Coaching

Deb and REVELN Coaching

Deb is a B/Coach and Leadership University graduate (ACC credential pending*) and is also InsideOut™  coach trained.  She is a member of, and listed with the International Coaching Federation (ICF) and the ICF Michigan chapter.  

NOTE:  Deb is scheduling horse-guided coaching demonstrations for individual leadership development in August / September with no obligation.  It’s a great way to experience development and coaching support.  Find out more below and how contact Deb for dates and details.

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Interested in working with me?  

Contact me here for an initial conversation about how I can help you:

  • break through barriers to your success,
  • speed your progress toward your goals,
  • improve your self-awareness, and
  • improve clarity in your intentions,
  • improve your business success. 

ICW Week 2014, Red Cross event

 

Deb has a BA (University of Michigan) and an MA degree (Eastern Michigan University), as described on her LinkedIn profile here.

Deb’s coaching training and skills meet or exceed all ICF competencies standards.

* The Associate Certified Coach (ACC) Credential is for the practiced coach with over 100 hours of client coaching experience.  It is granted by the International Coach Federation.

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Deb also provides Horseplay horse-assisted coaching as a part of her affiliation with Horseplay, the Pitts-Aldrich organization and with Maple Ridge Farm and Deb Vogt, Holly Michigan.   Photos of some of Deb’s work with Horseplay and horse-guided coaching is here.

  • Horse-guided work is a new option that uses the amazing sensitivity and  sensibility of horses, one of the most successful prey animals on the earth.  In horse-guided coaching experiences, you do not ride the horses.  Safety is foremost in all horse-guided coaching work.
Deb at a winter Horseplay event, FoxBrush Farm, 2012

Deb at a winter Horseplay event, FoxBrush Farm, 2012

If you would like work with Deb, including an option for horse-guided leadership / executive coaching work, call or schedule a time to talk here, or email:  DebNystrom@Reveln.com

   

Leadership and team development work using horse guides is provocative, generative, developmental, and powerful.   It removes blind spots, fosters creativity, innovation,  and can increase productivity for individuals and groups.

Deb also coordinates the monthly Coach Cafe’ Ann Arbor group affiliated with ICF Michigan.

 

Deb, wearing white, with the Coach Café Ann Arbor, group, April 2013

Deb, wearing white, with the Coach Café Ann Arbor, group, April 2013

Find out more here via our Coach Café Ann Arbor website here, designed to inform local communities about International Coaching Week, held once a year.

In addition to Deb’s coaching skills described on this page, Deb is also an experienced consultant (25+ years as an intrapreneur & organization development facilitator) with deep expertise in organizational systems and systems thinking, as well as technological skills to help you look at the context for your business, business and personal leadership and career growth in today’s open, continuously changing, social media influenced world.

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Format: Coaching sessions with Deb are often 30 minutes, organized around a short, 15 minute core, coaching discussion.

      • It is this concentrated discussion focused on discovery & “Right Action” that often provides the greatest insights and development.
      • Deb schedules coaching to maximize your learning & results, usually 1-3 weeks apart.   
      • Using your contracted & discovered (true) goals,  it’s all about your effectiveness and success.

For an initial meeting to help you assess if we are a good fit, Deb can meet with you locally or via Skype or Google video, for remote clients.  Contact Deb here.

Community:

Our  International Coaching Week (ICW) offerings last year were a good way for us to begin to offer a glimpse of our professional coach expertise Ann Arbor and SE Michigan community.  I coordinate Coach Café Ann Arbor, and together with my colleagues, we offered samples of professional coaching locally.

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Deb’s fees: Deb’s coaching fee is set on a sliding scale referencing your organization position, budget and goals.

Contact Deb with any budget questions as well, considering the following:

      • Will coaching help you better succeed in your current and/or desired job or role, and provide income sooner than you would have on your own?
      • Will you get a return on investment (ROI)?   Will the investment in coaching provide a timely result (such as  $5000-20,000 more results) than not investing in coaching and pursuing goals on a timetable you choose? 
      • Will coaching reduce negative stress, increase your chances of financial sustainability and or provide a quicker path to satisfaction and joy?
      • What are these outcomes worth to you?
      • Further information on the results from coaching in general are below under the BUSINESS CASE for coaching, as well as on the home page of the Ann Arbor Coach Café website here.

 

Coaching articles by Deb include:

 

Effective coaching uses right action across multiple=

Key Coaching Principles & Approach:

Coaching to achieve client effectiveness is the leading indicator of coaching effectiveness, not coach certifications or competencies, even though BCoach is in full compliance with International Coaching Federation (ICF) standards.

Deb centers her coaching approach on helping you develop and carry out RightAction- including 6 areas of focus oriented for reaching  Right Results.  In its simplest terms, Right Action exists when the

1) right people are doing the

2) right things in the

3) right way at the

4) right time for the

5) right reasons in the

6) right space to get the

7) right results.

Surfacing Right Action is a key outcome in effective coaching.

