WBECS Full Summit

Glad you can join me today. I will coach using the Perfect Scan to show how this model can be used to address challenges and optimize performance.
First, I’ll give an overview of the model to orient you to how to work on the 7 different levels. Each one can be a resource and/or an obstacle.

The point is, when you are in a session, and feel stumped, this mnemonic can help remind you and therefore help you access what you know. It can help point you to areas where you most need to learn.

Each of these includes multiple theoretical perspectives and tools and helps you organize what you’ve learned.

These are:
Physical: including basic self care, neuropsychology, medical issues etc.
Environmental: the non-personal context, culture etc.
Relational: personal relationships, optimal relationships, the platinum rule etc.
Feelings: one’s emotional profile, EI etc.
Effective thinking: one’s cognitive profile, preferences and different ways of knowing
Continuity (drawing on the past, full experience of the present, experience of the future
Transcendent: resources pulling on spirituality, history, music, humor, anything that allows us to rise above our circumstances.

Glad you can join me today. I will coach using the Perfect Scan to show how this model can be used to address challenges and optimize performance.
First, I’ll give an overview of the model to orient you to how to work on the 7 different levels. Each one can be a resource and/or an obstacle.

The point is, when you are in a session, and feel stumped, this mnemonic can help remind you and therefore help you access what you know. It can help point you to areas where you most need to learn.

Each of these includes multiple theoretical perspectives and tools and helps you organize what you’ve learned.

These are:
Physical: including basic self care, neuropsychology, medical issues etc.
Environmental: the non-personal context, culture etc.
Relational: personal relationships, optimal relationships, the platinum rule etc.
Feelings: one’s emotional profile, EI etc.
Effective thinking: one’s cognitive profile, preferences and different ways of knowing
Continuity (drawing on the past, full experience of the present, experience of the future
Transcendent: resources pulling on spirituality, history, music, humor, anything that allows us to rise above our circumstances.

Your client wants to be a great boss, a place where people want to work. They also have product to ship with looming deadlines. The two often seem at odds, but it doesn’t need to be that way. According to Whitney Johnson’s proprietary research around disruption, every person, including your client, is on an S or individual learning curve. While their organization is a collection of individual S or learning curves. In this session, Whitney will explain how you become a talent magnet (and build a great team in the process) by identifying where people are on their learning curve, how to lead them along that curve, and at the appropriate time, help them to disrupt and jump to a new learning curve.

Participants will also have the opportunity to take the S-Curve Locator (SCL) diagnostic to see where you are on your own learning curve, and then learn how to use this tool with your clients. In addition to being able to assess if a client needs to make a change, the SCL will help you take the pulse of your client’s team to determine if they are maintaining their competitive edge or at risk of losing that edge. We will also discuss how to manage people along various points of a learning curve, from inexperience to engagement to mastery. As your client allows, encourages, even requires their people to learn, leap and repeat, not only will revenue grow and margins expand, they will become a talent magnet, a boss people want to work for–a boss people love.

Your client wants to be a great boss, a place where people want to work. They also have product to ship with looming deadlines. The two often seem at odds, but it doesn’t need to be that way. According to Whitney Johnson’s proprietary research around disruption, every person, including your client, is on an S or individual learning curve. While their organization is a collection of individual S or learning curves. In this session, Whitney will explain how you become a talent magnet (and build a great team in the process) by identifying where people are on their learning curve, how to lead them along that curve, and at the appropriate time, help them to disrupt and jump to a new learning curve.

Participants will also have the opportunity to take the S-Curve Locator (SCL) diagnostic to see where you are on your own learning curve, and then learn how to use this tool with your clients. In addition to being able to assess if a client needs to make a change, the SCL will help you take the pulse of your client’s team to determine if they are maintaining their competitive edge or at risk of losing that edge. We will also discuss how to manage people along various points of a learning curve, from inexperience to engagement to mastery. As your client allows, encourages, even requires their people to learn, leap and repeat, not only will revenue grow and margins expand, they will become a talent magnet, a boss people want to work for–a boss people love.

Many of us as coaches, who are learners by nature, take many courses, study with many people, and try to hold a lot of new insights in our brains. If we have a life long dedication to learning, we often hold information that may be blocking us from integrating new wisdom and knowledge.

This session will talk about how to identify ways to cleanse your mind to create space for new thinking and to allow the energy of transformation to find its way into your aspirations. Learn how your DNA is influenced by healthy dynamics. We will leave this session having learned the five practices that shape our DNA. This session will deepen and expand upon the learning shared in Judith E. Glaser’s Pre-summit session.

Many of us as coaches, who are learners by nature, take many courses, study with many people, and try to hold a lot of new insights in our brains. If we have a life long dedication to learning, we often hold information that may be blocking us from integrating new wisdom and knowledge.

This session will talk about how to identify ways to cleanse your mind to create space for new thinking and to allow the energy of transformation to find its way into your aspirations. Learn how your DNA is influenced by healthy dynamics. We will leave this session having learned the five practices that shape our DNA. This session will deepen and expand upon the learning shared in Judith E. Glaser’s Pre-summit session.

Corporate executives are expected to demonstrate moral leadership in the face of social change. Not only do employees expect it, so do consumers. How leaders respond to today’s challenges will define the legacy as leaders as well as the prosperity of their companies.

Corporate executives are expected to demonstrate moral leadership in the face of social change. Not only do employees expect it, so do consumers. How leaders respond to today’s challenges will define the legacy as leaders as well as the prosperity of their companies.

All of us, as coaches, aspire to work with all levels of an organization. CEOs, COOs and Executive Team members have a different set of needs that they want coaches to assist them with. Successful people provide some of the greatest challenges to coaches and the purpose of this session is to see coaching through the eyes of an executive. Based on research that has been done on executives from the world’s top 500 organizations, data will be presented on how they view coaching and the opportunities they see. As well, the session will be presented by an Executive Team member of a large international organization and an established coach who focuses on coaching some of the world’s most celebrated executives. The session will include the skills that are required at this level, the interaction method, and the five things that are critical to a successful engagement.

The session will include a dialogue between the executive and the coach outlining their great successes in coaching and their biggest disappointments.

In a world where people learn about you online before meeting you in person, LinkedIn has become the most powerful tool for expressing your personal brand. Not having a LinkedIn profile sends a message that you aren’t serious about your coaching practice; but just having a profile is not enough. You need to understand how to use LinkedIn to attract the attention of clients and nurture relationships that are important to your success. You need your profile to stand out from the profiles of all other coaches so you can create demand for your unique brand of coaching. You need a LinkedIn connection strategy that will rocket you towards your goals. And you need to know how to use LinkedIn as the nucleus of your comprehensive social media strategy. This innovative presentation – created specifically for coaches – gives you the critical tools you can use to build a stellar profile and use LinkedIn to expand your thought-leadership, build and nurture your network and expand your success.

