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Results of our Fall 2017 Survey

We are excited to share the results from our fall survey.

This survey gave us the exact information we needed to develop our strategic plan and direction for 2018.

For your viewing pleasure, we’ve broken down the results here (just click to open the pdf):

Hiring a Coach, to those who have not yet had that experience, can be a bit of a mystery. Here are my five easy steps to help you hire your right Coach!

Step # 1: Get clear why you are in the market for a Coach. What’s the situation you are wanting to evaluate or change or reflect on? Is it about your leadership abilities, career fulfillment, strengthening a relationship, health and wellness improvement, retirement planning…?

Step # 2: Do your research. Do a google search. Type in for example: “Career Coaches Nova Scotia”, or “Wellness Coaches Toronto” or “Executive Coaches Canada”. Specify the area of coaching you are most interested in, to help tailor the results you will get in your search. This is also a good time to ask your personal and/or professional network for names of any Coaches that they can recommend.

Step # 3: Make a Short List. Review the websites of the Coaches you turned up in your research phase. Coaches, like any other professional or business, work hard to ensure their website reflects their unique, professional brand. So check out the various sites and get a feel for which of the Coaches you are drawn to.

Step # 4: Make Contact. Call or email your top two, three or four Coaches. Ask for 15 minutes of their time for a phone call. Let them know you are in the market to hire a Coach and you’d like to ask them some questions about their practice. Typical questions? Do you coach by phone or in person? What is your fee? How long a term do you contract with clients for? What training and credentials do you have? Are you a member of the ICF (International Coach Federation)? What is your area of specialty/who are your typical clients?

Step # 5: Decide and Hire. Make your selection from the Coaches you’ve shortlisted and spoken with. Here are some questions to ask yourself as you make your choice: Do I think working with this Coach will be a good experience? How did I feel during and after that preliminary call? Did she/he seem interested in me and my situation and were they a good listener? Am I prepared to make the financial investment in myself at this time?

5 simple steps. And in the end, you’ve done due diligence, and hopefully found and hired a Coach that’s going to help you soar.

On February 12, 2014, the Nova Scotia Commission on building our new economy, headed by Ray Ivany, released its report, “Now or Never: An Urgent Call to Action for Nova Scotians” (the “Ivany Report”). According to Ivany, this Province’s economy is in crisis.  Ivany challenges us to change the risk-averse and non-entrepreneurial Nova Scotia business culture.

Despite the Ivany’s clarion call it seems to have fallen on deaf ears.

Why?

Change is difficult, even when it is a matter of life or death. Two Harvard psychologists, Kegan and Lahey[1] referred to a heart study that proves this point (at page 1):

Screen Shot 2016-02-24 at 2.26.29 PM

Not long ago a medical study showed that if heart doctors tell seriously at-risk heart patients that they will literally die if they do not make changes to their personal lives – diet, exercise, smoking – still only one in seven is actually able to make the changes.

One in seven! And we can safely assume that the other six wanted to live, see more sunsets, watch their grandchildren grow up. They didn’t lack a sense of urgency.  The Incentives could not be greater.

According to Kegan and Lahey, making a real change, such as becoming more entrepreneurial, requires more than making a to-do list. People need to step into new perspectives – that is, to make an adaptive change. The impediment, however, is that current perspectives are familiar, comfortable and have worked in the past.

Screen Shot 2016-02-24 at 2.26.21 PMFor example, parenting newborns requires a protective parenting perspective. The guiding principles and values are those of protector and guardian. While these perspectives work well with toddlers, they do not work for raising teenagers. If you bring the perspective of protector and guardian to teenage parenting, the result will only be conflict.

Parents of teenagers need new guiding principles, which allow for the child’s independence and embrace trust.  Adopting this perspective, however, feels like letting go and losing control. The discomfort and fear of losing control gets in the way of change.

Growing a business is much like raising a child.

In the beginning, the entrepreneur is everything to the business, the protector and guardian. The business has to be nurtured, paying attention to every minute detail in much the same way that a parent does for a new born.

