The post Coaching Presence is not Just About Being Present appeared first on International Coaching Federation.
]]>Maybe having a clear mind, being mindful and present in the moment so that you are fully engaged. As any good coach knows, when you are fully present with the client, you can hear both the said and the unsaid.
Sometimes, complete presence with the client is also understood as an experience where the coach’s “self” is removed in the moment, and the coach becomes a conduit for the client to have the conversation with themselves.
However, there is a much deeper level of coaching presence that is possible.
A deeper and more useful coaching presence comes from “being” who the client needs the coach to be in the moment. This is because a coach’s presence is an experience for the client.
Bringing your “being” to the session creates a space for the client where they can rise above their own sense of the world and create new possibilities for themselves. Presence is very closely intertwined with the coach’s being, and it does not have to be the same in two different sessions. Rather the presence of the coach emerges from what the client needs at the moment and the core essence of who the coach is.
It is about shifting from “What is your presence like for the client?” to “What presence would serve the client best at this time?”
Sometimes, that could mean being a calm space and other times, it could mean being a disrupter. A coach’s presence can be challenging or nurturing or be uplifting or reflective.
A deeper presence from the coach allows the client to experience their situation not only as a mirrored reflection but also from the lenses of varied perspectives, hues, distances, and dimensions. It gives rise to a space where the coach and the client are co-creating the journey, not limited by the client or the coach’s views, but one that emerges when the coach can speak to the deeper needs of who the client is.
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]]>The post 5 Questions to Reflect on After Coaching a Client appeared first on International Coaching Federation.
]]>Yes, while coaching clients through their concerns is an amazing experience, it’s also important that you are able to get a hold of your thoughts and emotions after each coaching session.
This will allow you to still be your #bestmeever thereafter as you understand yourself and your space after each session. If you’ve been coaching for some time, you will understand how heavy and draining some sessions can be, especially back-to-back ones. So unburdening yourself afterward is essential.
Allow me to share five questions you can reflect on as you decompress after each coaching session.
It’s very important to assess your emotions after a coaching session. Are there any new emotions that surfaced? Were you triggered by anything? What are they telling you? Take a few minutes to feel and recognize all the emotions to better understand where they are coming from and how you can deal with them accordingly. This also helps you manage your emotions to ensure you don’t let them get the best of you as you go through the rest of your day.
Each coaching session is a learning experience for both the coach and coachee. Be mindful of what you learn during each session. What is your client teaching you? Being open to new discoveries can help you grow as a coach. You might be surprised by the new insights you can derive from conversations with your clients only if you keep your mind and heart open as you listen intentionally, bias-free.
Celebrate progress, no matter how big or small. Coaches are expected to always be at our best during sessions. It’s important to reflect on your improvements and obstacles you overcame along the way. It can be as simple as asking a powerful question that leads your client to a breakthrough or becoming more comfortable with a seemingly difficult client. Acknowledging your own wins can inspire you to keep going (and growing) in your practice.
No coaching session is perfect, so take note of areas for improvement which you can address next time around. Take note of your client’s feedback to further guide you as you reflect on what else can be done to fine-tune your own practice. Don’t stress too much if you don’t perform as well as you would have liked in a session. Simply take note of what you’ve learned and do better the next time with a different take on things, of course.
Take time to put yourself first and recalibrate. Shake off any negative energy you may have absorbed during your session in whatever way that works best for you. What can help you feel (and be) better? Whether that means taking a walk, grabbing an ice cream, playing with your dog, or watching Netflix to take your mind off things as you take off your coaching hat, do it. You deserve it.
Reflecting after a coaching session is just as important as recalibrating your space before starting any coaching session.
At the end of the day, the goal is to always consider your own needs and wants as you practice and know that as a coach, you are just as important as anyone else.
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]]>The post International Coaching Federation and World Federation of People Management Associations Partner to Advance the People Management Profession appeared first on International Coaching Federation.
]]>Lexington, KY – The International Coaching Federation (ICF) and the World Federation of People Management Associations (WFPMA) have forged a new partnership aimed at transforming the landscape of professional people management. Through groundbreaking research and joint initiatives, they seek to empower organizations and leaders with the tools and resources they need to excel in an ever-evolving world.
Through this collaboration, ICF and WFPMA will embark on research endeavors, exchange best practices, and create resources to foster the growth and development of the professional people management field. Moreover, this partnership will create valuable opportunities for members of both organizations to connect, learn, and draw inspiration from one another.
“We are thrilled to join forces with WFPMA and tap into their extensive global network of people managers,” said Robert Garcia, Vice President of Coaching in Organizations at ICF. “Through this extraordinary partnership, we aim to build organizational and coaching cultures, that will pave the way for more effective, engaged, and productive workplaces.”
ICF, in its 27-year history, stands as the gold standard in the coaching profession and serves as a trusted source for coaches and organizations worldwide. Its commitment to advancing the field is evident through independent credentialing, standard-setting practices, and a wide array of resources and events that foster continuous learning and networking. As the leading voice in the global HR profession, WFPMA champions excellence in people management through research and network facilitation across nations, federations, and external organizations.
