Source Point Blog

Finding Yourself Again!

on September 25th, 2017 by [email protected] | Comment (0)

Our friend and colleague, Bill Dean, has long stood for whole and healthy families in his work with troubled teens. Bill has written many insightful and thought-provoking articles that provide opportunities for reflection and new choices.  We are thrilled to share one of his articles with you and invite you to commit to finding your true, authentic self again.

PERSONAL DEVELOPMENT

Or

How We Became Lost and How to Find Ourselves Again. – Bill Dean

Experience a young child (even if you merely observe) and you will notice that joy, that spontaneity, that totality of being in the present. Of course they do not always express happiness, but even their moments of despair will turn into joyful laughter moments later. All children, if given love and nurturing will demonstrate this. Yet almost all adults have lost the ability to live in this state. Some will justify it by claiming that adults cannot afford to be childish – they have responsibilities and it would be irresponsible to do so. And yet in all my working with people over the last 40+ years the vast majority will admit to wanting to find a way to live that expression of joy. It comes out as: I want to be authentic; I want to be me; I want to love and be loved.

So what happened?

We began to experience PAIN AND PUNISHMENT! Whether from our parents, siblings, other relatives, teachers, religion, or just the world itself, we began to experience pain – mostly in the form of punishment for not being the way we were supposed to be (or being too spontaneous). This turned into beliefs about ourselves that took on the form of “I am not enough – I am not good enough, smart enough, pretty enough.” Or perhaps “I am not worthy, I am stupid, or I am a failure”, etc. We began to believe these lies about ourselves. And then we began to learn how to SURVIVE.

We began to figure out ways to avoid pain and to become acceptable to those from whom we wanted love. As we grew up, those methods of avoiding pain were made part of our subconscious programming so that survival became the driving force of our lives. These survival mechanisms can be simplified into these categories:

  • Be in CONTROL.  Either through suppressing our feelings or suppressing other’s feelings (Don’t cry or stop crying, or stop laughing or do this, don’t do that and so on). We try to control others through anger, manipulation, intimidation, etc.
  • Be RIGHT. Make others wrong; collect evidence to support your rightness and/or another’s wrongness; gather allies to get support about how right you are or how wrong another is.
  • Save FACE. Always look good – no matter what. And make sure you do not cause another to lose face.

When survival becomes the driving force that runs our lives, we cannot be authentic nor can we truly love or be loved. We end up trying to be the way someone else wants us to be and we lose ourselves in that struggle.

Then we end up just drifting through life. Waiting for someone to approve of me. Waiting to survive the next disappointment or the next hurtful encounter. Seeking to blame others or myself for how my life turned out. Worried about the future or regretting the past while ignoring the present. Essentially being locked in a prison of our own making.

WHAT CAN BE DONE? WHAT IS THE WAY OUT OF THIS PRISON?

There is a way out; there is a path back to being who we truly are. Here are some steps:

  1. Decide you want it. In other words make a CHOICE to become who you truly are and be very CLEAR about that choice.
  2. Be COMMITTED. Not just committed when it is comfortable or convenient; but committed at a level of NO MATTER WHAT. Let no one or anything get in your way from that commitment.
  3. Take RISKS. Be vulnerable, be open to new ideas, keep on learning, share your true feelings, practice being uncomfortable.
  4. LET GO OF THE OLD. The old things that you keep to survive and stay safe but don’t really work (and never really have).
  5. WORK. Change can be hard and perhaps scary, so discipline yourself to constantly do this work. Never stop working.

FINALLY, seek out assistance. You do not have to do this by yourself. Find teachers who can guide you on this pathway to joy.

Whenever a student is willing, a teacher always appears.

“WE ARE ALWAYS GIVEN THE OPPORTUNITY TO SEEK THE PATH OF TRUE ENLIGHTENMENT, THE PATH OF LIVING AND LEARNING THROUGH JOY AND BEING THE LOVE WE WANT FROM OTHERS, THEN SHARING THAT LOVE.”

Thanks so much Bill for sharing your wisdom and insights with our Source Point Training community!