When leaders take new roles, they need to climb steep learning curves, define direction, build their team, and get early wins as rapidly as possible. New leaders often need to assess, reshape, reorganize, and realign their teams. Major changes, such as restructuring, accelerated growth, and post-acquisition integration, result in organizations that need to be “rewired” to drive alignment and accelerate integration. In this 90-minute session, Michael Watkins will introduce you to the Transition Roadmap™ framework, and the ingredients for successful transitions – leader, team and organization – based on a career of advising leaders and teams in Fortune 100 companies. The First 90 Days framework, language and toolkit will pave the way for the transition capable workforce.

Accelerate Your Learning – Understanding technical, cultural and political dimensions and what a leader’s focal point should be.

Match Your Strategy to the Situation – Understanding how to adjust a leader’s approach depending on different dimensions of the situation he/she is facing.

Gain Alignment – Having the right conversations with manager(s) and key stakeholders.

Establish Direction – Understanding the mission, goals, vision, strategies—the what, the how, the why. What are we going to accomplish, how are we going to do it, and why should we get excited about it.

Build your team – Most leaders inherit someone else’s team and need to assess, reshape, align and accelerate that team from the outset.

Securing Early Wins – Understanding what early wins to focus on, how to get them, and how to build support to make them happen.

Create Alliances – In order to get things done, a leader must create alliances. The name of the game in order to get early wins and establish direction around them is to build key alliances.

Shirzad’s New York Times bestselling book Positive Intelligence offers a breakthrough Saboteur Assessment framework based on research with 300,000 people from more than 50 countries. Thousands of coaches use this free online assessment to quickly focus their client work on areas that would deliver lifechanging benefits immediately, often within the very first session.

The assessment takes less than 5 minutes to produce a bar chart representing the relative strengths of 10 Saboteurs: Judge, Controller, Victim, Stickler, Avoider, Restless, Pleaser, Hyper-Vigilant, Hyper-Rational, and Hyper-Achiever. The Saboteur descriptions illuminate each Saboteur’s lies, limiting beliefs, negative emotions, and devastating impact on our happiness, relationships, performance and effectiveness.

In this engaging WBECS session you will learn how to use the free Saboteur Assessment to either attract new clients, or deliver lifechanging value to existing clients within just one session.

What if coaching were a powerfully disruptive force to facilitate change on this planet? As a profession, we are long overdue for an update of our interpretations and stories of what it means to be and to coach human beings at this time on the planet. We need to disrupt and challenge the myths, assumptions and beliefs that we live and coach by. We must further develop our own awareness and consciousness to change and expand our own thinking, habits, biases and practices. This conversation will re-imagine coaching and touch on Five Principle elements that will support in challenging our boundaries as coaches, disrupting the status quo to influence transformational and sustainable change.

Have you seen the careers of Brene Brown, Simon Sinek and Sir Ken Robinson catapult because they delivered an inspiring TED talk that went viral? Want that to happen to and for you?

If so, you’ll love this in-depth session with Intrigue Expert Sam Horn (featuring all new information that follows up on her pre-summit talk). Sam goes into detail on how you can:

· Dig deep to craft a one-of-a-kind signature story that shows why you’re on a mission
· Distill your expertise into a concise, compelling 18 minute presentation
· Anticipate objections and pushback so you win over nay-sayers
· Deliver a pebble-in-the-pond talk that inspires the live and video audience to take action
· Craft a repeatable, retweetable rally cry that gets quoted and goes viral
· See speaking as a sport to overcome nerves, project confidence and love the experience
· Submit a winning application that stands out and gets you invited to speak

If your goal is to make a positive difference, a quality TEDx is one of the best ways to do that. It can catapult your career, scale your visibility and leverage your influence – for good.

Have you seen the careers of Brene Brown, Simon Sinek and Sir Ken Robinson catapult because they delivered an inspiring TED talk that went viral? Want that to happen to and for you?

If so, you’ll love this in-depth session with Intrigue Expert Sam Horn (featuring all new information that follows up on her pre-summit talk). Sam goes into detail on how you can:

· Dig deep to craft a one-of-a-kind signature story that shows why you’re on a mission
· Distill your expertise into a concise, compelling 18 minute presentation
· Anticipate objections and pushback so you win over nay-sayers
· Deliver a pebble-in-the-pond talk that inspires the live and video audience to take action
· Craft a repeatable, retweetable rally cry that gets quoted and goes viral
· See speaking as a sport to overcome nerves, project confidence and love the experience
· Submit a winning application that stands out and gets you invited to speak

If your goal is to make a positive difference, a quality TEDx is one of the best ways to do that. It can catapult your career, scale your visibility and leverage your influence – for good.

Annie McKee’s session, “How to Be Happy at Work”, lays out the case for why happiness is not a nice-to-have at work, it is essential if we are to be our very best. Based on her own extensive research with leaders all over the world, as well as from positive psychology and neuroscience, Annie will present evidence for why happiness matters, what it is, and how you can help others–and yourself– to actively work toward experiencing more fulfillment, a great sense of hope, and more resonant, friendly relationships at work. This session will be interactive, provocative, exciting, and fun!

Diagnosis is often associated with medicine and related clinical practices. As such, it has long been anathema to coaching. Here, we begin with an understanding of diagnosis from its basic etymology, meaning “to discern or know well.” Understood this way, diagnosis is a natural bedfellow to coaching. The powerful questions that are central to all coaching can be used to gain a greater appreciation of the client experience and process. In this presentation, I will give three examples of how coaches can use diagnosis to understand their clients and to direct exploration and brainstorming. These examples all come from positive psychology topics and include: flow, interest, and hope.

If you want to promote the healthy psychological growth of your clients, it is important to recognize that every individual you are working with is on evolutionary journey—a natural journey of psychological development that is common to every member of the human race.

Every goal your clients are trying to achieve, every challenge they are facing, and every choice they have to make will in in some way be related to the needs of the stage of psychological development they have reached or the needs of the stages of psychological development they have passed through that they have not yet mastered, where they still have unmet needs.

Understanding where your clients are on their journey will provide you with valuable insights into how you can help them meet their goals and fulfil their potential: not just helping them become more proficient at what they do, but helping them participate in their own evolution; the evolution of their organisations; the evolution of our global society and the evolution of our species.

In addition to recognizing that your clients are on an evolutionary journey, it is important to recognize that they are embedded in multiple cultural contexts: a family context, a community context, an organisational context and a societal context. To facilitate the full emergence of your clients you must assess what stage of development these cultures are at. He will provide an overview of the consciousness of 145 nations.

If the cultures your clients are embedded in are less advanced in their development than your clients are, your clients may find it difficult to explore their full potential. If on the other hand, the cultures they are embedded in are more advanced in their development than your clients are, your clients will feel supported in exploring their development.

Based on the Books: Evolutionary Coaching: A Values-based Approach to Unleashing Human Potential, A New Psychology of Human Well-Being: An Exploration of the Influence of Ego-Soul Dynamics on Mental and Physical Health, and Everything I have Learned About Values by Richard Barrett

When was the last time you got to witness powerful coaching? How often do you get to add high level skills to your coaching toolbelt? Have you ever wondered how to coach ultra successful clients?

