Welcome to the July 2012 issue of the newsletter|Coaching at Work

Welcome to the July 2012 issue of the newsletter “Coaches have to navigate between working in and challenging the status quo. The coach represents in some way a shaman who helps people to question and go beyond what we take for granted.” This was one of the messages from Aboodi Shabi in his keynote at our Coaching and Mentoring at Work conference on 11 July (conference report in the September issue). “We need to be bold and ask the questions others dare not ask, that’s when we really serve our clients….. if we don’t ask these questions, we are doomed to more of the same,” said Shabi. Here are some of the delegate comments about the day: “The conference had great energy and, unusually, every presentation I attended was entertaining and interesting – a great day, can’t wait for next year.” “First time attending and a relevation. Met some really interesting and inspiring people. I feel energised, motivated and part of a community!” “An excellent stimulating conference, well organised.” “A great day. Really interesting and mainly excellent presenters.” Many thanks again to all our engaging speakers and to our sponsors: Gold: Insala; Silver: Centre for Coaching; The CoachOnline, EMCC, ICF; i-coach academy; Kogan Page; McGraw Hill/Open University Press, The Results Coaching System, Synergia and Bronze: the Association for Coaching and Challenging Coaching. Our special 15% discount offer on digital subscriptions is currently still available. Here’s the code for the 15% discount. CADSUM2012. Please feel free to share with colleagues and friends! The Coaching at Work global LinkedIn group now has more than 10,000 members, we’re glad to announce. Subscribers can choose to either subscribe to the digital magazine, or printed magazine (which includes access to the digital magazine). Subscription includes six issues a year; 16 newsletters (including four mentoring digests); inclusion in our global Coach List; additional online content; access to every issue since 2005, a global LinkedIn group and discounts on our events. See a sample issue here See a sample issue here. Liz Hall, Editor, Coaching at Work, Winner of the Association for Coaching Award for Impacting (Leadership/External Focus) Service to the Wider Community for 2010–11 Let’s get connected Follow us on Twitter at http://twitter.com/CoachatWorkmag http://twitter.com/lizhallcoaching Join our global Coaching at Work Linkedin group at http://www.linkedin.com/groups?mostPopular=&gid=2274910 Coach list Have you joined our coach list yet? or if you’re a buyer, have you used the list to help you find the coach/coaches you need? you can now upload a coaching at work coach listing member logo onto your website, emails and so on to show you’ve been approved. Go to: http://www.coaching-at-work.com/coach-register Sample our content You have to be a subscriber to access most of the articles on Coaching at Work website. However, you can now view a whole issue here: http://www.coaching-at-work.com/2010/11/30/sample-magazine/ NEW ONLINE FORMAT Subscribers to the magazine can now read it, and earlier content in a Calameo format, allowing you to “flick through” the magazine online. Do be patient when you’re downloading the magazine- it can take up to 20 seconds or so. See back issues in this new format: http://www.coaching-at-work.com/2012/01/20/back-issues-2/ There is also some freely available content on the website, including the following: Be well and prosper The measure of you The number of organisations using coaching is steadily rising, yet its true value is still not being assessed. The Chartered Institute of Personnel Development’s John McGurk shares his practitioner guide to real-world coaching evaluation. Read more Poor Practice 2010 part 1 Poor Practice 2010 part 2 Coaching buyers want ´chemistry´ Interim results from the Ridler report 2011 Read more The jewel in the crown – in-store coaching delivers ROI Read more I wish I’d… Nottingham Business School’s Elaine Robinson and her supervisor Erik de Haan share insights from one of their supervision sessions. Read more Train to Gain Coaching at Work examines the overall trends in coach education and development. What’s on offer and where can you go to get it in a growing but often confusing market? This report includes a table of what some of the main providers offer. Read more More Process, Less Insight? We’re seeing smarter practices in executive coach selection, but also evidence of commoditisation and excessive process, according to a report by Carol Braddick. Read more

	More Highlights of the May issue of the magazine Lane changer Adrian Moorhouse may be a former Olympic gold medallist, but the Lane4 co-founder says he’s found a very different way to succeed. Read more The next steps Are you considering becoming a coaching supervisor? Find out what benefits, options and qualifications you need. Read more The Health Coaching Toolkit In part two of his four-part report of health coaching, Professor Stephen Palmer looks at Motivational Interviewing, a form of guiding to help clients become more motivated. Read more

ASHRIDGE Consulting

Become a fully accredited coach

The Ashridge Masters in Executive Coaching is part-time over two years.

Develop reflective inquiry into your own professional practice.