But when the business grows and there is a team of people responsible for its success, there has to be an adaptive change. The team will expect to be treated with independence, respect and fairness. Delegation and trust become the new important guiding principles for the entrepreneur to step into to avoid conflict and discontent within the team. However, stepping into this new perspective also feels like letting go and losing control.

It is one thing to change perspectives when you are aware of the perspective you are standing in. Kegan and Lahey point out that very often we are unaware of the perspective we are standing in and how that perspective gets in the way of the changes we need or want to make. It is impossible to move to the right perspective if you don’t even realize that you are standing in the wrong one.

So how do we make adaptive changes? How will we risk-averse Nova Scotians make changes to become more entrepreneurial, to seek new opportunities, when these changes are scary and uncomfortable?

In coaching terms, the steps are these:

#1. Go to the land of possibility.

As Nelson Mandela put it: “There is no passion to be found playing small – in settling for a life that is less than the one you are capable of living.”  So, what is the big goal? What would you like to achieve?  What is the new entrepreneurial vision?

#2. List all the things that you have been doing, or have not been doing, instead (the ‘Interference’ list).

This is the list of things you do and the things you don’t do, which get in the way of stepping into the new vision.

#3. Look at the ‘Interference, list and ask why?

Why do I do those things that hold me back? What assumptions or fears do I have?  What beliefs do I hold that are in the way?

These questions shine a light on the perspective in which you are standing.

#4. Move toward the new perspective you need to stand into.

Screen Shot 2016-02-24 at 2.26.12 PMAs my friend Tim Brennan (founder of HiringSmart Inc.) describes it, the process is like learning to play the piano[2]. In the first lesson, the piano teacher assesses where you are, gives you a lesson and assigns homework. The second lesson begins with assessing how you did. The teacher corrects any errors, gives a new lesson and ends with more homework. This process continues and six months later you’re playing the piano.

The lessons do not begin with learning a complex piece of music like a Mozart concerto. Most likely they begin with the Chopsticks. “Chopsticks” is easy to play. The easy task is less scary and low risk.

Any adaptive change, even in business, starts with safe and easy challenges first. The function of the coach is to help breakdown the process of change into manageable, safe tasks. At each session the coach explores three key questions:

  • What worked with the task (this is what the client will keep doing)?
  • What didn’t work (this is what the client will stop doing)?; and
  • What is the next task/step (this is the accountability piece)?

This is the process by which coaches ‘evoke transformation’.  Evoking transformation is what we, as Nova Scotians, need to do to change our business culture.

By Ronald Pizzo. Ron practices in our mediation, litigation and conflict resolution group. He holds the QMed. designation and is a certified mediator. Ron is also a certified coach having completed training the CTI co-active coaching training. Ron has a thriving coaching business helping professionals, including lawyers, in their working world.

[1]Immunity to Change: How To Overcome it and Unlock The Potential In Yourself and Your Organization (ITC) at page 1
[2] Tim Brennan, “The Music Teacher Was Right”.  If you would like a copy of Tim’s article, please email me and I will put you in touch with him.

<487 words>

The other day I saw a wedding video on Facebook. The groomsmen and other guests performed the great and terrifying Maori haka with words specially written for the occasion. Millions have watched the video. Some people felt that the haka was threatening and/or insulting, but no, it is a great sign of respect, according to NewZealand.com

The message of those shouted words (Yes, I had to Google it, out of curiosity) is profound. “No matter how long you reflect on it, the answer to the problem is here inside you.” The full text follows below:

Leader

Everyone
Leader

Everyone

Leader
Everyone
Leader
Everyone 

Ki aro
Kia whakaronga, kia mau!

Hi !
Ringaringa e torōna 
kei waho hoki mai! 
Kss Kss

Tika tonu! 
U – e!
Tika tonu!
U… e!
Tika tonu atu ki a koe, e tama
Hiki nei koe aku whakaaro, pakia!
He hiki aha to hiki?
He hiki roa to hiki?
I a ha hā!