Our best to you,

Barbara and everyone at Source Point Training

 

Your Summer Assignment is Here!

on August 13th, 2017 by [email protected] | Comment (0)

As we move into August, many families are taking vacations before the start of school.  Summer time is usually a time for more fun and relaxation for both parents and kids out of school.

Some of the best family memories are made during the summer; going on vacation, seeing relatives, camping, or making projects.  Kids seem to sprout like weeds during the summer months as their daily activities change.  Most of us have family memories to look back on and remember as we become adults.  I can remember my Dad declaring one summer day, “We are going on a picnic today and EVERYONE is going to have FUN!” in his loud declarative voice.

What families do and the traditions they have reflect their values.  I did not realize until I was much older the values that I got from my family.  As I matured, I began to develop my own values and … many of them were my family’s values.  Work hard and make a contribution, be generous, continue to learn new things as you grow, be honest and always respect others.  These were not just things my parents told me I should do – they were the things that they did too.

We all have our favorite childhood memories to look back on and share with our children.

As parents, we might assume that our day-to-day lives and special memories convey our values clearly to our children.  But that isn’t always the case.  A colleague of mine has a great way of articulating this, “Children are great observers, but lousy interpreters.”

As a Certified Family Coach, I often hear from parents “Of course my children know our family values.”  Then, when give an assignment to ask their children what their family values are, they are surprised at the responses they get.  Most simply put, values are chosen guiding principles to be lived in every area of life.  Values show up at home, at work, at school, on the playground and when you are alone.

Here’s a great activity for your family before the school-year routines return. Reflect on the last 7 days and write down things that stand out regarding:

  • How you distributed your time over those 7 days?  Work, recreation, service and supporting others, learning something new, housework, sleeping, exercising, time for TV, etc.
  • How much time during the week did you spend in each area?
  • What were the things you wanted to do but did not take time to do?

As you identify where and how you spent your time, what values do you connect to those activities?

For example;  if I am spending time studying in pursuit of a college degree, I value education.  If I volunteer weekly at a homeless shelter or food bank, I might value service or compassion.  If I am regularly planning family activities or opportunities to get together with extended family, I might value family.

A fun family activity that you can do is plan a time as a family to talk about what you value most.  Have everyone in the family share.  Kids might say… fun or sports. Start with sharing what values are in your own words including what it looks like to live each value.  Make it a fun activity – take a 3×5 card for each value and place the word on one side and and describe how you live it on the other side.  Then decorate the cards.  You can put them in a box and pull one each week to focus on “living” and “seeing/experiencing” that value for the week.  Values are to be lived and experienced; the ultimate walking the talk!

Enjoy the rest of the summer, sharing family time together, making memories and living your values.

Our best to you,

Barbara and everyone at Source Point Training

 

Launch Your Coaching Business by February!

on July 1st, 2017 by [email protected] | Comment (0)

Start training today for your career as a

Professional Performance Coach

and

Have paying clients by February!

In Fundamentals of Performance Coaching, you will learn:

  • How to establish a coaching relationship with others
  • The language of coaching and how to open possibilities for people to take action in achieving their goals
  • To use personality assessment tools to assist clients in understanding their thinking and behavior preferences
  • Templates and tools to use as a professional coach to guide people and manage their progress
  • Communication skills like Neuro Linguistics Programing that will empower people to think and behave in more resourceful ways

Create a life you love while coaching others to do the same!

In just 6 short months, you will:

  • Receive training on all of the ICF-based core competencies of coaching
  • Earn 90.5 ICF CCE’s which meets eligibility requirements for both ICF Membership and ACC Credentialing
  • Enroll paying clients to launch your coaching business or work as an internal corporate coach

Training Dates:

  • Module 1:  August 16-18, 2017
  • Module 2:  October 18-20, 2017
  • Module 3:  February 14-16, 2018

 

Call us TODAY to learn more and start your journey!

Your clients are waiting for YOU!!