Rich Litvin has over a decade of experience in taking high achievers to the greatest level of success. His clients include Olympic athletes, CEOs, Special Forces operatives and serial entrepreneurs. One of his clients is currently selling her company for a billion dollars, another is raising $100 million to transform the future of work.

The very best way to take your coaching skills to the highest level is to experience deep coaching yourself and then to practice it. But it’s often difficult to analyze exactly what’s going on behind the scenes.

In this session, you’ll have the opportunity to be a fly on the wall for a Deep Coaching experience as Rich coaches an extraordinary top performer.

Afterwards, Rich will be joined by master coach Adam Quiney. They will use the Five Elements of Deep Coaching to deconstruct the entire coaching experience.

You will leave ready to apply at least one key distinction in your very next coaching session that will 10X your impact as a coach.

Until recently, solid data on the financial impact of coaching has been limited to a handful of studies. That’s no longer the case.

Now, key evidence-based insights have emerged, highlighting in detail how coaching-related change leads to powerful financial impact.

In this session, we’ll talk in-depth about our learnings from more than 25 Coaching with ROI papers and case studies. Leveraging data collected by coaches worldwide, we’ll present evidence and insights gained supporting existing research about what exactly creates change and leads to financial impact. We’ll share authentic coaching narratives, citing real-world experiences outside of a laboratory setting, highlighting how to generate meaningful impact for your clients and their organizations.

Gain practical tips from coaches worldwide, immediately applicable to your coaching. Learn constructive methods to ensure your coaching translates into creating change and delivering financial impact that you will be proud to share.

Knowing what makes a difference, makes all the difference.

Leadership in the twenty first century is less about dominating a market place or exercising authority over others. In a world ramped up by technology that moves businesses in non-linear paths, leaders are required to continually function at warp speed and deliver results.

In this environment coaching will need to take a completely different and compelling approach that is aligned to support leadership deliver high performance. Coaching in the future is all about helping leaders to develop a heightened level of self-awareness improve their skills of critical thinking, learn the management of paradoxes and create their own personal philosophy,

Coaches will need to further their learning of the existing frameworks, models, processes and competencies that were largely derived from an eclectic mix of subjects like positive psychology, philosophy, spirituality and so on. While these subjects provide tremendous insights, the future of coaching demands that we move beyond supporting the individual’s personal and professional growth and support the leader in creating an engaged and high performing workforce with a commitment to higher social responsibility and community consciousness.

Great leaders bring about transformation by applying leverage, at the right place in the right manner and at the right time. Coaching can show leaders how to apply leverage and create an atmosphere of trust and self- belief that helps others to overcome the limitations that they have set for themselves, increase the emotional well-being of their communities and gets them to perform at their best.

Until recently, solid data on the financial impact of coaching has been limited to a handful of studies. That’s no longer the case.

Now, key evidence-based insights have emerged, highlighting in detail how coaching-related change leads to powerful financial impact.

In this session, we’ll talk in-depth about our learnings from more than 25 Coaching with ROI papers and case studies. Leveraging data collected by coaches worldwide, we’ll present evidence and insights gained supporting existing research about what exactly creates change and leads to financial impact. We’ll share authentic coaching narratives, citing real-world experiences outside of a laboratory setting, highlighting how to generate meaningful impact for your clients and their organizations.

Gain practical tips from coaches worldwide, immediately applicable to your coaching. Learn constructive methods to ensure your coaching translates into creating change and delivering financial impact that you will be proud to share.

Knowing what makes a difference, makes all the difference.

The Dilemma: While most leaders understand their most reliable competitive advantage comes from their people, few know how to get their teams “all in”—convincing employees to buy into the strategy they’ve put forward. If a culture is clear, positive, and strong, then people will believe what they do matters and that they can make a difference. If a culture is dysfunctional—chaotic, combative or indifferent—employees will spend more time thinking about why the people sitting next to them should be fired than getting fired up themselves.

The Research: Teaming up with research giant Towers Watson, #1 bestselling author Chester Elton presents the findings of an unprecedented 300,000-person study conducted in the worst of the recession for his book All In. Based on this breakthrough research and his extensive consulting experience with a who’s-who of successful organizations, he presents a simple roadmap that all managers can follow to create a high-achieving culture in their own teams where employees are engaged, enabled and energized.

The Dilemma: While most leaders understand their most reliable competitive advantage comes from their people, few know how to get their teams “all in”—convincing employees to buy into the strategy they’ve put forward. If a culture is clear, positive, and strong, then people will believe what they do matters and that they can make a difference. If a culture is dysfunctional—chaotic, combative or indifferent—employees will spend more time thinking about why the people sitting next to them should be fired than getting fired up themselves.

The Research: Teaming up with research giant Towers Watson, #1 bestselling author Chester Elton presents the findings of an unprecedented 300,000-person study conducted in the worst of the recession for his book All In. Based on this breakthrough research and his extensive consulting experience with a who’s-who of successful organizations, he presents a simple roadmap that all managers can follow to create a high-achieving culture in their own teams where employees are engaged, enabled and energized.

Even experienced coaches fall into the trap of focusing on the topics or problems clients bring to their sessions. Although the clients end up with new solutions, they don’t gain new awareness that will help them avoid similar problems in the future. How they frame situations stays the same; their views of themselves and their world remain intact. This is what we call coaching the external problem instead of the person. In this scenario, you act more of a guide than coach. If you instead shift to being curious as to why your smart and resourceful clients can’t figure out these solutions on their own, you will be able to discover what needs to be addressed in ways that your clients see new possibilities on their own. You expand their thinking and create more breakthrough experiences.

This session will help you shift from problem solving to coaching the human in front of you. You will discover new ways to apply your coaching skills, learn three ways to prepare your mind for coaching, practice listening differently, and after observing a demonstration of coaching with the presenter, explore what you will do differently in your own coaching sessions following the session. You will rapidly advance your mastery of coaching.

Many business leaders today achieve more material success than they ever expected, relatively early in life. Yet they remain dissatisfied with what they have achieved, what they are doing and most importantly, who and what they are. While they know what does not satisfy them they are unclear about what would fulfil them. Given this confusion in desired outcome, traditional coaching based on unambiguous goals does not work well in such cases. 

Executive leaders excel at realising a few metrics of wealth and power, based on what has worked for them and others in the past. Unfortunately, what worked well in the past does not in many cases work well for the future.  Short term objectives imprisoned in time and space do not permit one to envision a future of holistic work life based on values, meaning and purpose. What results is disillusionment.

Eastern wisdom teaches that we are born for a purpose, which we are not aware of because of upbringing conditioned by value and belief systems of others. Means become ends by themselves, and obsession to reach a destination overrides the process of the journey. Successful corporate practices such as Six Sigma and Lean Managment focus on the process to ensure successful outcome in line with this ancient wisdom. 

The process we outline in this Final Summit was co-created over years with several hundred clients to help them create purposeful holistic work life future vision with a guaranteed pathway to act on it. We believe this to be the future of executive coaching. 