Programmes starts in September 2012.
Full details are online www . ashridge . org . uk/amec  or contact jensigne.molbeckblyth@ashridge.org.uk

	Grey Matters What do you know about the brain? In the first of a series of articles on neuroscience, Trish Riddell asked a community of coaches 10 questions to see if they could separate myth from scientific fact. Read more

	Star players In the first of a two-part series on creating successful team coaching, we look at getting the intervention off the ground. Read more

	Wisdom in the system In the first of a series on systemic coaching, John Whittington sets the scene.Read more

Stop Press In the mood A person’s mood significantly influences the level of cooperation they will offer to others, research from Universidad Carlos III de Madrid and Universidad de Zaragoza suggests. The study suggests that individuals’ decisions on how much they will cooperate with others are based on their own emotional state and how many people they’ve cooperated with before. The researchers also found that people are less likely to increase their cooperation just because they have been organised in a certain manner. A mindfulness practice a day keeps the doctor away? Mindfulness boosts resilience, health and wellbeing, and helps us be more creative and able to embrace change and uncertainty, said Liz Hall at Coaching at Work’s conference on 11 July. Practising mindfulness helps us develop our attentional control, become more attuned to others, regulate our emotions, generate positive emotions and reframe/reappraise positively, according to literature reviewed by Hall as part of ongoing research which has included an online survey of coaches. It decreases cortisol; helps activate the parasympathetic nervous system, calming the autonomic nervous system; boosts the immune system, and improves a range of medical and psychological conditions, said Hall. Mindfulness helps people embrace change and uncertainty, and be more creative, by supporting, for example, a move to an ‘approach’ rather than ‘avoidance’ state, staying with ‘not knowing’ and ‘letting go,’ being more curious and open to possibility, suspending judgement/evaluation and ‘getting ourselves out of the way,’ she said. Meanwhile, reasons why coaches use mindfulness with clients include helping them become more self aware and calmer, suggests preliminary findings from an online survey carried out by Hall this year. Seventy per cent of 156 coaches responding to an online survey on mindfulness in coaching said they used mindfulness to help clients become more self-aware; 59% to help them be calmer/less anxious; 55% to manage stress, and be more centred. Coaches practice mindfulness themselves to help them ‘live more in the moment’ (74%) and become more self-aware’ (73%). Seventy six per cent had no concerns about using mindfulness with clients, while 18% agreed with the statement ‘the client will think I’m ‘woolly/fluffy/unprofessional.’ Hall will publish more survey findings in a forthcoming issue of Coaching at Work and in her book. Hall also presented some of her research at the European Mentoring & Coaching Council’s conference at Sheffield Hallam University on 3-4 July. Session participants engaged in a lively discussion about being and doing in mindfulness and coaching. The greatest coaching outcome research ever! Ashridge Centre for Coaching and partners are coordinating an ambitious research project on outcomes and have already received more than 1,000 returned client questionnaires and a great many from coaches and sponsors too. So already this research has the largest sample in the whole literature on organisational consulting and executive coaching. More on the research in the next issue of Coaching at Work. If you haven’t done so already, invite your clients to join the research www.ashridge.org.uk/client Ashridge has pledged to keep updating participating coaches about their own effectiveness scores and after data collection is concluded in 2013 will also email all participating coaches the findings of this research. Organisations perform better when leaders have done the same job as ‘followers’ ‘Expert leaders’ – individuals who have built up years of experience on the floor – are more likely to be successful than general managers, according to research from London’s Cass Business School and the University of Sheffield. Academics analysed every Formula One race – almost 18,000 – staged in the last 60-years, finding that the most successful team leaders are more likely to have started their careers as drivers or mechanics, compared with Formula One leaders who are professional managers or engineers with degrees. The researchers argue their findings show that organisations headed by ‘expert leaders’ – individuals with deep technical knowledge and experience in the firm’s core business, coupled with strong leadership ability – perform better than firms where general managers are at the helm. One of the authors, Amanda Goodall, conducted a previous study of 300 hospitals in the US which found that hospitals run by doctors outperform those run by managers.
Diary dates September 28-28 September: Boston (US) Coaching in leadership and healthcare conference. Boston Renaissance Waterfront Hotel www.instituteofcoaching.org October 3-6 October: London International Coach Federation global conference www.coachfederation.org 23-24 October: London 2-day Primary Certificate in Health Coaching, Counselling and Training. Centre for Coaching www.iafpd.com/centreforcoaching.htm November 9 November: London Academy of Executive Coaching conference (and Burditt Lectures) www.aoec.com 15-17 November: Spain European Mentoring & Coaching Council 19th annual conference. www.emccouncil.org

The Centre for Coaching, London UK

The Centre for Coaching, International Academy for Professional Development Ltd runs a range of Middlesex University Accredited and Association for Coaching recognised modular coaching courses at Levels 5, 6 & 7. The 5-day Certificate in Coaching (Level 5, 15 Credits) is an introductory Cognitive Behavioural coaching programme. Other courses include the 5-day Certificate in Psychological Coaching (Level 6, 15 Credits), the modular 6-day Certificate in Stress Management and Performance Coaching (Level 5, 30 Credits) and the Certificate in Coaching Psychology (Level 7, 20 Credits). The Diploma courses are at graduate and postgraduate levels.

Special 15% discount offer extended to Coaching at Work magazine subscribers who enrol for our courses during August 2012. Call Dawn Cope for further details: Tel: +44 (0) 208 318 4448 or Peter Ruddell: 0845 680 20 65

Click here for: Course dates; Course Brochure. Email: Dawn Cope

Courses can also be run in-house for organisations. Tel: +44 (0) 208 318 4448 or 0845 680 20 65

If you want to advertise your organisation here, please contact Kate Thomas for more details.

Welcome to the July 2012 issue of the newsletter