Contact:

Name:   Ginny Carter, ACC
Title:      Administrative Director
Phone:  410-236-1491
Email address:  [email protected]

 

Successfully Navigating Change

on June 8th, 2017 by [email protected] | Comment (0)

In our fast paced world, it seems that change is always occurring.  However, there are many times in life when change comes at us unexpectedly.   Maybe our first reaction is resistance or fear or anger.    Many times we can feel powerless.   Coaching people to move through change is one of the most common reasons for coaching.  Here are the most common areas of change for people:

  • Health breakdown
  • Loss of job
  • Divorce
  • Changing Careers
  • Financial

Before we can effectively move through change, we need to have the space to stop and take an inventory of our emotions surrounding this change, the people impacted by the change, and the resources we have to navigate through change.

  1. Moving from resistance to persistence:  It is easy to fall into the trap of being a victim to the change or even becoming depressed or apathetic.  The sooner you take action to begin to design new opportunities presented by the change, the sooner you will be on the road to a new beginning. You can tend to forget your capabilities for navigating change.  Looking back at past major changes to see the resources you used then can assist you in creating strategies to move forward with your current change.
  2. Reflection and acknowledgement:  We can learn a great deal about ourselves at these times of our lives.  This is a time to revisit your purpose in life and what brings you a sense of fulfillment.  Examine your values – what is truly important to you.  Spend time journaling and give yourself permission to feel the sadness and acknowledge the great things about yourself. It is important to take a break and have your mind and energy on something other than the change you are experiencing.
  3. Envision what you want:  Take time to envision what you want in your future.  Don’t put limits on it, allow yourself to dream.  Think of new training you may want to complete, a new business opportunity, or a new home and how you would want it to look.  Even if you are facing challenges with your health, there are possibilities.  There are times when we feel the most vulnerable that doors open for us.
  4. Enroll resources:  Challenge yourself to reach out to others as a sounding board for ideas and assistance.  It is at times like these we cannot have expectations of others knowing what we need. We must be responsible to connect and ask for what we want to move forward.  Have a great brainstorming session with yourself – or you can include others who might also be impacted by the change – to explore all of the possible solutions or strategies in taking on this change.
  5. Miles are a combination of many steps:  See if you can break the change needed into small actions; making a gradual transition.  When we can integrate change in pieces and over a short period of time, we can avoid becoming overwhelmed and reduce stress as well.
  6. Turn challenges into opportunities:  Identify the challenges or obstacles you foresee as you take these small actions in managing change.  Your attitude will create your experience.  Work to adopt a positive attitude as you embrace the change that has occurred.

Change is not easy for most of us.  Change will always challenge us to face ourselves.  It is at these times that we can experience the greatest growth and our greatest sense of personal power.  Holding on to the past will never move us forward.

Today, more than ever before, the value of engaging with a coach can make huge differences in both the business environment and in other areas of our lives.  The demand for coaches continues to increase in businesses with many now having their own staff of internal coaches, contracting with external coaches and training their managers to lead their teams with coaching skills rather than the old school managing and directing.

If your organization is ready to create a coaching culture and having members of their HR Department or Leadership & Development Department trained as coaches, contact us to learn about our next training beginning in August in Memphis, TN.

To learn more about our training programs or for a consultation on bringing leadership development and coaching skills into your organization, contact Ginny Carter, Administrative Director, at [email protected] or at 410-236-1491.

Our best to you,

Barbara and everyone at Source Point Training

 

Coaching Today’s Workforce – Part 5 – Catching the College Grads with Coaching

on May 1st, 2017 by [email protected] | Comment (0)

Welcome to the third segment in our 5-part series on coaching trends and how to create a coaching culture in your organization.  If you missed Parts 1, 2 or 3 – you can access them here:  Part 1     Part 2     Part 3     Part 4

This series includes the philosophy and coaching experience of Barbara Fagan, President of Source Point Training, and a recent survey conducted by the International Coach Federation just released in October 2016.  We hope you enjoy these insights and applications on how you can include coaching as a way of contributing to people and teams within your organization.

 

CATCHING THE COLLEGE GRADS WITH COACHING!

What is the new generation of college graduates looking for when considering their first job out of college?  You might not have guessed it but mentoring, coaching and a plan for managing their careers rank in the top 5 areas of what today’s graduates look for.

May is typically graduation month for most colleges and this year more than ever there will be many new career opportunities for new grads in most fields from Engineering to technology to biochemical, just to name a few.  Many companies have already spent time at college campuses recruiting graduates for career opportunities.