Even experienced coaches fall into the trap of focusing on the topics or problems clients bring to their sessions. Although the clients end up with new solutions, they don’t gain new awareness that will help them avoid similar problems in the future. How they frame situations stays the same; their views of themselves and their world remain intact. This is what we call coaching the external problem instead of the person. In this scenario, you act more of a guide than coach. If you instead shift to being curious as to why your smart and resourceful clients can’t figure out these solutions on their own, you will be able to discover what needs to be addressed in ways that your clients see new possibilities on their own. You expand their thinking and create more breakthrough experiences.

This session will help you shift from problem solving to coaching the human in front of you. You will discover new ways to apply your coaching skills, learn three ways to prepare your mind for coaching, practice listening differently, and after observing a demonstration of coaching with the presenter, explore what you will do differently in your own coaching sessions following the session. You will rapidly advance your mastery of coaching.

Managers and leaders find themselves stuck in three vicious circles. They’re frustrated by teams that have become over dependent on them. They’re overwhelmed by the amount of work they have to do. And they’re disconnected from their own Great Work—the work that has impact, the work that has meaning.

Sound familiar?

Breaking out of those vicious circles is simpler than you might think.

Understanding the power of Great Work and mastering the Five Essential Questions can help managers, leaders and coaches increase the focus, courage and resilience they need to have more impact in the work they do.

At the end of this session, participants will not only have practiced the five core questions, but will have a plan to do more Great Work.

This session is based on Michael’s best-selling book, The Coaching Habit. With over 400,000 copies sold so far, it’s been the best-selling coaching book since its launch.

Following the introduction to Whole Intelligence in the Pre-Summit, I shall describe its five dimensions, Responding to the Situation, Interrelating, Embodying, Self-Recognising, and Experimenting, showing how they are all necessary, interdependent, with each area of competence and capability requiring the other four dimensions to be ‘in play’. With each dimension, implications for coaching practice will be spelled out. For example, with Responding to the Situation, the need to identify how the coachee(s) perceive their situation, and how they understand the ‘Russian dolls’ systemic complexity impacting them; also how they ‘naturally’ respond and/or interrupt their response. With Interrelating, a Whole Intelligence outlook embraces issues of membership, affiliation, and loyalties (conflicting or otherwise), which are often hidden but affect how people relate to others, take sides, or act in apparently inconsistent ways. These influences can be made visible, and changed. Embodying – a radical challenge for many – is about giving weight to non-verbal data alongside verbal. Whole Intelligence is limited if visceral, emotional, sense-based aspects of lived experience are ignored. Inability to control anger, avoid burn-out, or manage stress are self-destructive. Self-Recognising refers to various kinds of self-review, reflection, and feedback from others and the need to register changes to inform up-to-date choices. With Experimenting, the emphasis is on consciously balancing the need for supportive familiarity with the need for creative handling of new conditions. The temptation to treat these as separate free-standing competences, is to be resisted: Whole Intelligence calls for recognising them as too fluid, changeable, and integrated to be divided up. But simple steps can be taken that extend the coachee’s range on each dimension. More can be found in my book, ‘Future Sense’: Five Explorations of Whole Intelligence for a World that’s Waking Up’, Matador 2015.

The spectrum from high performing to highly dysfunctional teams is a wide one — and team coaches can be asked to work at any point on it. There are several widely-used models of team coaching, but these tend to start from either a deficit focus (what’s wrong with the team) or from an appreciative enquiry (do more of what you do well). Unfortunately, teams are very complex, dynamic environments and the simple, linear thinking that lies behind many of these models doesn’t reflect that complexity.

Based on 20 years of research into team dynamics and supervision of team coaches around the world, the PERILL model is an attempt to understand high performance and dysfunction from a systemic perspective, where each factor influences and is influenced by the others — and by the moderating effect of the leader’s qualities and behaviours. The factors are:
-Purpose and motivation
-Externally facing processes and systems
-Relationships
-Internal processes and systems
-Learning and
-Leadership.

The interactions within and between these appear to account for the entire kaleidoscope of issues a team needs to address in adapting to constant change in its internal and external environments.

In this webinar, I will explore how the PERILL framework evolved and practical ways, in which the team coach can use it both to help the team identify and address the issues it wants and needs to engage with; and to build its capacity to coach itself, when the team coach is no longer there to support it.

The spectrum from high performing to highly dysfunctional teams is a wide one — and team coaches can be asked to work at any point on it. There are several widely-used models of team coaching, but these tend to start from either a deficit focus (what’s wrong with the team) or from an appreciative enquiry (do more of what you do well). Unfortunately, teams are very complex, dynamic environments and the simple, linear thinking that lies behind many of these models doesn’t reflect that complexity.

Based on 20 years of research into team dynamics and supervision of team coaches around the world, the PERILL model is an attempt to understand high performance and dysfunction from a systemic perspective, where each factor influences and is influenced by the others — and by the moderating effect of the leader’s qualities and behaviours. The factors are:
-Purpose and motivation
-Externally facing processes and systems
-Relationships
-Internal processes and systems
-Learning and
-Leadership.

The interactions within and between these appear to account for the entire kaleidoscope of issues a team needs to address in adapting to constant change in its internal and external environments.

In this webinar, I will explore how the PERILL framework evolved and practical ways, in which the team coach can use it both to help the team identify and address the issues it wants and needs to engage with; and to build its capacity to coach itself, when the team coach is no longer there to support it.

Connie’s session on influence is unlike any other. Influence is not about how to get what you want by manipulating others. It’s not about shallow, sneaky, short-term persuasion tactics that can blow up in your face and ruin relationships. Instead, Connie will reveal a higher state that anyone can use to make their greatest contributions to the world: The state of Influence 360.

When you reach this level of influence, you have the ability to change minds, behavior, and outcomes for lasting results. You earn commitment, not mere compliance. People trust your judgment, respect your opinion, and seek you out for help on important decisions.

True influencers don’t play the game, they change the game. Even when conditions are challenging, communication is collapsing, and people are difficult. Connie’s Influence 360 session is deeply substantive, highly interactive, and entertaining.

The rapidly changing business environment and upcoming disruptive technologies require the leaders of business world to become more agile. Mentoring systems supported by executive coaching practices are an efficient way to sustain a corporate culture resilient enough to sustain a desired work environment. In this session we will be talking about the current disruptive technologies, and how coaching and mentoring help us getting prepared for the future of work…

Coaching can be a lucrative business, but it’s fundamentally “trading time for dollars.” To truly leverage your expertise, it’s important to create multiple income streams, including those that can create passive income. Drawing on her book Entrepreneurial You (Harvard Business Review Press), Duke University adjunct professor Dorie Clark will share strategies – drawn from in-depth interviews with today’s top entrepreneurs, coaches, and consultants – for monetizing new revenue streams, from blogs to membership communities to online courses to affiliate income.

Taking on a new role, increased scope in an existing role, operating in a constantly changing competitive environment – all of these are next level situations that our executive coaching clients regularly face. What can we as coaches do to support them in these challenging transitions? Based on the research and experience behind the upcoming third edition of his book, The Next Level: What Insiders Know About Executive Success, Scott Eblin will highlight the behaviors that executives typically need to pick up and let go of to succeed at the next level.