“We are excited to welcome the International Coaching Federation as an associate member, as they are a great partner, and this agreement exemplifies their dedication to people practices. Anthony Ariganello, President of the World Federation of People Management, stated. “This partnership also reflects our desire to collaborate under a shared vision in improving our members’ lives. There is tremendous affinity between human resource professionals and coaching professionals, and this collaboration will further advance the work that our organizations do.”
Magdalena Nowicka Mook, CEO of ICF, adds, “By collaborating, we will gain a deeper understanding of the evolving needs of modern leaders and organizations, enabling us to equip them with the resources required to drive transformative change.”
The collaborative efforts of ICF and WFPMA are poised to revolutionize the people management profession, shaping the future of work and fostering the creation of thriving, sustainable organizations.
For more information, please visit coachingfederation.org or wfpma.org.
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About the International Coaching Federation
The International Coaching Federation (ICF) is the world’s largest organization leading the global advancement of the coaching profession and fostering coaching’s role as an integral part of a thriving society. Founded in 1995, its 60,000-plus members located in more than 170 countries and territories work toward common goals of enhancing awareness of coaching and upholding the integrity of the profession through lifelong learning and upholding the highest ethical standards. Through the work of its six unique family organizations, ICF empowers professional coaches, coaching clients, organizations, communities, and the world through coaching.
About the World Federation of People Management Associations
The World Federation of People Management Associations (WFPMA) is a global network of professionals in people management, founded in 1976 to aid the development and improve the effectiveness of professional people management all over the world. Its members are predominantly the continental federations which are made up of more than 90 national human resource associations representing over 660,000 people management professionals. The WFPMA advocates the development and recognition of the HR profession across the world and, with its member organizations, serves the public, organizations, and communities worldwide by ensuring the relevance, reputation and value of the global HR profession.
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]]>Through these MRGs, we hope you will help us foster a richer and more vibrant community and a profession that values diversity, equity, inclusion, and belonging.
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]]>Act now to maximize your savings on ICF Converge 2023. You can save more than $400 USD on an in-person registration with our early bird offer and exclusive member pricing. But hurry! The early bird rate expires Thursday, June 15 at 11:59 p.m. (New York).
Don’t Miss Out, Register Today
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]]>The post Member Resource Groups: A New Opportunity to Foster DEIB appeared first on International Coaching Federation.
]]>MRGs offer an opportunity for underrepresented ICF members, stakeholders, and allies to have a space to share, develop, and network with one another. Individuals who participate in these groups will also have access to different resources, including scholarship opportunities, workshops, and other event and course offerings.
Through these MRGs, we hope you will help us foster a richer and more vibrant community and a profession that values diversity, equity, inclusion, and belonging.
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]]>The post Gain Insights into Coaching Cultures, Well-Being, and AI With Upcoming ICF Communities of Practice (CPs) Sessions appeared first on International Coaching Federation.
]]>The post Gain Insights into Coaching Cultures, Well-Being, and AI With Upcoming ICF Communities of Practice (CPs) Sessions appeared first on International Coaching Federation.
]]>The post Thank You for Celebrating ICW 2023 with Us! appeared first on International Coaching Federation.
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]]>The post Mark Your Calendars: ICF Professional Coaches Board Applications Launch July 10 appeared first on International Coaching Federation.
]]>The post Mark Your Calendars: ICF Professional Coaches Board Applications Launch July 10 appeared first on International Coaching Federation.
]]>The post ICF Fiscal Year 2024 Diversity, Equity, Inclusion, and Belonging (DEIB) Meaningful Focus Areas and Goals appeared first on International Coaching Federation.
]]>After conducting our diversity audit, ICF has established four DEIB Meaningful focus areas and goals for FY 2024. These areas were strategically developed to ensure we are creating an inclusive and equitable coaching community in two capacities, ICF operations and stakeholders.
1. Expand global representation for underrepresented communities to ensure inclusion and belonging throughout our ecosystem.
2. Invest in education to increase diversity intelligence and provide professional development opportunities for leaders, volunteers, staff, ICF Members and other stakeholders.
3. Create an accessible environment for all stakeholders with any disability.
4. Establish policies that reinforce equity throughout the coaching profession and ICF community.
Percentage of Membership 2022 | Member belonging Survey | Goal |
---|---|---|
Millennial | 6.43% | 9.00% |
Gen Z | 0.06% | 1.00% |
African American or Black | 9.48% | 11.00% |
Hispanic, non-white | 2.27% | 2.70% |
Disclose Disability | 27.00% | 33.70% |
Chapters with DEIB Board Member | 2022 Chapter Leader Survey | Goal | ||
---|---|---|---|---|
Number of Respondents with DEIB Board Member | Number of Respondents | Percent | ||
All | 19 | 90 | 21% | 10% |
Small | 6 | 34 | 18% | 10% |
Medium | 3 | 30 | 10% | 15% |
Large | 8.76% | 26 | 38% | 30% |
We will release an end-of-quarter DEIB report card to show our progress. Transparency is important in our DEIB efforts. The next report card will be released in July.
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