According to a recent article published by Fortune magazine from authors Ed Frauenheim and Tabitha Russell, the companies that attract the most graduates also have the highest achievements in their field of business.  College students invest heavily in themselves and expect to have a return on that investment when they graduate.  Recruiting and retaining top talent and creating a powerful conversation about your company being a “great place to work” will yield rewards for many years into the future for both employees and employers.

Companies recognized as a great place to work enjoy a sense of team and community. Workers collaborate willingly and are not focused on politics, but more on being recognized for their contributions and guided by their mentors who take the time to give them real-time feedback.

This is why, for the last 7 years, Source Point Training has worked with organizations who are dedicated to providing coaching for their employees. Not the kind of coaching performance that in the past was seen as “fixing” a problem.  Today, progressive companies match a mentor who has coaching skills to new employees as part of their on-boarding process.  The mentor provides more self-direction in setting goals, knows how to give real-time feedback and encourages reaching out to colleagues for support.  These are what will attract the new generation of employees.

Source Point Training has over 30 years of professional coaching experience and today is working with companies who want to train managers to learn the skills of coaching and mentoring employees.  The feedback we receive consistently is that employees who receive coaching within their work environment – not just on issues at work but on how to manage time and priorities in their life more effectively:

  • achieve a higher sense of self-confidence
  • exhibit a willingness to take on new learning and reach new levels
  • become the most fulfilled employees and loyal advocates for their company as being one of the “best places to work”

As we wrap up the value of creating a coaching culture in organizations, we have shared that:

  • Today’s workforce wants their contribution to be seen and they want to be coached in areas where they can improve.
  • ICF surveys indicated that 82% of managers surveyed would like training on how to be effective coaches for their teams.
  • Performance coaching is now seen as an employee benefit for those who are seeking career advancement and the desire to increase their contribution.
  • Coaching is seen as one of the best ways to retain top talent, build loyalty and is an incentive for developing new capabilities.
  • Creating a trusting environment, where managers and colleagues conduct themselves ethically and actively listen to each other is valued more by most employees than the salary they are paid.
  • Potential employees can usually find comparable salaries but it is more difficult to find a corporate culture that fosters mentors and coaching people to achieve their career goals.
  • A coaching culture’s ROI is only as good as the competency of those using the coaching skills. Coaching employees effectively requires coach-specific skills and ongoing practice/usage of those skills.
  • According to the recent ICF/HCI survey Building a Coaching Culture with Managers and Leaders, “The training of managers/leaders using coaching skills is a very important part of building a coaching culture; 87% of respondents with strong coaching cultures report their current training has been instrumental in building a coaching culture.”
  • Organizations with a rich coaching culture report less employee turnover, increase in individuals achieving professional and personal  goals, changes in attitudes and behaviors leading to collaborative thinking and proactivity, reduction in expense – more efficient use of resources and time, increase in promotions and more leadership opportunities to expand business, and increase in market and customers.

If you want to change your corporate culture to include coaching, email Ginny Carter, Administrative Director, at [email protected].  We will discuss how you can provide your management team with the coaching core competencies recognized by the International Coach Federation (ICF) and the Association for Coaching (AC).

Our best to you,

Barbara and everyone at Source Point Training

 

 

Coaching Today’s Workforce – Part 4

on March 11th, 2017 by [email protected] | Comment (0)

Welcome to the third segment in our 5-part series on coaching trends and how to create a coaching culture in your organization.  If you missed Parts 1, 2 or 3 – you can access them here: Part 1     Part 2     Part 3

This series includes the philosophy and coaching experience of Barbara Fagan, President of Source Point Training, and a recent survey conducted by the International Coach Federation just released in October 2016.  We hope you enjoy these insights and applications on how you can include coaching as a way of contributing to people and teams within your organization.

We are moving to the end of the first quarter 2017, and soon quarterly results will be published.  Companies’ strategic goals have been identified and project teams have been developed to take on key initiatives.  Soon, it will be time for annual reviews of performance and compensation plans.

While the investment in coaching is increasing in organizations, few businesses have a way to formally identify the success and return on investment.