Pay attention
Listen up, take your stance!
Hi!
Arms outstretched,
out and back!
Kss Kss

What is right is always right!
In – deed!
What is right is always right!
Ah… yes!
Be true to yourself, my son!
My concerns have been raised about you, so pay attention!…. .
What is this problem you are carrying?
How long have you been carrying it for?
Have you got that? Right, let’s go on.

E tama, te uaua ana
E tama, te mārō
Roa ina hoki ra
Te tohe o te uaua na
E tāu nei.
Āna! Āna! Āna! Aue… Hī!
So son, although it may be difficult for you
and son, although it seems to be unyielding
no matter how long you reflect on it
the answer to the problem
is here inside you.
Indeed! Indeed! Indeed! Yes, indeed!

In coaching, trusting the client is paramount: The answer to the question the client struggles with are already within the client. The coach’s task is to help the client find it. It’s a bit like a sculptor who sees an image in a rock and uses a hammer and chisel to set it free. The client is the sculptor – the owner of the dream or the intention – the coach and her/his processes are the tools that enable the client to bring it all to fruition.

It sounds simple and it is. But if there is no trust it won’t happen. The elegance of a good coaching conversation is as beautiful to witness as a pas de deux in ballet. The ballerina leaps, knowing that her partner is there to support her as she flies in a world of dreams and possibilities. Funny how hearing a coaching message in a haka evokes the elegance of classical ballet. Not surprising though – coaching is about curiosity and creativity. And trust. And, as we coaches say, dancing in the moment.

© 2016 Delphine du Toit

“Work is nothing but fun – but you get your work done fast – a lot of different people to meet and learn new things – amazing incentives and bonus structure.”

“Great, fun filled environment to work, good balance of work-life and always excited to speak to people on a day to day basis.”

“Coworkers awesome; management not always trustworthy.”

“Great support & work environment; erratic schedule.”

“Good company to work for – they will look after you during your employment.”

These are comments made by Rogers’ employees in the past 6 or so months at www.indeed.com – a job search/placement site. Usually it is disgruntled employees and ex-employees with an axe to grind who leave comments on these kinds of sites.

How does this mesh with Rogers’s own performance measures for their call centres?

  • Double digit increase in revenue across comparable periods year over year.
  • 7% increase in employee engagement scores over a 24 month period (covering 4000 call centre employees).
  • Increased customer satisfaction; decreased escalations of complaints.
  • 72% increase in improvements in call centre employee retention over 24 months.

Sometime in the past few years Rogers’s senior management agreed to a big investment: To pay for more than 100,000 coaching hours for employees in their call centres. Not executive coaching or High Potentials coaching, but coaching for front line team leads and their staff, as the ‘main pillar’ of their culture change initiative.

The ‘ask’ from senior management had been that the business should work on improvements in:

  1. The customer experience;
  2. The employee experience; and
  3. Call centre’s impact on revenue.

It is common in the service sector to emphasise the ‘customer experience’ as an area for focus, and there is always pressure to improve on revenue generation to improve shareholder value.

What is less common is sharp focus on the ‘employee experience.’ The call centre sector is notorious for employee attrition and Rogers had its own problems with constantly training and losing staff. The Rogers decision to focus on the employees in their call centres – to shift the culture, reflected a critical understanding of where the leverage would be greatest: improve the employee experience and employees won’t leave at such great rates, and, with attitude and behaviour changes from more engaged employees the other two will follow.

Coaching is clearly differentiated at Rogers from other workplace conversations such as training and counselling on poor performance. It is respectful, positive, supportive, and available upon request. You don’t get sent to coaching because you did something wrong.

Coaching comes to you because you want to work on some aspect of your life or your work.

Rogers’ belief that the end result of that would be that people would start interacting differently with co-workers, but especially with customers calling in paid off, as can be seen by the results shown above. This coaching strategy set Rogers apart as a new standard-setting organisation in the talent management and employee engagement world.

Earlier in November, at the Human Capital Institute (HCI) conference on Global Talent Management, Rogers received the ICF Prism Award – an annual award for which there is strong global competition, which recognises a company’s use of excellence in coaching. This is how Fadel Chbihna, Senior VP, Customer Care & Billing Management explains their decision to focus on the front line:
“Each interaction impacts the way you see the brand, the way you spend money with the organisation, and whether you stay or leave, as a client.”

