on us.

Some questions to ask yourself if you want to do a bit of personal reflection are:

  • On a scale of 1 to 10, with 1 being the lowest and 10 being the highest, how trustworthy might others perceive me to be?”  You can think of a specific person as you may impact different people in different ways depending on your usual behavior towards them.
  • How often do I  behave in the listed ways?”  In applying this question to each behavior under The ABCD Trust ModelTM, you can use the scale given by the authors:  H-Hardly ever, S-Sometimes, O-Often, V-Very often, and A-Always. Be honest with yourself in terms of the frequency you actually do demonstrate these behaviors.

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How people perceive us depends a lot on our behaviors.  Often, there can be a disconnect between our intentions and our actual impact.  I am reminded of the adage “the road to hell is paved with good intentions.” It is not enough to think that we behave in ways that show we are able and dependable. The question is what do other perceive about us?  Trust is a two-way street.

Take stock of your self-rating and ask others to rate you to see if there is an alignment between how you think you show up vs. how you actually do.

The nice thing about the The ABCD Trust ModelTM is that it can be used as a framework to talk about and work out trust issues in constructive ways. Check out the book to learn more about how you can build or rebuild trust through “trust boosters” and avoid eroding trust through “trust busters.”

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Giving Feedback to Develop Your Team

How often do you give feedback to your team and individual team members?  What type of feedback do you give them?  If and when you give feedback, are they mostly informal or formal?  Think back to last week and write down who you gave feedback to and whether it was positive or negative feedback. Giving constructive and actionable feedback can make a difference in improving performance.

Perhaps for many, the word feedback conjures up images of unpleasant experiences of one’s immediate superior dishing out negative feedback or criticisms about one’s performance.  It does not have to be this way.  If your superior is not very good at giving you feedback, break the chain or vicious cycle of perpetuating the negatives and demoralizing your own team and team members.

Be the team leader that fosters development. Break the cycle. Be intentional. Be the guiding light that sparks positive energy and action in your team. Everyday is a fresh opportunity to turn yourself and your team around, to refocus on performance and behaviors that can be improved through helpful feedback.

Some tips on providing constructive and actionable feedback involve changes in your approach such as the following:

  • Focus on the behavior and not the person
  • Be specific and not general: STAR is useful here – Situation, Task, Action, Result
  • Encourage change instead of attacking or blaming
  • Put your relationship with your team and team members first instead of yourself
Simple steps that you can use include:

  • Describe the behavior as concretely as possible
  • Get the team’s/team members’ view of how the behavior affects others positively or negatively, who are affected and what are the implications on performance quality and cost, as well as relationships
  • Give your own view of how the behavior affects others and the team’s performance
  • Get the team’s/team member’s inputs on what needs to change and how in order to achieve better results
  • Give your onw inputs including a description of the desired behavior and performance levels and outcomes
  • Agree on the next steps, who will do what by when, what support might be needed, and follow-up, follow-up, follow-up

Knowledge without application is a waste.  It’s time to put these tips and steps into action this coming week. Identify team members who have performance issues or dysfunctional behaviors that hurt their or their team’s ability to deliver their best.  Bullet point your specific observations and key messages, and schedule a feedback meeting with each individual. Better do it sooner than later. Start a new cycle, a virtuous cycle of giving constructive and actionable feedback.

Is Coaching and Counseling the Same?

No, they are not.  Some folks may, however, confuse coaching with counseling and this is not unusual. Both coaching and counseling focus on helping people deal with difficult challenges or issues. Both may also focus on helping an individual to change her behavior.  How are they different?

Counseling typically involves people who are experiencing some dysfunctional behavior or internal turmoil. Counseling is often focused on healing past wounds and looking for the cause or origin of the dysfunctional behavior. Going back to the past is intended to help the client get unstuck, to gain understanding on how the behavior may be causing problems in the present and the dynamics involved, and then to be able to move forward in making the change the client wants.

Coaching is for everyone. In the corporate world, coaching is often an investment made to help high potentials progress towards their full potential and prepare them for bigger challenges. In families and communities, it is for anyone who would like to have a “thinking partner” in pursuing her work, life, or other goals. Coaching has a future focus and aims to create a desired state, that is, the goals that the client wants to achieve. It focuses on helping the client clarify her goals, assess the present, and identify what steps or actions she will take to achieve her goals. It is more focused on the future.

The lines between coaching and counseling may not always be clear, especially for a client. What’s important is that the coach can ascertain whether his client needs coaching or counseling. And, unless the coach is also a trained counselor, the coach will refer his client to counseling.