What gets measured gets done. So what’s the best way to measure the impact of coaching?  Some outcomes that should be expected in a coaching culture include the following:

  • Competent leadership including effective communication, better cooperation, sharing resources, setting priorities and holding people responsible for their performance and results.  Coaching empowers people to take responsibility.
  • Less turnover and longer employee engagement. Turnover is a key indicator of the effectiveness of coaching in the workplace. When people are coached effectively and understand their roles and goals, they are more proactive and empowered.
  • Honest, open communication and use of effective feedback systems where everyone contributes to others through feedback – not just managers. People in a coaching culture know how to give effective feedback in a way that people can learn and make more effective choices going forward.  Feedback can “turn the lights on” so people can see and understand how to be more effective.
  • Improved service and responsiveness to all customers either internal or external.  Companies with a coaching culture see increased collaboration and problem solving across departments.

So, how do you measure these outcomes?  It is all in the numbers.  Organizations with a rich coaching culture show:

  • Less employee turnover
  • Individuals achieving professional and personal  goals
  • Changes in attitudes and behaviors leading to collaborative thinking and proactivity
  • Reduction in expense – more efficient use of resources and time
  • Increase in promotions and more leadership opportunities to expand business
  • Increase in market and customers

If you have invested in coach training, take time to determine how you are measuring the results of this investment.  All employees must understand the purpose of coaching and be introduced to ways of using coaching skills as a tool at all levels in the organization so that a true coaching culture exists.

Source Point Training offers organizations a full ICF Approved / AC Accredited coach-specific coach certification program as well as a curriculum for HR/L&D teams to then deliver independently within their organizations.

To learn more about this opportunity, please email Ginny Carter, Administrative Director, at [email protected].

Our best to you,

Barbara and everyone at Source Point Training

 

Creating Meaningful Dialogue

on February 16th, 2017 by [email protected] | Comment (0)

Empowerment from Source Point Training | February 15, 2017

Rodney King, after the Los Angeles Riots in 1992 said, “Can’t we all get along”. Human beings are born to be connected; and yet we are living in a world today that seems to spend a good deal of time expressing all the ways that we are different in culture, age, life experiences and economic means.

The last decade in America has challenged us all to accept changes in ways that many had never expected.  With change comes resistance, always.  Change means that we must be willing to let go of the way that is, was or always has been.

My niece, who is a school principle, shared this video with me recently about a school in England that is teaching Oracy.  As I watched it, I thought how great it would be if all adults could take the time to go back and re-learn the art of meaningful dialogue.

How many times in the last year have you found yourself becoming frustrated or even fearful at what you hear people say around you?  Maybe at work you sense a lack of alignment or even competition in the way that people share their ideas.   How do you have meaningful dialogue with your co-workers?

In social situations with friends that you have known for years, do you find yourself checking out or even having judgments about what they are sharing? Sometimes, when we know people really well, we stop listening to them and assume we know what they think about things.  Or perhaps in the last year with the political climate you realized that you have very different beliefs about where we are headed as a country.  Maybe you find yourself becoming upset when you attempt to share your point of view and you’re interrupted by someone sharing their perspective.

As a group of people working together or those you socialize with, it is not uncommon to have this type of reaction to others.  This is why so many of us “protect” ourselves from other people’s judgments.  That’s why we play the game – “just go along” thinking it is easier to get along then rock the boat.

Organizations talk about collaboration and innovation to foster creativity but do most people really understand what is required to create the trust and willingness to share openly their ideas and opinions?

To have effective dialogue with others, we must first be willing to listen to understand.  Stephen Covey in his world-famous book “7 Habits of Highly Effective People” identified Seek First to Understand as one of the 7 habits for people to be most effective.  But what does that require?  We must be willing to suspend our judgments and opinions about what others are saying.  We must be open to listen to understand another’s point of view.   This requires us to let go of our worldview, which includes beliefs, values and assumptions many times.

Second, we must be willing to share our point of view even in the face of resistance. Be neutral, focus on finding ways to express what we believe in a way that others will be open to listen.  Look first at where we agree and connect and then bridge to another point of view we may have.  Know your “hot buttons.”  These are certain words or ideas that will trigger you into reaction.  We all have them.

