Teleforum Audio
ICCO Teleforum Audio Members Page
TeleForum XVI
Date: October 14th, 2008.
TOPIC: “Animation Questions from Chicago Sympoisum -- Coaching Excellence for Sustainable Leadership”.
The ICCO Symposium Coaching Excellence for Sustainable Leadership just held in Chicago was a huge success. With close to 40 participants and five case studies, the learning was extraordinary. The generative dialogue that centered on sustainable leadership questions was one of the most energizing moments in the session. We wish that all ICCO members could have experienced it.
We wanted to capture some of that energy in our October TeleForum by bringing two of these questions to the TeleForum. Mary Jo Asmus, an ICCO member and a design team member for the Chicago symposium, will facilitate the conversation based on these animateur questions:
1. How do you define ‘Coaching Excellence’
- From the client perspective?
- From a coach's perspective?
- From the perspective of client organizations?
- Training schools?
2. What does ‘Coaching Excellence’ mean to ‘Sustainable Leadership’? What else beside ‘Coaching Excellence’ can and must contribute to ‘Sustainable Leadership’? What is required within an organization to generate and sustain a sustainable leadership initiative?
Play online:
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TeleForum XV
Date: Thursday, June 19, 2008
Overview:
ICCO is delighted to dedicate a special TeleForum for a dialogue with William Bergquist, PhD. This powerful learning session will focus on two animation questions from our recent Los Angeles symposium honoring the work of Frederick Hudson.
Bill will lead a discussion for ICCO members and guests that will generate a rich and significant experience based on these provocative questions:
- Some developmental theorists (in the tradition of Jean Piaget) believe that we move to a more advanced stage of development only after we have mastered the cognitive/affective challenges of the previous stage. Until such time as we have mastered these challenges, we remain at this less advanced stage. Other developmental theorists (in the tradition of Erik Erikson) believe that we move to new stages of development irrespective of our success at mastering the cognitive/affective challenges of the current stage. When we move to another stage, yet have not mastered the challenges of the stage from which we just moved, then we carry the burdens of this previous stage to the new stage, making it more difficult to meet the new challenges associated with the new stage. What are the implications of each of these perspectives on adult development for those who are engaged in organizational coaching?
- Some developmental theorists (such as Daniel Levinson) believe that we move through a set of developmental stages in a sequential and essentially linear manner: the developmental issues we address in our 40s and 50s differ from those we address either in our 30s or in our 60s. Other developmental theorists (such as Frederick Hudson) believe that we cycle through certain developmental challenges repeatedly in our lives, though in each cycle we approach these challenges in somewhat different ways. What are the implications of each of these perspectives on adult development for those who are engaged in organizational coaching?
William Bergquist, Ph.D . is an internationally-known coach, consultant, trainer and educator. Having received his Bachelors Degree from Occidental College in Los Angeles, California, Bill went on to do graduate work at Harvard University under a Rockefellar Brothers Fellowship, and completed his Doctoral Degree in Psychology at the University of Oregon. As an author, researcher and scholar, Bill has written more than 40 books and 50 articles over a period of thirty five years. Bill studies and writes about profound personal, group, organizational and societal transitions and transformations. He has conducted research and scholarship in North America, Europe and Asia to establish the foundation for his written work.
As an entrepreneur and owner of The Professional School of Psychology (PSP) for almost twenty years, Bill Bergquist has created a unique opportunity for accomplished, mature adult learners to obtain a high quality graduate degree at a highly affordable price and in one of several instructional formats that provides appropriate access for the busy, working professional. Located in California, PSP offers Masters and Doctoral degrees in both clinical and organizational psychology.
As a coach, consultant and trainer, Bill Bergquist has served more than 1,000 corporations, government agencies, human service agencies, college and universities, and churches over the past 40 years. As an educator, Bill has taught in the fields of psychology, organizational behavior and development, management, public administration and public policy in more than two dozen colleges, universities and graduate institutions.
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TeleForum XIV
Date: Thursday, May 22, 2008
Topic: COACHING IN TODAY’S MULTICULTURAL ENVIRONMENT
Overview:
-
What is Multicultural Coaching?
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How does Multicultural Coaching differ from Traditional and Diversity Coaching?
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Why is Multicultural Coaching Important to your Organization?
- What are the benefits of at Multicultural Coaching?
Led by two experts in multicultural coaching: Evleyn Montalvo and Pat Comley.