Drawing on the results of more than 1,000 360 degree assessments he’s run on the Next Level model of leadership presence, Scott will identify the behavioral characteristics that make high potential leaders successful in the first place and the changes they most often need to make to sustain their success. Scott will also teach you how to use some of the simple, practical and immediately applicable tools and techniques he uses with his clients.

In the full session, Scott will go deeper on all of these topics and also share the self-coaching process he teaches his clients so they can sustain their progress after the coaching engagement ends.

Learn the key areas of inquiry when coaching leaders in a new role, including C-suite leaders and middle managers.

Learn the key areas of inquiry when coaching leaders in a new role, including C-suite leaders and middle managers.

By all accounts we are in the Golden Age of Coaching. Demand is high, fees are high (for those who are good) and coaching is widely accepted. Coaching, as a profession, is widely understood in the lexicon and has made an imprint worldwide.

More and more organizations have built robust coaching organizations using a mix of internal and external coaches. Managers are routinely trained in coaching skills. Coaching is hot!

The problem is we are starting to see signs that fees are slipping. Supply is starting to grow faster than demand. The number of coaches being trained each year continues to grow with increasing numbers of coaching schools and approaches. The market is maturing.

It’s also relatively easy to be a good coach and provide acceptable results. Clients are generally happy. This breeds a false sense of security.

Within the next five years, ordinary coaching will be provided by Alexa. The advances in voice comprehension combined with artificial intelligence (all done from your smartphone or voice appliance) will soon replace the ordinary, well trained coach. Once this technology is working, fees for most coaching will go down and organizations will look for the most efficient way to get the results they need. Fast food coaching will work well for many but there will still be room for 3 star Michelin coaches who will be able to maintain the fee structure they have become accustomed to.

In order to continue to command fees at our current levels, coaches will need to become great. They will need to help their clients solve their most complex problems. And they will need to do this ever faster and more efficiently.

There are many paths forward for coaches to thrive beyond the golden age and not be replaced by Alexa.

By all accounts we are in the Golden Age of Coaching. Demand is high, fees are high (for those who are good) and coaching is widely accepted. Coaching, as a profession, is widely understood in the lexicon and has made an imprint worldwide.

More and more organizations have built robust coaching organizations using a mix of internal and external coaches. Managers are routinely trained in coaching skills. Coaching is hot!

The problem is we are starting to see signs that fees are slipping. Supply is starting to grow faster than demand. The number of coaches being trained each year continues to grow with increasing numbers of coaching schools and approaches. The market is maturing.

It’s also relatively easy to be a good coach and provide acceptable results. Clients are generally happy. This breeds a false sense of security.

Within the next five years, ordinary coaching will be provided by Alexa. The advances in voice comprehension combined with artificial intelligence (all done from your smartphone or voice appliance) will soon replace the ordinary, well trained coach. Once this technology is working, fees for most coaching will go down and organizations will look for the most efficient way to get the results they need. Fast food coaching will work well for many but there will still be room for 3 star Michelin coaches who will be able to maintain the fee structure they have become accustomed to.

In order to continue to command fees at our current levels, coaches will need to become great. They will need to help their clients solve their most complex problems. And they will need to do this ever faster and more efficiently.

There are many paths forward for coaches to thrive beyond the golden age and not be replaced by Alexa.

The coaching business is facing a major dilemma. It’s the second fastest growing industry in the world – yet coaches revenues are declining. As a coach if you’re struggling to get new clients, if you aren’t earning what you want from your coaching, and if you’re worried about actually being in business next year – there’s a good chance your business is behind the times…

You know that if you want to make an impact with your coaching, you need to grow your business, but with all the noise in the marketplace you just aren’t sure what to do. It can be so difficult to know where to start without losing your confidence or doing the wrong things. It’s easy to feel discouraged. The truth is, in today’s hyper-competitive, digital marketplace most coaches struggle to build a business that works.

What if it were possible to invest in something that gives you clarity, one clear path to follow to build a profitable 6 or 7 figure coaching business while making a real impact with your coaching?

Now you can. Building your coaching business has never been easier. I will be sharing the exact steps to follow at each level of your business growth and unlike other business training, I will be giving you the complete path to quickly build your business from startup to a 6 or 7 figure coaching business and I’ll be sharing some new research about what your clients really want.

PLUS we’ll be diving deep into one area where a lot of coaches get stuck, pricing and packaging. We’ll be taking a detailed look at how to double your rates with integrity.

The coaching business is facing a major dilemma. It’s the second fastest growing industry in the world – yet coaches revenues are declining. As a coach if you’re struggling to get new clients, if you aren’t earning what you want from your coaching, and if you’re worried about actually being in business next year – there’s a good chance your business is behind the times…

You know that if you want to make an impact with your coaching, you need to grow your business, but with all the noise in the marketplace you just aren’t sure what to do. It can be so difficult to know where to start without losing your confidence or doing the wrong things. It’s easy to feel discouraged. The truth is, in today’s hyper-competitive, digital marketplace most coaches struggle to build a business that works.

What if it were possible to invest in something that gives you clarity, one clear path to follow to build a profitable 6 or 7 figure coaching business while making a real impact with your coaching?

Now you can. Building your coaching business has never been easier. I will be sharing the exact steps to follow at each level of your business growth and unlike other business training, I will be giving you the complete path to quickly build your business from startup to a 6 or 7 figure coaching business and I’ll be sharing some new research about what your clients really want.

PLUS we’ll be diving deep into one area where a lot of coaches get stuck, pricing and packaging. We’ll be taking a detailed look at how to double your rates with integrity.

The Power of Coaching and Action Learning in a Modern Workplace

We’re going through one of the biggest business transformations since the Industrial Revolution. In order to compete in today’s market economy, organizations of all sizes are making a shift from top-down, command and control structures that have been prevalent since the turn of the 20th century to organizations that focus on agility, collaboration and social impact.

In this session, Shannon Banks, managing director of Be Leadership and a former HR director at Microsoft, demonstrates why top-down, authoritative leadership styles are no longer adequate and how coaching teams using action learning can help create an agile, connected organization through the development of new social leadership skills.

We’re going through one of the biggest business transformations since the Industrial Revolution. In order to compete in today’s market economy, organizations of all sizes are making a shift from top-down, command and control structures that have been prevalent since the turn of the 20th century to organizations that focus on agility, collaboration and social impact.

In this session, Shannon Banks, managing director of Be Leadership and a former HR director at Microsoft, demonstrates why top-down, authoritative leadership styles are no longer adequate and how coaching teams using action learning can help create an agile, connected organization through the development of new social leadership skills.

In talking with coaches around the world, I have observed that some are most passionate about developing people, some are most passionate about getting results, and some are most passionate about improving the domain in which they work. Since clients appreciate all three of these outcomes, wouldn’t it be great if we could bring them all together into a single frame?

In this session I will explore enlightened pragmatism as one way to do so. In large part, it is an effort to support coaches to outgrow the GROW model and, instead, to engage their clients in what I call “serious play.” To do this, we need to tap more of our innate wisdom and blend it with practices such as design thinking to re-imagine what coaching could be.