Third, look for common ground where we have shared purpose and values.  Communicate clearly what you both agree on before discussing what you see differently or where you disagree.

Lastly, be respectful.  Our worldviews come from our past and how we were raised, our life’s experiences, core beliefs, values and circumstances.   We can’t change another person’s worldview just by giving them more information about what we think or the evidence we have. Worldviews are shaped over time.  Stephen Covey often spoke about shifting paradigms.  As our world changes and evolves over time, we can begin to see new possibilities if we respect different points of view and accept that our world is always changing.

Our best to you,

Barbara and everyone at Source Point Training

 

Coaching Today’s Workforce – Part 3

on February 1st, 2017 by [email protected] | Comment (0)

Welcome to the third segment in our 5-part series on coaching trends and how to create a coaching culture in your organization.  If you missed Parts 1 and 2 – you can access them here:  Part 1     Part 2

This series includes the philosophy and coaching experience of Barbara Fagan, President of Source Point Training, and a recent survey conducted by the International Coach Federation just released in October 2016.  We hope you enjoy these insights and applications on how you can include coaching as a way of contributing to people and teams within your organization.

Creating a coaching culture where managers/leaders actively coach their teams can create positive change for both the organization and the employees; with the latter also having the added benefit of impacting both the personal and professional areas of their lives. Coaches understand that when you are coaching someone in one area – say improved time management – that there will also be improvements on time management at home. Or coaching an employee to have a difficult conversation with a co-worker through improved listing and communication skills will likewise benefit all of their relationships.

We also know that individuals and teams that perform at higher levels, more effectively and efficiently, translates to improved bottom line financial results. Research continues to provide evidence that coaching works and creating a coaching culture promotes attraction and attainment of top talent at all levels.

And . . . a coaching culture’s ROI is only as good as the competency of those using the coaching skills. Coaching employees effectively requires coach-specific skills and ongoing practice/usage of those skills. In his book, Journal of Change Management, A. M. Grant shares, “It takes between three and six months to become comfortable with using coaching skills in the workplace.” And of course, that’s with a solid training that sets managers up with the skills and a plan of action for those 3-6 months of practice and implementation.

According to the recent ICF/HCI survey Building a Coaching Culture with Managers and Leaders, “The training of managers/leaders using coaching skills is a very important part of building a coaching culture; 87% of respondents with strong coaching cultures report their current training has been instrumental in building a coaching culture.”

Most managers/leaders who receive coach-specific training do so through their HR/L&D Departments or through internal coach practitioners as reflected below.

This makes it critical that those in the HR/L&D Departments receive formal, accredited/ approved coach-specific training so that they are fully prepared to deliver a solid foundation of coach training to managers/leaders and provide ongoing support, mentoring, and follow up training. This is the foundation for developing and sustaining a strong coaching culture with an organization.

Source Point Training offers organizations a full ICF Approved / AC Accredited coach-specific coach certification program as well as a curriculum for HR/L&D teams to then deliver independently within their organizations.

To learn more about this opportunity, please give me a call today at 800-217-5660 ext. 101 or feel free to email me at [email protected].

Our best to you,

Barbara and everyone at Source Point Training

What a Year It Has Been!

on December 31st, 2016 by [email protected] | Comment (0)

As the year draws to a close, we at Source Point Training are celebrating our 7th Anniversary. Many said it wasn’t possible; but because of all of you, our passion for the work that we do, and our on-going commitment to make a difference in the world, we have been able to empower, educate and engage people and organizations these last 7 years.

The world continues to provide challenges for us all and with that comes the opportunity to learn, grow and adapt.  This year, SPT continued to support organizations that are committed to developing top leadership teams and learning to coach their teams to become self-generative and more fulfilled in the work they do. 

Lou, always passionate about traveling ANYWHERE in the world on a moments notice, continues to challenge people to break through their self limiting beliefs and embrace the unique and authentic human being they are and the contribution they make.  Barbara continues to work in Taipei, Hong Kong and now in Shanghai and Shenzhen developing professional coaches who are recognized by both the International Coach Federation and the Association for Coaching.  Barbara also became an Accredited Master Coach with the Association for Coaching!  Ginny continues to be the glue that hold Source Point Training together.  Anyone who has contact with us gets the opportunity to work with Ginny.  Through her commitment to being in service and her beyond belief operations skills, she keeps all the parts of Source Point Training moving forward.

