SeattleCoach! "Connection. Curiosity. Challenge."
|
|
Far more than a brief "tips, techniques and tools" workshop, Coaching for Leaders (CFL) will change how you think. It is designed to transform the leadership of veteran executives on the inside of great companies, developing them to both "do the craft and be the coach" as internal coaching leaders.
This month's three-ish minutes: Ideas for your Triad meetings in October
Coming up:
|
|
Photo by Mark Meadows
(Click on the photo for Patty's bio)
|
My name is Patricia Burgin and I'm a leadership and communication coach for talented people and their teams, and author of The Essential Coaching Leader. Visionary leaders today understand that the nature of work has changed. Their most talented employees are looking for two key elements:
And if both elements are not present, those employees are more likely to change companies than they are to simply change jobs. And, as always, the determining factors are the company culture and its managers. |
Key CFL Resources
Leaders who complete CFL fulfill most of the course work that is required for professional credentialing by the International Coach Federation (ICF).
As a member of this CFL Cohort, you have access to all SeattleCoach Resources. Check out the Coaches' Hub pages (the password for some of the pages is masterypurposefreedom (i.e. what I wish for you as a coaching leader).
Click here to review our rich and growing SeattleCoach Book list.
A little CFL history . . .
|
These are the transformative Coaches of the Third Round of "Coaching for Leaders" (on-ramp #4 below) at Microsoft Click on our photo to hear a few very cool closing words at the end of one of our days together |
|
|
|
|
|
1
|
Executive Coaching for Leaders. We begin with several coaching sessions with a team leader to work on their personal, tactical and strategic outcomes. This initial collaboration with the team leader uncovers the next steps in the process and development of both the leader and their team.
|
2
|
Team Meetings. The leader shares his or her vision for the coming period of growth, and the team works together with the leader and the coach to process both key agreed-upon content along with ground-rules and expectations. Everyone leaves with enthusiasm, a next step and some shared accountability. On-ramp #2 is often repeated quarterly as the team attends to their process and to their shared deliverables. Some examples: Ground rules for new and renewing teams; managing conflict; coaching skills to improve feedback; meeting strategies; consistently getting everyone's best; working with accountability; performance improvement and career development; a leader's personal presence. What does your team need more of? less of?
Introduction to Coaching for Leaders. As clarity grows about the nature and payoffs of coaching skills and presence, this on-ramp brings a fast-paced and interactive 4-hour workshop for up to 50 key leaders and people managers. In this day together, we introduce everyone to the key concepts and vocabulary of coaching as a people manager. Everyone leaves with some enthusiasm, a next step and some shared accountability. Every time we teach one of these workshops, a handful of leaders ask for more. |
4 |
Coaching for Leaders, aka, CFL. A Master Class, not a "tips and tools" training. We select up to thirty-five seasoned leaders, meet for four quarterly off-sites, provide customized training in coaching skills and presence, along with on-going peer groups. The result is a little magic. SeattleCoach is a recognized training provider by the International Coach Federation (ICF), so at the close of CFL, each participant receives documentation for 48 hours of coach-specific training.
|
5 |
Our Full SeattleCoach Professional Credentialing Track. A Master Class. Taught by our internationally credentialed SeattleCoach faculty members. We launch two Cohorts in Seattle each Fall, and two more each Spring. Carefully selected mid-career professionals from various backgrounds and organizations come together for a life-changing eight months. This too is a master class that includes 75 hours of coach-specific training that are recognized by the ICF. (Click here for more info.)
|
Our evaluations from the members of CFL #2 and #3
From CFL2 (2018)
|
From CFL3 (2019)
|
"I’ve found that this Coaching for Leaders program has not only helped me to be a more effective and in-tune leader, but is also helping me bring a deeper sense of soul and purpose to my work at Microsoft. Thank you for guiding up through an incredible learning journey."
Click here to read Patricia Burgin's article, What Happens When Leaders Learn to Coach?
And here for some compelling research from Matthew Lieberman at HBR
And here for some compelling research from Matthew Lieberman at HBR
These are our areas of focus:
- Developing a coaching culture in which employees become people of greater substance, capacity, engagement and confidence,
- The neuroscience of how human brains organize to engage with others and to metabolize change,
- The personal presence and subsequent influence of each coaching leader (no blaming, shaming or reactivity required),
- The ability to recognize "coaching moments" with individuals, groups and teams and then,
- Partnering on actionable experiments each time we meet, and always,
- Some fun.
|
Click on the photo to the right to listen to an interview with Patty's pal & frequent collaborator, Dr. John Medina, a developmental molecular biologist and author of the Brain Rules books. The SeattleCoach faculty team knows what great coaching looks like, when to use it and how it works. Dr. Medina brings us a steady and entertaining flow of research about why brains like it. |
Patty presenting with pal Dr. John Medina, author of Brain Rules.
|
|
|
|
"Coaching has a proven impact: add coaching to an initiative and people will focus on that initiative more. Add coaching to training and people learn more, up to 6 times as much in some cases. Coaches are like midwives for change: they know when change is coming, when it’s here, when it needs a nudge, and when it’s happening too fast. As change catalysts, coaches assist with managing the speed of change and smooth transition through change. With our understanding of how the brain works - there is an inbuilt resistance to change, and minimising the stress response, and error detection of the amygdala through actions like naming and normalising – we can make this process less painful. Change can be deeply challenging and emotional change required in organizational transition requires hardwiring of new learning through insight and action. Coaches are the perfect people to have around to facilitate this process." David Rock, Driving Organizational Change with Internal Coaching Programs |
 |