Coaching
Coming next week, May 20-23, 2013 >>> International Coaching Week!
Check out our video and free workshops and coaching:
Int’l Coaching Week, May 20-23, 2013 Come Join Us!
Find out more on our custom Coach Café Ann Arbor website.
Deb at REVELN Coaching– Using BCoach Principles, the Business Case & Approach
Action oriented coaching with Deb is all about YOU and maximizing your strengths and effectiveness.
Deb at a Coach Cafe video editing demo, with two area coaches, January 2013
- Deb is a B/Coach and Leadership University graduate and is a member and listed with the International Coaching Federation (ICF) & ICF Michigan.
- Deb also coordinates the monthly Coach Cafe’ Ann Arbor group affiliated with ICF Michigan.
- Deb and Coach Café Ann Arbor will be participating in International Coaching Week, May 20-26 locally. Find out more here via Coach Café Ann Arbor website here.
- Deb’s coaching training and skills meets or exceeds all ICF competencies standards.
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.
Coaching articles by Deb include:
- Selecting a Coach: Connect, Clarify and Commit & 10 Questions to Ask Your Prospective Coach (Includes a live interview of Deb by TJ Wisner.)
Key Coaching Principles & Approach:
1. 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.
2. Deb is BCoach trained and 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 is helping coaching clients “do what works.”
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 the main goal for BCoach trained coaches.
(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.)
Contact Deb here to schedule a brief, consultation and demonstration – which is the best way to experience this intensive, developmental business coaching approach.
BCoach Approach
BCoach coaches use the Coach2 coaching model to attain five outcomes. These are integral elements that create learning leverage & Right Action:
1. Awareness,
2. Purpose,
3. Competence,
4. Well-being, to achieve the
5. Right results
Deb uses a coaching interaction model to:
1. Identify openings
2. Generate possibilities
3. Develop plans
4. Preview the outcome of those plans,* and
5. Generate 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
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:
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.