To get the full story, go to https://youtu.be/Ptwht1cvIuA to hear both the Rogers story and the description of the 10 year experience with coaching at SAP, a multi-national company employing over 70,000 employees, and recipient of an honourable mention in the Prism contest.

D-duToit_HEADSHOT-23-NOV-2015If you ever had any doubts about coaching being a serious game-changing process, this should clear it up for you.

©Delphine du Toit (23 Nov 2015)

Changing our Questions for Maximin Learning  – by Wendy Jones

The other day I was in the midst of a coaching session helping a client sort through a particularly difficult work relationship. She looked at me and asked me a question that kind of surprised me, because it was the kind of question that spoke volumes about her own belief system, her level of self confidence and her tendency to see things in a rather black or white… right or wrong kind of way.

Her question was “What if I don’t get it right?”

And so the coaching conversation took a bit of a turn and followed that question with another 20 minutes of exploration all about the word “right”.

I was curious about what ‘right’ conjured up for her. So we went there. In the exploratory process of digging around what the word ‘right’ means for her, she had one of those Aha moments. She realized that the very act of asking that question “what if I don’t get it right?” has its own limitations. And that by her very nature, she actually prefers some fluidity and flexibility rather than feeling compelled to be right.

The new question she landed on in that session was “What will I experience when I make the best choice available to me at the time?” This question felt more open and helpful to her than her original one that as she said “made me feel boxed in and limited”.

Sometimes just a slight shift or pivot to change the nature of the question we are asking ourselves, or others, can make a world of difference in the answers we find.

A Coaching Lesson from the Client’s Perspective- by Coach Wendy Jones

One of my recent posts was about some of the lesson’s I’ve learned on my journey as a Coach.  Here’s the next in a series of big lessons learned… Names have been changed to maintain the absolute confidentiality of coaching- a cornerstone of our Code of Ethics.

Samantha is one of those people who is full of life. She has poise, exudes joy and presents herself as very capable and self-motivated.

But deep down, Samantha didn’t believe she had the experience or degrees to make a leap from her current position in a government department, to something in the creative sector. Although not an artist herself, she re-discovered through the coaching conversations, that she is truly at her best when surrounded by creative people involved in ‘making stuff happen’!

She had come to coaching because she was questioning and second guessing herself. She had a ‘good job’, it was stable and steady and pretty good pay. So she wanted to know “what’s wrong with me that I’m not feeling fulfilled in this position?”

What the coaching allowed Samantha to do was to fully explore, in a safe and trusting place, what kind of work would truly make her happy.

One day Samantha announced she had been told of a job posting by a friend, that she really wanted to apply for and she had the confidence to go for it. She applied, was short listed, felt fabulous about her performance in the interview, but was not the successful candidate. She was, in a word, devastated. She couldn’t figure out where she had gone wrong. We talked about the need to let it go and trust that there was a reason she did not get that one position. That she would be well served by holding onto her vision of a new job.

A few days later, she got a call from that same company. They offered her a different job. A more senior position than the one she had originally applied for. She was as you can imagine, thrilled beyond belief.

Samantha is a glowing example of someone who learned to trust her own abilities and that with patience and clarity, her vision could and indeed did become reality.

I recently read something (honestly, I wish I could recall where) that provided me with some illumination around the differences between decision and choice. So, I offer my ‘take’ on the subject.

The word ‘decision’ comes from the latin… the act of or need for making up one’s mind: The root word cis and its variants cid and -cide come from a Latin root which means ‘cut’ or ‘kill.’ A decision, for instance, is a ‘cutting off’ of all possibilities except for one;

Whereas the word ‘choice’ is about having the right, power, or opportunity to choose; an abundance or variety or range of things from which to choose.

Choice is integral to coaching. Really, at its core, coaching is about helping clients make choices.

Choice to me, is about possibilities. Being open to them, and exploring them.

There are indeed times when a decision needs to be made by the client within the context of the coaching relationship. When the time is right, getting into ‘action mode’ requires a decision.