In this webinar we will explore enlightened pragmatism as an integrative approach to helping clients to develop themselves so they can sustain better results that make a difference in their environment. We will look at the essential elements of wisdom and design thinking and how each can be used to upgrade your coaching.

I will share three examples of enlightened pragmatism principles that my partner and I developed; they have enabled us to form a relationship unlike any we have had before. Each of these three principles has a direct application to your coaching relationships and how you show up in them.

Our clients need deeper connections, deeper wisdom and more sustainable results. Our organizations, communities and planet need the same. Come join the conversation and discover how this work could make a difference for you and those you serve.

In talking with coaches around the world, I have observed that some are most passionate about developing people, some are most passionate about getting results, and some are most passionate about improving the domain in which they work. Since clients appreciate all three of these outcomes, wouldn’t it be great if we could bring them all together into a single frame?

In this session I will explore enlightened pragmatism as one way to do so. In large part, it is an effort to support coaches to outgrow the GROW model and, instead, to engage their clients in what I call “serious play.” To do this, we need to tap more of our innate wisdom and blend it with practices such as design thinking to re-imagine what coaching could be.

In this webinar we will explore enlightened pragmatism as an integrative approach to helping clients to develop themselves so they can sustain better results that make a difference in their environment. We will look at the essential elements of wisdom and design thinking and how each can be used to upgrade your coaching.

I will share three examples of enlightened pragmatism principles that my partner and I developed; they have enabled us to form a relationship unlike any we have had before. Each of these three principles has a direct application to your coaching relationships and how you show up in them.

Our clients need deeper connections, deeper wisdom and more sustainable results. Our organizations, communities and planet need the same. Come join the conversation and discover how this work could make a difference for you and those you serve.

Beyond any coach’s particular skills, knowledge, and behaviors, his/her portfolio of global relationships can often become their biggest asset in supporting coaching clients improve their conditions. For far too long, we’ve thought of relationships as a soft skill; it’s time to think of relationships as intentional, strategic, and thus quantifiable in both building, as well as sustaining and thriving a global coaching practice. In this session, the participants will be introduced to Relationship Economics® – the art & science of relationships and the Relationship Currency Roadmap™, a systematic, disciplined process to bridge relationship creation to relationship capitalization.

While leading a team of people was never easy, the challenges the modern leader faces are extraordinary. Gone are the days of the supervisor whose job is to oversee work and focus on tracking deadlines and deliverables.

Now, the modern leader is tasked with cultivating the talents of others, without skipping a beat on their own individual contributions, all while tracking the micro-metrics, updates and notifications that come with the territory.

The modern leader is burned out, overwhelmed, and, most importantly, left without the mental space and emotional resources to do the highest value strategic and creative work that we is our passion.

In this personal and practical session, Jonathan will offer us a new way forward,.

Drawing on his personal journey as a CEO and people manager, as well as the work he does today with people managers in high-growth organizations, he’ll share the fundamentals of what he calls Good Authority, a way to think about leading people that’s based in fostering the personal growth and individual accountability of each member of the team.

This session will feature research from Rita McGrath’s new book on strategic inflection points. As disruptive change touches more and more parts of the economy, it is all to easy for senior leaders to become isolated and miss the critical early warnings of a major change brewing, while there is still time to mount an effective response. This discussion will offer tips and techniques that senior leaders might use to capture the early warnings and act on them.

In this longer presentation, participants will be walked through a specific early warnings exercise and learn to create their own.

Using Neuroscience and Behavioral Analytics to Solve the 5 Pervasive Team Challenges: Case Studies and Best Practices

Learn how business and executive coaches can use the latest innovations in neuroscience and behavioral analytics to solve the 5 pervasive team challenges that frustrate executives and team leaders. Review and discuss five case studies and best practices for solving the complex people challenges and optimizing team performance based on our 20+ years of research and work with Fortune 500 clients.

Group and Team Coaching are powerful approaches for expanding your reach as a coach. While more coaches are incorporating these practices into their work, what is the difference between group and team coaching? How are they related? How are they different? What are some of the factors which will set groups and teams up for success with coaching?

We’ll also explore some of the factors to consider when thinking about pitfalls for group and team coaching and what might get in the way. Group and team coaching is taking many different forms – virtual, in-person, corporate and public. During our time together, we’ll explore some of the critical success factors for these different modalities. From 90 day virtual groups for business owners, to corporate groups supporting new managers, to intact, and embedded team coaching sessions, design with your clients is essential.

Finally, coaches will have an opportunity to lock in their learning through a hands-on practice you might include in your own work with teams and groups.

Group and Team Coaching are powerful approaches for expanding your reach as a coach. While more coaches are incorporating these practices into their work, what is the difference between group and team coaching? How are they related? How are they different? What are some of the factors which will set groups and teams up for success with coaching?

We’ll also explore some of the factors to consider when thinking about pitfalls for group and team coaching and what might get in the way. Group and team coaching is taking many different forms – virtual, in-person, corporate and public. During our time together, we’ll explore some of the critical success factors for these different modalities. From 90 day virtual groups for business owners, to corporate groups supporting new managers, to intact, and embedded team coaching sessions, design with your clients is essential.

Finally, coaches will have an opportunity to lock in their learning through a hands-on practice you might include in your own work with teams and groups.

In today’s complex and socially interdependent workplace, the ability to effectively coach others has become a precious resource. Though there are many coaching frameworks out there, few take into account the inner-workings of the brain as a coaching conversation is happening.

In this webinar, Dr. David Rock, Director of NeuroLeadership Institute, will provide a comprehensive overview of the decades of research that has led to a brain-based coaching methodology aimed at identifying impasses, facilitating insight, motivating action, and creating sustainable habits in others.

Zeroing in on what she sees as the defining issue of creating a more purposeful and productive workplace, Gill explores how the science of hope theory, which derives from the medical and positive psychology communities, can shift mindsets from siloed to collaborative and productivity levels from sluggish to robust.

This presentation is not about feel-good theory or dry data. It’s an action guide informed by the thousands of people Gill has coached in both the corporate and entrepreneurial worlds around the globe.

The former head of communications for Sony, Universal, and Turner Broadcasting, Gill is the founder and CEO of Libby Gill & Company, an executive coaching and consulting firm. She has shared her success strategies on CNN, NPR, the Today Show, and in BusinessWeek, Time, The New York Times, Wall Street Journal, and more. Libby’s clients include ADP, Capital One, Cisco, Disney, Genentech, Honda, Intel, Medtronic, Microsoft, Sony, Warner Bros., Zurich Insurance, and many more.

How do you coach individuals to thrive in a world that the Navy Seals have described as Volatile, Uncertain, Complex, and Ambiguous?

This presentation applies the theory and practice rooted in the research and scholarship of MIT professor Otto Scharmer and applies it to the journey of transformation that an individual takes when experiencing a coaching process. The assumption of this approach is that as individuals we are both a complex system and that we live within complex systems. In other words, are life is created and emerges from the intertwine and the interdependence of the systems we are a part of.