Since her childhood in a Latino household in New York City, Evelyn Montalvo has been instinctively bridging and integrating cultures to benefit from the best of both worlds. Often finding herself as the only Hispanic woman executive in her business group, Evelyn saw a critical need for companies to address the unique professional development and advancement needs of women and multicultural professionals. Evelyn brings to her endeavors 25 years of corporate front-line experience gained at global companies such as American Express, Cigna International, Fidelity Investments, and The Prudential Companies. In 2004, Evelyn was awarded the prestigious National Hispana Leadership Institute Fellow for her leadership in the community. That same year, she completed the NHLI Executive Program at the John F. Kennedy School of Government, Harvard University. She has been a guest speaker at professional and leadership development conferences for such organizations as Working Mother Media, Odyssey Business Retreat and Spelman College.
Pat Comley, from Toronto, Canada, brings a broad reaching background in teaching, coaching, and training. Her doctoral thesis was on exploring best practices for counseling and working with new Canadians and has trained and lectured locally and internationally on this topic. Pat holds a doctorate in Applied Psychology, Counseling Education and presently teaches psychology at Ryerson University, Toronto. She specializes in models of personal growth and stress management. . She specializes in models of personal growth and stress management. Pat divides her coaching/training practice in both corporate and educational organizations. She is a licensed facilitator in Emotional Intelligence (Baron EQ-i Inventory) and holds advanced certification in Team Coaching and Leadership studies.
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TeleForum XIII
DATE: March 13th 2008
TOPIC: This TeleForum will be a platform to share the powerful insights generated during the Feb L.A. symposium, dedicated to the lifetime achievement of Frederic Hudson: Organizational Coaching and Adult Development
The developmental perspective, advanced in large part to a lifetime of work and achievement by Frederic Hudson, co-founder of The Hudson Institute, gives us the opportunity to not only better understand this rapid and discontinuous change, but also to take advantage of the renewing cycle of change, creating new opportunities for growth and development within and between our new multi-generational society. This TeleForum on the developmental perspective will provide some unique opportunities for growth and learning around the human Cycle of Change during these unprecedented times of change.
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TeleForum XII
TOPIC:
Please join Donna Karlin in an interactive discussion on the use of leading edge tools, such as Collective X, LinkedIn, Blogs, and Web 2.0 technology. Find out how these tools can keep us connected and increase dialogues with clients, colleagues, and networks around the world as well as use technology to run our businesses better.
Please note this is a big file (52 mb) so it takes a while to download.
TOPIC: "Corporate Coaching: What Really
Happens
During Coaching Assignments? "
Join the authors of Executive Coaching for Results (just released from Berrett-Koehler) as they share their fascinating findings on the activities of actual coaching assignments.
- Executives and coaches don't always tell the same story!
- Hear more about which activities they say they are doing, how long assignments really go, how often they are meeting, and what they think the purpose of coaching is.
- This is sure to be both a fascinating and�sometimes perplexing conversation.
Brian O. Underhill, Ph.D. and Kimcee McAnally, Ph.D. are co-authors of Executive Coaching for Results: The Definitive Guide to Developing Organizational Leaders (Berrett-Koehler, 2007).
- Brian is the Founder & CEO of CoachSource and operates a network of over 625 leadership coaches.
- Kimcee is a Owner/Partner in Claris Solutions, consulting in strategy development, executive coaching and leadership development.
TOPIC: "Lessons Learned from the ICCO Washington DC Event: The Global Implications of Coaching"
The TeleForum took place on Thursday, June 7th, from 12:00 - 1:00 PM Eastern.
The Presenters were: John Lazar, Susana Isaacson and Brenda Smith.
Click the play button on the audio player below to listen to the audio:
TeleForum IX
The Sherpa Global Coaching Survey: Results and
Trends in Executive Coaching
with Karl Corbett of Sherpa Coaching, LLC
March 14, 2007
We couldn't miss the opportunity to capitalize on our unprecedented attendance at our February TeleForum about the Cambria research study. In March, we provided you with another TeleForum on recent research done by Sherpa Coaching. This study showed that the number of people who engaged an executive coach and those who purchased coaching services tripled this year. The information that Sherpa Coaching is gathering is showing some trends in the data over the last study conducted in 2005.
The survey is co-sponsored by Penn State and Texas Christian’s executive education programs, and will be sent to all participants who register for the TeleForum; we'll encourage registrants to read the article prior to the TeleForum.
