Entries by Liz Hall

CHARIS PILOTS WORKSHOPS IN LONDON FOR WOMEN AFFECTED BY DOMESTIC VIOLENCE

By Liz Hall A social enterprise has launched in the UK offering coaching and workshops to women who have experienced domestic violence and/or operate in masculine-dominated corporate environments. Charis Coaching has as its vision “a sweeping, global cultural shift to gender equality in the workplace, the home and the community”. Some 30 per cent of […]

STOKE: NLP REDUCES ABSENCE

Since launching its scheme three years ago, more than 75 employees have received coaching, and clients who have been absent due to anxiety and depression have returned to work much sooner than expected, said the council. The UK council launched the scheme to revolutionise its working culture and better equip staff to step up to […]

‘EXTRA-MILERS’ ARE BIG INFLUENCE ON TEAM SUCCESS

Coaches and organisations seeking to enhance team performance would do well to focus on the team member most likely to go the extra mile, and to encourage other members to step up their interaction with this individual. Single individuals can have a disproportionate impact on group performance, suggest researchers from the University of Iowa in […]

COLLABORATIVE BODY LAUNCHED TO DEVELOP COACHING

A multi-stakeholder group has launched with the aim of collaborating to shape the future of the coaching profession The group, Collaborating for the Future of the Coaching Profession (CFC), emerged from the Coaching at Work-led Accreditation Forum, but will be wider in scope and communities represented. Instead of just professional bodies and sponsors, it will […]

PODCASTS

COACHING AT WORK INTERVIEWS Liz Hall interviews Tatiana Bachkirova on self-deception Liz Hall interviews Tatiana Bachkirova on self-deception Liz Hall interviews Darren Robson on his top tips for coaching success Liz Hall interviews Darren Robson on his top tips for coaching success COACHING AT WORK AWARDS Awards ceremony Coaching at Work Conference, 2013  Awards ceremony […]

Should we coach men and women differently?

CONFERENCE ROUNDUP NHS London Leadership Academy (LLA) Coaching & Mentoring Summit, London, 4 February 2015 By Liz Hall Coaching the potential differences between women and men can help women navigate the “glass labyrinth”, said Lis Merrick. In her controversial keynote at the NHS LLA Coaching & Mentoring Summit in February, Merrick encouraged delegates to explore whether […]

ICF delegates challenge bias against creativity

More than 400 delegates from more than 40 countries flocked to Malmö, Sweden’s third largest city, on 18-20 September for the International Coach Federation (ICF) Global conference. The theme was: Courage to create change: courage for a sustainable future, and the conference was hosted jointly by five ICF chapters: Sweden, Denmark, Finland, Norway and Poland. […]

We say kia ora…

Coaching that ignores the cultural heritage of non-Westernised clients is ineffective at best. Coaching psychologists in New Zealand understand this and are now required to adapt theories to suit Māori clients. Lisa Stewart reports

Tītmatanga o te matauranga
ko te wahangū,
te wāhanga tuarua ko te whakarongo.

The first stage of learning is silence,
the second stage is listening.

Māori Whakataukī (proverb)

Most coaches and coaching psychologists would agree it is important to adapt our theories and methods to suit our clients, and to respect and value their cultural world views and ways of being. But how often do we do this? In New Zealand, such adaptation is required for coaching psychologists. The New Zealand Psychologists Board1 acknowledges that “the practice of psychology in Aotearoa New Zealand reflects paradigms and world views of both partners to te Tiriti o Waitangi/the Treaty of Waitangi”.

Registered psychologists (including coaching psychologists) must demonstrate “awareness and knowledge of their own cultural identity, values and practices”, and those of their clients – especially of Māori (the indigenous people of Aotearoa New Zealand) as their Treaty partner. One of the reasons for this approach is to reduce the persistently poorer socio-economic, justice, health and employment outcomes for Māoris.