The “U Theory” emerged from the exploration and journey that Joseph Jaworski and Otto Scharmer undertook, when they focused on innovators and leaders who were able to successfully navigate the complexity of today’s world, and to innovate. In particular, Scharmer concluded that in order to close the gap between our present condition, and the desired future, that wants to emerge, a “U” journey needs to be undertaken. It is a journey that starts with suspending current assumptions and patterns of thought, and then dives into a process of observation and self-discovery, culminates with co-sensing and presencing, and then creates a proptype to experiment with, incorporating the feedbacks as an individual, a group, an organization, an entire society, both creates the future and let it emerge.

An anthropologist, a scholar and a practitioner of executive leadership coaching, Aldo Civico has been working with top executive, CEO, influencers, and a variety of leaders to help them thrive in our complex and uncertain world. Incorporating his own insights, and other approached that range from NLP to Appreciative Inquiry, from System Thinking to Communication Management of Meaning (CMM), Aldo Civico has developed a method that builds on the insights of the MIT group and the cutting edge research in social psychology at Columbia University, to deliver an easy to understand and to implement coaching process that helps individuals to transform and connect with their highest goal. In this presentation, Aldo will explain in detail his process.

How do you coach individuals to thrive in a world that the Navy Seals have described as Volatile, Uncertain, Complex, and Ambiguous?

This presentation applies the theory and practice rooted in the research and scholarship of MIT professor Otto Scharmer and applies it to the journey of transformation that an individual takes when experiencing a coaching process. The assumption of this approach is that as individuals we are both a complex system and that we live within complex systems. In other words, are life is created and emerges from the intertwine and the interdependence of the systems we are a part of.

The “U Theory” emerged from the exploration and journey that Joseph Jaworski and Otto Scharmer undertook, when they focused on innovators and leaders who were able to successfully navigate the complexity of today’s world, and to innovate. In particular, Scharmer concluded that in order to close the gap between our present condition, and the desired future, that wants to emerge, a “U” journey needs to be undertaken. It is a journey that starts with suspending current assumptions and patterns of thought, and then dives into a process of observation and self-discovery, culminates with co-sensing and presencing, and then creates a proptype to experiment with, incorporating the feedbacks as an individual, a group, an organization, an entire society, both creates the future and let it emerge.

An anthropologist, a scholar and a practitioner of executive leadership coaching, Aldo Civico has been working with top executive, CEO, influencers, and a variety of leaders to help them thrive in our complex and uncertain world. Incorporating his own insights, and other approached that range from NLP to Appreciative Inquiry, from System Thinking to Communication Management of Meaning (CMM), Aldo Civico has developed a method that builds on the insights of the MIT group and the cutting edge research in social psychology at Columbia University, to deliver an easy to understand and to implement coaching process that helps individuals to transform and connect with their highest goal. In this presentation, Aldo will explain in detail his process.

Surprises are the new normal. Change is the new constant. Stress and burnout have reached epidemic proportions. Yet, not all is lost. Resiliency is NOT about pain. It is about possibility. Resiliency is NOT about adversity. It is about advantage. –

You need a GPS (Growth Potential Strategy) and Recalculating Questions to revive and renew the spark of hope and optimism as you cultivate resiliency skills.

Surprises are the new normal. Change is the new constant. Stress and burnout have reached epidemic proportions. Yet, not all is lost. Resiliency is NOT about pain. It is about possibility. Resiliency is NOT about adversity. It is about advantage. –

You need a GPS (Growth Potential Strategy) and Recalculating Questions to revive and renew the spark of hope and optimism as you cultivate resiliency skills.

Carole will share powerful insights into two of the most valuable new tools available to make more of a difference with your coaching clients – Neuro-agility and Motivational Mapping.

Neuro-agility: helps people do things Simpler, Better, Faster – they improve their performance by Being More Neuro-agile.

People who are neuro agile have the flexibility to learn new skills, attitudes and behaviours faster and more easily. Coaches can dramatically improve their impact by learning how to boost brain fitness by accelerating the 6 drivers of brain agility. You’ll also gain an understanding of the 7 factors that make up a person’s unique neurological design, which can significantly improve their performance, productivity and wellness.

Motivational Mapping: helps people ignite the Fire Within to Boost Engagement, Performance and Happiness

How many of your clients really know what motivates them?

With engagement and motivation levels at an all time low, the sad fact is that less 50% of people are accurate about what really motivates them. Sometimes values exercises are just not enough. Motivational mapping, created by James Sale, provides groundbreaking insight into how to measure, map and improve anyone’s motivation.

Carole will explain the 3 fundamental roots of motivation and help you to understand your own and your client’s unique mix of 9 motivational drivers. You will learn how to rank your motivators in order of importance and measure how well each one is met. This has far-reaching implications for energising ourselves as well as step-changing the impact a coach can have when they know the motivational hot buttons of their coachees – relighting the fire within.

Carole will share powerful insights into two of the most valuable new tools available to make more of a difference with your coaching clients – Neuro-agility and Motivational Mapping.

Neuro-agility: helps people do things Simpler, Better, Faster – they improve their performance by Being More Neuro-agile.

People who are neuro agile have the flexibility to learn new skills, attitudes and behaviours faster and more easily. Coaches can dramatically improve their impact by learning how to boost brain fitness by accelerating the 6 drivers of brain agility. You’ll also gain an understanding of the 7 factors that make up a person’s unique neurological design, which can significantly improve their performance, productivity and wellness.

Motivational Mapping: helps people ignite the Fire Within to Boost Engagement, Performance and Happiness

How many of your clients really know what motivates them?

With engagement and motivation levels at an all time low, the sad fact is that less 50% of people are accurate about what really motivates them. Sometimes values exercises are just not enough. Motivational mapping, created by James Sale, provides groundbreaking insight into how to measure, map and improve anyone’s motivation.

Carole will explain the 3 fundamental roots of motivation and help you to understand your own and your client’s unique mix of 9 motivational drivers. You will learn how to rank your motivators in order of importance and measure how well each one is met. This has far-reaching implications for energising ourselves as well as step-changing the impact a coach can have when they know the motivational hot buttons of their coachees – relighting the fire within.

Many people in workplaces hold the mistaken belief that conflict wouldn’t exist if the difficult people who cause it would just get themselves together and work things out. But those difficult people are just the part of the story that’s easiest to see.

If we’re going to learn from a conflict and really solve it — at work, at home, anywhere — we have to do some deliberate digging and assess the structures that lie underneath the conflict. In this session, we’ll look at some road-tested approaches that you can use to dig down below the obvious interpersonal challenges, and see what might be keeping those people locked in battle.

We’ll explore techniques to help the participants bring the crucial issues to the surface, recognize what they bring to the conflict, evaluate alternative explanations of events and communications, and practice more effective interactions.

Many people in workplaces hold the mistaken belief that conflict wouldn’t exist if the difficult people who cause it would just get themselves together and work things out. But those difficult people are just the part of the story that’s easiest to see.