(left to right) * Sondra Jenkins, head of OD & HR at the Detroit Institute of Arts,  * Jason Nichols, graduate of the Shifting Gears program (a client of Deb's) who is also studying Organization Development (OD.) * Deb Nystrom is a coach/mentor to the Shifting Gears program.  She was formerly an internal consultant at the University of Michigan. * Molly Leonard co-founded the ODeXchange of SE Michigan and is on staff at Shifting Gears.

(left to right) * Sondra Jenkins, head of OD & HR at the Detroit Institute of Arts,
* Jason Nichols, graduate of the Shifting Gears program (a client of Deb’s) who is also studying Organization Development (OD.)
* Deb Nystrom is a coach/mentor to the Shifting Gears program. She was formerly an internal consultant at the University of Michigan.
* Molly Leonard co-founded the ODeXchange of SE Michigan and is on staff at Shifting Gears.

The Business Case:
Business coaching is about leader development. The business case for this is research available here.

The white paper: The Business Case for Emotional Intelligence (EI) is available here.  For example, below are 3 citations out of 19 business case research examples:

a. Experienced partners in a multinational consulting firm were assessed on the EI competencies plus three others. Partners who scored above the median on 9 or more of the 20 competencies delivered $1.2 million more profit from their accounts than did other partners – a 139 percent incremental gain (Boyatzis, 1999).

b. An analysis of more than 300 top-level executives from fifteen global companies showed that six emotional competencies distinguished stars from the average: Influence, Team Leadership, Organizational Awareness, self-confidence, Achievement Drive, and Leadership (Spencer, L. M., Jr., 1997).

c. In jobs of medium complexity (sales clerks, mechanics), a top performer is 12 times more productive than those at the bottom and 85 percent more productive than an average performer. In the most complex jobs (insurance salespeople, account managers), a top performer is 127 percent more productive than an average performer (Hunter, Schmidt, & Judiesch, 1990). Competency research in over 200 companies and organizations worldwide suggests that about one-third of this difference is due to technical skill and cognitive ability while two-thirds is due to emotional competence (Goleman, 1998). (In top leadership positions, over four-fifths of the difference is due to emotional competence.)

    

A Sample:  The BCoach Approach

BCoach coaches use the Coach2 coaching model to attain five outcomes. These are integral elements that create learning leverage & Right Action:

The MacBook Air and me, with Rena and Bruce at a video editing workshop with professional coaches.

The MacBook Air and me, with Rena and Bruce at a video editing workshop with professional coaches.

 

1. Awareness,
2. Purpose,
3. Competence,
4. Well-being, to achieve the
5. Right results

Deb uses a coaching interaction model that includes previewing the outcome of those coaching plans,* and generating your own commitment to right action.

*Previewing and testing of outcomes and plans is one of the key distinguishing features of the BCoach approach, as compared to other coaching systems. This is like scenario planning.

Deb focuses on the use of three (3) competencies:

1. connection,
2. clarification, and
3. commitment

Using five (5) key abilities:

The iWAM reveals 'change' patterns as motivational patterns and shows us what our 'Clock' for change looks like.  The iWAM "Clock" answers the question "For how many years is a person willing to stay in a specific job or role?" or, after how many years one needs a change to be motivated again. Learning about a top-performer's need for change allows us to plan for the time when burnout would set in so that we can prevent it and retain our top talent. The information from the Clock also helps us make better career decisions and work-life planning. Source:  http://www.theiwam.com/the-clock Photo by deux-chi, Flickr

The iWAM reveals ‘change’ patterns as motivational patterns and shows us what our ‘Clock’ for change looks like.
The iWAM “Clock” answers the question “For how many years is a person willing to stay in a specific job or role?” or, after how many years one needs a change to be motivated again.
Learning about a top-performer’s need for change allows us to plan for the time when burnout would set in so that we can prevent it and retain our top talent. The information from the Clock also helps us make better career decisions and work-life planning.
Source: http://www.theiwam.com/the-clock
Photo by deux-chi, Flickr

1. listening,
2. observing,
3. discerning,
4. modeling, and
5. delivery

And five (5) modalities:

1. Feedback
2. Inquiry
3. Statements
4. Challenges
5. Ideas

Deb offers a variety of  assessment tools.  Several of her tools include:

      • The iWam Attitude and Motivation assessment, new to the United States.  It includes the “clock” describing how much change a person prefers to have over a time.  Samples of iWam reports are here.  An iWam overview is here.  The iWam includes a very useful CHANGE motivation element called the “clock” (see photo.)
      • The Myers-Briggs Type Indicator (MBTI) Step II, based on the work of Carl Jung’s archetypes, described (and copied, often poorly) in many places.  A simple 2 minute video that describes MBTI basics is below.  In addition, the following two posts by Deb may also be useful:
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If you’ve read this far,  here’s the final action step, what’s needed to make a difference in your life:  Contact Deb here and schedule a brief, no-obligation consultation at a time that works best for you.