And to all of the coaches who are a part of our professional coaching team around the world, we thank you so much for your partnership and your commitment to coaching and training the world over throughout these last 7 years.

Kelly Mobeck, who many of you have had the opportunity to work with as a coach sent her oldest son, Bradley, off to college this year. Brad has been a Source Point Training kid through the years and because of his mom’s great coaching, he could lead an outstanding team anywhere.  We know he will take these skills with him and wish him much success.

Helene Lynch, who has been one of our top Leadership Coaches, always throws a great Christmas party and this year most of the SPT team was there to celebrate with her. The stories were long and the laughter was belly aching!  We all love you, Helene!

This year we moved our Mastery of Performance Coaching training to Healdsburg so that the more mature coaching students could enjoy Barbara’s home town and some sightseeing and wine tasting – another great incentive to do your coach certification training with Source Point Training!

It is great when Barbara and Lou can find time to meet together – this year it was fortunate that they were both in Shanghai together and had the opportunity to have “fine dining” and time to catch up.

As we come to the end of 2016, we look back and reflect on how grateful we are to have the professional and personal relationships that we have shared with many of you. We wish you all the best in the year ahead – good health, peace and joy that make your heart sing!!!

Enjoy our video of highlights from 2016!

CLICK HERE – TURN YOUR SOUND ON!!

With warmest gratitude,

Happy New Year!!

Barbara, Lou and everyone at Source Point Training

 

Coaching Today’s Workforce – Part 2

on December 1st, 2016 by [email protected] | Comment (0)

BFAsia400Empowerment from Source Point Training

Welcome to the second in a 5-part series on coaching trends globally and how to create a coaching culture in your organization.  If you missed Part 1 – you can access it here.

This series includes the philosophy and coaching experience of Barbara Fagan, President of Source Point Training, and a recent survey conducted by the International Coach Federation just released in October 2016.  We hope you enjoy these insights and applications on how you can include coaching as a way of contributing to people and teams within your organization.

A recent survey published in September 2016 by Human Capital Research at the request of the International Coach Federation (ICF) showed some interesting results about the impact of coaching in the workplace. Not just for top executives, but for all managers and project leaders.  Coaching performance is no longer regulated to those who are “poor” performers, but to those who are seeking career advancement and the desire to increase their contribution.  Coaching is seen as one of the best ways to retain top talent and give them an incentive to develop new capabilities.

trust2-2When interviewed on the level of importance of the top Coaching Competencies recognized by ICF, on a scale of 1 to 5, the following reflects the top priorities for those being coached:

  • Establishing trust                     4.61
  • Applying ethical standards      4.51
  • Practicing active listening        4.51

The workplace today, which consists more and more of millennials and their development needs, shows us that creating a trusting environment, where managers conduct themselves with ethical standards, is very important.

The ability to establish trust is something that all professional coaches understand.  When coaching in the workplace, it is even more important.  Managers must be able to distinguish between coaching and managing.  It is important to establish clear agreements for the coaching to occur. This includes when coaching is being done versus managing the employee.  It requires confidentiality and clear guidelines with specific parameters for the coaching.

manhadonchinAll trained coaches realize that being professional and ethical is one of the top requirements.  This means that people who provide coaching within an organization must reflect in their own behaviors the performance they are coaching others to attain. They must demonstrate respect and real partnership with those they coach.

In order to coach effectively, most managers will need to be trained on reflective listening or appreciative listening.  This means that they listen from a place of neutrality and set aside their judgments or opinions about those they are coaching.  They listen deeply to what is being said and mirror back what they hear and ask questions to those they coach so they are able to reflect and think about their own behaviors and results.aadct

These 3 top criteria for coaching will assist managers and leaders to coach their teams in a way that increases trust, expands each employee’s ability to contribute and become more self-directed.

icfaIf you would like more information about how coaching can support your organization, contact us at 800-217-5660 ext. 101.

Our best to you,

Barbara and Everyone at Source Point Training

 

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