12th International Conference - ICF
“Knowledge / Diversity / Community”
31/10 à 03/11/2007 – Long Beach – CA – EUA
JJulio Ollala (South America), founder of Newfield Network, international consultant in education and coaching.
Why Coaching?
“Because learning practices from the past have not been solving our current issues.
Coaching provides knowledge and understanding about how to learn to change. Technologies, tools are not all because they are the external aspect of knowledge. Lack of balance between the external and the internal aspects from the individual has led the world to the current situation. Feelings, trust, loyalty are not built with tools or methodologies.
Coaching integrates the rational with the internal/emotional/spiritual. Control and foresight has led the world to its current lack of control, fear and anxiety. Coaching builds a different emotional environment much more appropriate for the learning process.
Emotions cannot be restricted to the realm of therapy. The way we have been explaining current problems are not being enough. Coaching must invite people to take a new approach to life.
We have been learning about things, and not from things as we should be.
Allow your coachee to be in peace with the things that she/he does not know.”
→ Scott Eblin (USA), former Fortune 500 executive with a coaching client list that runs from AOL to the World Bank. President of the Eblin Group.
Coaching Leaders for the next level.
“Research with 785 leaders point out that promotion is more challenging than divorce... and 40% of the newcomers in new positions are out in about 18 months.
In 2006, the firing index of CEOs was the highest in history! What’s going on?
Young executives--and they are younger--need to me better prepared for the transition. One of the evolutionists’ business laws says that success creates failure, because the successful tactics of the past lead to stuck people and make change more difficult.
Success in a transition is about knowing what to keep and what to let go.
What are the expectations other people have on you in this promotion? What are the expectations you have yourself?
Ask your colleagues: what they would support you to keep and what they would support you to let go in yourself? Other 5 questions to be asked: What? So what? And now? What is it that only I can do? What is not happening because of me?”
→ Arun Waklhu (Índia), founding chairman of Pragati Leadership Institute, a spiritually inspired leadership development and consulting firm based in Pune, India.
Wholistic Connection: Western Practice Meets an Eastern Paradigm.
“Ask yourself: am I being a balanced and entire person?
Our essence is the holistic connection. If I am centered, balanced, I get the foundation that attracts and manifests centeredness and balance in others.
Active presence, living in the moment, unconditional acceptance and integrity are key-competences for a coach. People are not going to do what you say. BE the message, and only by that approach are you going to reach legitimacy as leader, as coach, as changing inspirer.
Answer the question: how do I see my coachee? How do I see my work? Coaching must be an invitation for your potential clients to BE in the same place as you are. The client is full of possibilities and the coach is going to co-create what the client wants to achieve.
Like this, coaches are “potentializers” for their clients and for themselves. We must be mirrors, the message of what we are and how we live. Our work is to serve people, not to change people. Always see the divine light that lives inside every human-being, especially your client. Don´t create performance anxiety in him/her. Accept him/her even when he/she is not getting any progress.”
→ Measure for Measure: Can the Value of Coaching be Quantified?
Andréa White, (USA), Sandy Somers (USA), Mark Hanna (USA), Jeff Thoren (USA), Sally Starbuck Stamp (USA).
Only 2% of the companies that use coaching are, actually, doing the serious technical work of measuring ROI. But 27% are measuring the coaching impact on business. What we see is that the coach must co-create the process by which results will be measured. Otherwise there can be no evaluation of its impact on the organization.
Phases: data collect, analysis, conclusive reports.
Planning: start with the contract; it must have a clause addressing ways to evaluate coaching in an organization, or for an individual client.
We must foresee who the sponsors will be, how the data will be collected, how and in what way the analyses will be implemented, for whom, and to whom the conclusions will be sent.
Analysis must be done before and after the conclusion of the project, using criteria such as: goal achievement before and after the coaching, for instance”.
* Super Session: Dr. Kjell Nordstrom (Sweden).
Kjell is a guru of the new world of business. He is presently an Associate Professor at the Institute of International Business (IIB) at the Stockholm School of Economics.
“The main attributes of successful products and services from now on: feminine, emotional, personalized and simple.
The developed world is moving rapidly toward a world where people are living alone--only one person per household. This is very commom in Scandinavian countries. In Sweden, 66% of the houses are like this. Think about the consequences of this for the market!
In 2007, more than 50% of humanity already lives in urban areas. The world is not being global in terms of culture and behavior.
Examples: concentration of aging people in Florida, gays in San Francisco... In the Silicon Valley there is everything but Americans. There is segmentation everywhere!
And we are overwhelming our clients with offers, but with few creations of new things. High technology is necessary but it is not enough. The talent challenge, from now on is not the intellectual one, but the social and psychological one.”