For example, a couple of years ago I worked with a client who had to make a big, tough decision. “Will I hand in my resignation or will I stay in a job that’s not working for me?” But before she made that decision and got into action, she explored her choices, did her research, tried all options on to see which one fit her best.

In the end, after considering her choices, she made a decision.

She tells me that every day, she’s grateful for two things; the opportunity that coaching gave her to explore her choices, and the decision she eventually came to!

A Coaching Lesson from the Client’s Perspective- Bob

One of my recent posts was about some of the lesson’s I’ve learned on my journey as a Coach.
Here’s the next in a series of big lessons learned… Names have been changed to maintain the absolute confidentiality of coaching- a cornerstone of our Code of Ethics.

Client 4’s Big Learning:

As soon as I move out of ‘stuck’ into some kind of action, doors open and my life begins to shift.

Bob really did not like his job. He was good at it, but it was a low paying, go nowhere position with few benefits and a lot of grief. But he was self admittedly ‘stuck’. He needed the paycheck and had only been in that position for 2 years and had some serious self-limiting beliefs about how long he needed to be in that job before it was “acceptable” to look around for something better.

I coached Bob over a few sessions, around a number of topics that he brought to the coaching sessions. And then one day, as Bob was reeling off a list of “nice to have” elements in his next job, my intuition kicked in. I asked him permission to speak the name of the company and type of business that came to me as he was describing his perfect workplace. No sooner was the name of the company out of my mouth than he looked at me with an expression of delight and surprise and said “I’ve always wished I could work with that company but never thought I was good enough to apply”.

So a plan developed, and Bob did get up his nerve to inquire. He did apply for a position at that company. He was not the successful candidate for that job, but they were so impressed with his energy and personality, they offered him a different job a couple of months later.

Bob got out of ‘stuck’ and moved into ‘action’ and doors opened. Funny about that!

When it comes to expediting a job transition, there is no magic formula but there are several steps that you can take to be more successful and effective. Below are 5 simple steps you can apply to turbo charge your job search.

1. Update Your Resume

The best time to focus on your resume is when you don’t need it. Ensure that you are always updating your resume and not just updating skills that you have developed and implemented, but also updating the benefits and positive impacts that you generate for the organization, team or client.

2. Target Your Resume

For a quick job search, you need clarity. It is important to know who your target employer is so that you can ensure that your resume and cover letter resonate with them. The documents that make it past the ATS’s, (Applicant Tracking Systems), not only contain the right amount of keywords, but highlight very clearly what you can do for them.

3. Have a Target Market

You cannot sell yourself to an employer if you do not know how to hook them. In order to do this, you need to be clear about what they stand for, what they need and what solutions you can offer. Also, identify the job/profession/industry you are targeting and then match your communication style, branding and marketing approach to appeal to them.

4. Be a Server Not a Seeker

The most successful job seekers are those who approach their search from a place of “what can I do for others?” and not “what can others do for me?” This means that every act of networking is motivated by “how can I help YOU?” It is the people who look out for those around them that stand out, are memorable and that make opportunities happen. Here are a few ideas to get you started:

  • What connections can you help make for them? Can you offer a referral?
  • What resources can you offer them or connect them with?
  • What professional needs are they looking to have met?
  • Ask open ended questions and let them talk. This is the best way to build a connection with someone based on trust, intimacy and integrity ~ a connection that will stick.

5. Build a Target Network

Most of job searching is networking and to do this well, you need to be targeted. It is important to expend your energy in a way that is smart and not busy. This means building your network vertically and not horizontally. It is more beneficial to have a network that is strategic and deep rather than broad and general. The rule of thumb here is to network an inch wide and a mile deep, not the other way around. Networking is relationship building and the most exciting jobs often start with your people’s people.

By implementing these 5 steps and keeping your eyes on your target market, network and position, your job search will be more efficient and effective.

Wishing you a successful week!

Lysa

Every day I hear the following from many of my clients who are seeking a new career opportunity.

“It’s an employer’s market right now and I am just not getting any calls back or response to my applications”.