Based in Cincinnati, Karl Corbett is both CEO of Sasha Corporation and Business Manager for Sherpa Coaching, LLC. Sherpa Coaching partners with the Executive Education programs at Penn State and Texas Christian to train and certify executive coaches. "The Sherpa Guide: Process-Driven Executive Coaching" , published by Thomson and written by Sherpa Coaching founders Judith Colemon and Brenda Corbett, serves as the text for those classes.
Karl Corbett started the Annual Global Coaching Survey in 2005. Reflecting his degree in software design and systems analysis, Corbett manages the project and conducts data analysis and reporting for the survey.
Download GlobalCoachingSurvey2007.pdf
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TeleForum VIII
"ROI: The Impact and Value of Executive Coaching"
Feb 15, 2007, TeleForum
Practitioner’s Cliff Notes
The Managers of Coaching Clients were notably hard to involve in the very thorough and well designed Cambria survey. This reflects the relatively low degree of involvement and interest by some managers in the coaching process. The managers who were involved attribute a significantly higher value to coaching than those not involved.
Given that the effectiveness of an organizational coaching assignment rests on the effective alignment within the triangle of Manager-Client-Coach, the weak involvement of managers poses serious problems, both for HR and coaching program managers, and for coaches who care for successful coaching outcomes. Both coaching managers and executive coaches want recognition for the valuable impact of coaching on the executives. The latter report significant business and personal development benefits!
For both coaching program managers, as stewards of the organization’s investment in the coaching assignment, as well as for external or internal coaches, the key to perceived and real success lies in the proper involvement of the client’s manager throughout the assignment.
TeleForum participants agree that this is critical and shared ways to accomplish it.
- Discipline: HR and the coach include the manager in conversation early and regularly. Without their engagement, the intervention may not be strategically grounded. ‘Shadow managing’ by the coach (the coach substitutes themselves for the manager in setting goals or holding the client accountable) is one of the dangers of uninvolved management.
- A clear intake process and continued coaching-related conversations with the manager are not only beneficial to the coaching assignment, but can be of personal benefit to the managers themselves, who often receive guidance in how to manage the client as well as people in general.
- - The coach encourages coachees to involve their managers, telling them of the value of their progress and asking the managers about their perception of progress as well as the value perceived.
Further resources:
Past articles
- Mary Beth O’Neill on the process for establishing clear ROI for coaching
- Marshall Goldsmith on how to involve the whole organizational system to support the success of a coaching assignment.
To view a copy of the Study, click here. .
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TeleForum VII
November 28, 2006
Topic: A Brain-Based Approach to Coaching
In an organizational environment, having a solid science to underpin coaching can make a big difference.
Recent discoveries about the brain are now beginning to provide that much needed information. At last we can explain why a coaching style can be so effective at facilitating change, and begin to understand the mechanisms involved. In turn this can improve the effectiveness of any coaching intervention. David Rock, one of the thought leaders in the global coaching world will lead a dialog on studies done on attention, insight, memory, cognition and learning, into a cohesive explanation of the anatomy of coaching. David is now collaborating with a leading neuroscientist, Dr Jeffrey Schwartz, and together they co-wrote the recent 'Brain based approach to coaching' paper in the Journal of Coaching in Organizations, and 'Leadership & Neuroscience' paper in Strategy & Business Magazine.
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Teleforum VI
August 17, 2006
Topic: Strategies To Revolutionize Leadership Feedback Into Measurable
Action
Merry Marcus, President of Break Through Consulting holds an interactive discussion on how and when to determine the measurable business results of coaching. Merry shares how OD Professionals, HR Leaders and Coaches, can directly align themselves to the business results an executive produces. Starting with a huge paradigm shift in the way assessment and leadership development feedback is delivered Merry describes tools and strategies she uses to produce the ROI of coaching
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TeleForum V
May 12, 2006
Topic: "The Critical Components of a Successful Organizational Coaching
Program"
This teleforum included discussion of the items to be considered for a successful coaching program within an organization These items include the program objectives, who will sponsor the program and details of the program design. What is the intended impact of the program? What are the elements of the coach selection and screening process? How are coaches matched with individuals? Who else should be involved? Will there be an assessment and what key metrics will be measured? This teleforum was open to all ICCO members and guests.
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TeleForum IV
March 8, 2006 - 12:00
p.m. EST
Topic: "External coaching vs. Internal coaching -- when to use each and
why"
This teleforum provided an opportunity for participants to hear from organizations which have successfully integrated the use of external executive coaches with internal coaches. What did they learn from this integration? Any regrets? Was cost a driver? Any issues with internal coaching being perceived as a "second choice"? All ICCO members and guests were welcome to join this call .
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