And from clients who are starting their own businesses:

“The competition right now for my product or services is really intense. There are so many people doing the same thing as me and I am not sure how to get in the lead”.

What clients are saying is that in their experience, potential employers or clients seem to be too busy and have so many options, (talent, services, products), that it has become increasingly more difficult to get their time and attention. The question is “how do you differentiate yourself enough to get their time and attention?” The answer is simple ~ Service.

Whether you are seeking a new role or a new client, one way to ensure that you stand alone from the competition is to go about your search from a position of service as opposed to seeking. This is crucial for three reasons:

Giving service allows you to attract new opportunities from a place of strength, (abundant skills, experience and intellectual property that you can offer) versus a place of weakness, (lacking knowledge of self-worth and feeling needy).
When you approach new opportunities or clients from the position of “what can I offer in terms of value”, you stand out because you are building relationships and a reputation based on what you can do for them, not what they can do for you.
By focusing on others, you take the focus off of stress and anxiety related to your search while enhancing meaningful productivity and satisfaction that promote and maintain optimism to keep you energized while achieving your own goal(s).
So how do you do this? It is crucial to know who your target company or client is, know what gap they need to have met and satisfied and then let them know what solution you can offer. When you engage a potential client or employee by solving a problem for them, you position yourself as an ally and collaborator in helping them to meet or exceed their goals. You position yourself as valuable and desirable to them.

The key is to build your success on service and adding value for those employers or clients you want to win over. Guaranteed with this approach that you will generate excellent opportunities, create strong and vibrant relationships and find fun in doing it.

 

Connect with Lysa on her website HERE.

Top 10 Reasons to attend Summit 2015:

  1. Earn valuable Core Competency and Resource Development CCEU’s.
  2. Be inspired by keynote speakers Dr. Michael Arloski, PhD, PCC and Olympic medalist and Executive Coach Tanya Dubnicoff.
  3. Connect with other coaches who are excited about riding the wave of coaching that is spreading through Atlantic Canada.
  4. Learn about a method of business building as well as a new skill to add to your coaching toolbox during two interactive sessions.
  5. Be part of the largest gathering of coaches in Atlantic Canada this year.
  6. Hear from businesses who have successfully used coaching in their organizations attest to the power of coaching.
  7. Socialize, network and collaborate with fellow coaches throughout the two days.
  8. Take part in our region’s celebration of International Coaching Week by registering and attending.
  9. Hear from our panel of seasoned, successful local coaches on what’s helped them create the business that works.
  10. Enjoy delicious local food catered by Moncton’s premier event caterer, Gaston’s Catering.

One of my recent posts was about some of the lesson’s I’ve learned on my journey as a Coach. This post is about one big learning that a client had as a result of being coached. Her name has been changed to maintain the absolute confidentiality of coaching- a cornerstone of our Code of Ethics.

Client #1’s Big Learning:
I do indeed have the wisdom within me to make the best choices for myself

Jane had been coached for a couple of months. And she was consistently asking me for my advice. “What do YOU think I should do?” she would ask me throughout her coaching sessions. And I would look at her and say “This is not about what I think, Jane. This is about what you think. What are some of your options for your next steps?”

At the beginning of her fourth coaching session, Jane had a breakthrough.

She had just described a big work relationship issue she was having and started to ask me “What do YOU..” when she stopped herself, smiled, put her hand up and said, “Wait… wait… I’m choosing to tackle this differently. I’m ready to try to come up with a solution on my own.”

And so I gave her space. I remained silent. I honored her articulated desire to come up with a possible solution. After what seemed like a long quiet space, but in reality was probably less than 60 seconds, she blurted out “I know what I can do. I’ve got the answer that’s been evading me for so long”.

And so she talked to me about this answer, and we were able to together, embrace and celebrate her progress… her movement from thinking she needed someone else to give her a solution, to her own creative self coming up with something workable.

We all have the wisdom within us to make the best choices for ourselves. Coaching facilitates and honors that.

And it’s a wonderful thing to behold, both for the client and the Coach.

 

Connect with Wendy on her site here.

Hello ICF Atlantic members

Lynn RichardInternational Coaching Week 2015 will take place during the week of May 18th. During the week The ICF Atlantic will be hosting our 3rd Annual Summit.

The Summit is an opportunity for you to network with like-minded people while attending workshops and professional development.

We invite all of you to come participate in this wonderful event and bring other professionals who want to experience coaching. Let`s celebrate coaching week together!

We still have a few sponsorship tables available if you or someone you know is interested in promoting their business to coaches.

Wishing all of you an awesome spring,

Lynn Richard CPCC, ACC
President, ICF Atlantic

“Coming together is a beginning. Keeping together is progress. Working together is success.”
– Henry Ford

The Summit planning committee is getting excited to welcome so many of you to Shediac, NB in May. The final details have been added to the agenda and we’re pleased to share the day-and-a-half schedule of activities with you HERE.

Panel of local seasoned coaches – In addition to our international speakers and workshop presenters, we’re also thrilled to have organized a panel discussion with local seasoned coaches. During this interactive session, on Day 1, our panel will discuss “What’s the coaching landscape like for you and your business in Atlantic Canada?” Our panel presenters are: Carol Gabana – PEI, Dave Veale – NB, Cathy Jacob – NS, Kathleen Howard – NB, Dana Warren – NL and our Moderator is Janna Hare from The Mentra.

Coaching demo & lifestyle mapping – Also on Day 1 of the Summit, Dr. Michael Arloski will lead coaches in an experiential workshop on the skills and methodology to improve lifestyle and health. As entrepreneurs, many of us sacrifice our own wellness and self care to hep clients find more balance in their own lives. During this session, Dr. Michael will use live demonstrations and experiential exercises to help you develop your own wellness map and gain new skills to help your clients find more health and happiness.

Register for the Summit today.

 

Newsletter March 31, 2015

Hello ICF Atlantic members,

International Coaching Week 2015 will take place during the week of May 18th. During the week The ICF Atlantic will be hosting our 3rd Annual Summit.

The Summit is an opportunity for you to network with like-minded people while attending workshops and professional development.

We invite all of you to come participate in this wonderful event and bring other professionals who want to experience coaching. Let`s celebrate coaching week together!

We still have a few sponsorship tables available if you or someone you know is interested in promoting their business to coaches.

Wishing all of you an awesome spring,

Lynn Richard CPCC, ACC
President, ICF Atlantic

“Coming together is a beginning. Keeping together is progress. Working together is success.” – Henry Ford


 

Summit planning team announces final agenda

The Summit planning committee is getting excited to welcome so many of you to Shediac, NB in May. The final details have been added to the agenda and we’re pleased to share the day-and-a-half schedule of activities with you HERE.

Panel of local seasoned coaches – In addition to our international speakers and workshop presenters, we’re also thrilled to have organized a panel discussion with local seasoned coaches. During this interactive session, on Day 1, our panel will discuss “What’s the coaching landscape like for you and your business in Atlantic Canada?” Our panel presenters are: Carol Gabana – PEI, Dave Veale – NB, Cathy Jacob – NS, Kathleen Howard – NB, Dana Warren – NL and our Moderator is Janna Hare from The Mentra.

Coaching demo & lifestyle mapping – Also on Day 1 of the Summit, Dr. Michael Arloski will lead coaches in an experiential workshop on the skills and methodology to improve lifestyle and health. As entrepreneurs, many of us sacrifice our own wellness and self care to hep clients find more balance in their own lives. During this session, Dr. Michael will use live demonstrations and experiential exercises to help you develop your own wellness map and gain new skills to help your clients find more health and happiness.

Register for the Summit today.

Moncton: Money Coaching Workshop – Understanding how our money types impact our financial health

Because money can trigger our most deeply held survival instincts and needs – it can impact every area of our lives. Money coaching can help identify what’s really going on and then help create the steps to move toward financial health, growth, and empowered decision making.

April 23, 2015 9:30 – noon
Workspace Moncton
795 Main Street, Moncton

Workshop leader: Sue MacQuarrie, Certified Money Coach
No cost to ICF Atlantic members
$49 for non-members

For details and to register click here