If we’re going to learn from a conflict and really solve it — at work, at home, anywhere — we have to do some deliberate digging and assess the structures that lie underneath the conflict. In this session, we’ll look at some road-tested approaches that you can use to dig down below the obvious interpersonal challenges, and see what might be keeping those people locked in battle.

We’ll explore techniques to help the participants bring the crucial issues to the surface, recognize what they bring to the conflict, evaluate alternative explanations of events and communications, and practice more effective interactions.

It’s been been well established that social and emotional intelligence are vital to success and satisfaction in life. But how you do cultivate those elusive personal qualities like resilience, courage, empathy, decisiveness, emotional regulation, and the ability to resolve conflict? The answer: through experiential methods that include and involve the body.

Our brains developed to be our social and emotional sense organ, and our brains extend throughout our entire body. Thus, our emotional responses to life, leadership, and social challenges all involve the body. Helping your clients develop the social and emotional intelligence they need to live and lead effectively requires a physical, embodied approach.

Take practical steps toward better living, stronger leadership, and more powerful coaching by learning how to turn new mind-body research into applied practice.

It’s been been well established that social and emotional intelligence are vital to success and satisfaction in life. But how you do cultivate those elusive personal qualities like resilience, courage, empathy, decisiveness, emotional regulation, and the ability to resolve conflict? The answer: through experiential methods that include and involve the body.

Our brains developed to be our social and emotional sense organ, and our brains extend throughout our entire body. Thus, our emotional responses to life, leadership, and social challenges all involve the body. Helping your clients develop the social and emotional intelligence they need to live and lead effectively requires a physical, embodied approach.

Take practical steps toward better living, stronger leadership, and more powerful coaching by learning how to turn new mind-body research into applied practice.

It’s been known for decades that failure rates among transitioning executives are too high, leaving exorbitant costs, damaged organizations and careers behind. But little has changed in the way organizations prepare leaders to assume executive positions. Though between 50-60% of newly appointed executives fail within the first 18 months being assigned, the same approaches to preparing, selecting, and onboarding remains in place. Based on a ten-year award-winning longitudinal study of more than 2700 leaders, this session will help those coaching rising leaders on how to avoid the most common pitfalls that derail promising talent, and how to cultivate the four dimensions of leadership that consistently set apart the other 50% of those who succeeded and thrived once appointed to bigger roles.

It’s been known for decades that failure rates among transitioning executives are too high, leaving exorbitant costs, damaged organizations and careers behind. But little has changed in the way organizations prepare leaders to assume executive positions. Though between 50-60% of newly appointed executives fail within the first 18 months being assigned, the same approaches to preparing, selecting, and onboarding remains in place. Based on a ten-year award-winning longitudinal study of more than 2700 leaders, this session will help those coaching rising leaders on how to avoid the most common pitfalls that derail promising talent, and how to cultivate the four dimensions of leadership that consistently set apart the other 50% of those who succeeded and thrived once appointed to bigger roles.

Journey to Coaching Mastery: The Importance of Developing an Innovative Mindset

Mastery in coaching – or anything else – is not about perfection. It’s much more to do with being clear about where you’re going and developing the ability to make easy, elegant and successful in-course correction whenever the need arises. To do this you need to be able to innovate. This is why innovation and mastery go hand in hand.

Ever made a successful change in your life? The answer is going to be yes – unless you’re still the same as you were twenty years ago. But do you think of yourself as an innovator? Most people don’t and most coaches don’t think of themselves like this either.

Owning your innovative potential is crucial if you’re going to deliver all that you could. Understanding what triggers an innovative mindset and how to strengthen it will enable you to add enormous value.

When we’re developing a new way of doing anything we often need to go through a number of iterations to get it right. So do you and your clients have the flexibility and the stamina to do this?

If you commit to remaining innovative in your own coaching practice you’ll be making the journey toward greater coaching mastery. Why? Because you’ll necessarily be going beyond your previous limits and, in stretching yourself, learning how to expand your repertoire and deliver greater value to your clients.

However, such innovation involves trial and error learning. That’s trial and ERROR learning. So how are you – and your clients – with making mistakes? No mistakes, no mastery!

In this webinar I want to share with some of the ways you can foster an innovative mindset in yourself and your clients be they individuals, teams or organizations.

Key Learning Takeaways

1.Learn how to develop an innovative mindset in yourself and with your clients.

2. Learn how to remove the tyranny of perfectionism and overcome performance anxiety so you and they have the freedom to experiment.

3. Develop the stamina and flexibility to stay the course as you instigate innovative change.

Mastery in coaching – or anything else – is not about perfection. It’s much more to do with being clear about where you’re going and developing the ability to make easy, elegant and successful in-course correction whenever the need arises. To do this you need to be able to innovate. This is why innovation and mastery go hand in hand.

Ever made a successful change in your life? The answer is going to be yes – unless you’re still the same as you were twenty years ago. But do you think of yourself as an innovator? Most people don’t and most coaches don’t think of themselves like this either.

Owning your innovative potential is crucial if you’re going to deliver all that you could. Understanding what triggers an innovative mindset and how to strengthen it will enable you to add enormous value.

When we’re developing a new way of doing anything we often need to go through a number of iterations to get it right. So do you and your clients have the flexibility and the stamina to do this?

If you commit to remaining innovative in your own coaching practice you’ll be making the journey toward greater coaching mastery. Why? Because you’ll necessarily be going beyond your previous limits and, in stretching yourself, learning how to expand your repertoire and deliver greater value to your clients.

However, such innovation involves trial and error learning. That’s trial and ERROR learning. So how are you – and your clients – with making mistakes? No mistakes, no mastery!

In this webinar I want to share with some of the ways you can foster an innovative mindset in yourself and your clients be they individuals, teams or organizations.

Why Coaching became so ingrained in companies? Finally now we understand how coaching works in our different brains.

We will discuss the impact of those most important qualities of coaching: Building Trust, Questioning, Listening, Reframing and Facilitating Changes.

Through explaining the foundations of coaching and how influence our mind to create a coaching process of development towards results in organizations is one of the key purpose of this webinar.

We will discuss:

What building trust really means and why.
The different pathways of questioning in our brain.
Why listening is more complex that we think.
The importance of reframing to boost coaching results.
The new change equation; five steps to make change permanent.

Why Coaching became so ingrained in companies? Finally now we understand how coaching works in our different brains.

We will discuss the impact of those most important qualities of coaching: Building Trust, Questioning, Listening, Reframing and Facilitating Changes.

Through explaining the foundations of coaching and how influence our mind to create a coaching process of development towards results in organizations is one of the key purpose of this webinar.

We will discuss:

What building trust really means and why.
The different pathways of questioning in our brain.
Why listening is more complex that we think.
The importance of reframing to boost coaching results.
The new change equation; five steps to make change permanent.

Start ups and other high growth companies are fascinating places to work. Since they move fast and are so small you can often see the results of your coaching immediately. Since they are so intense you can often have deeper relationships than in larger companies. At the same time, these environments can be at times loose, informal, and tough to navigate for the coach. And coaches need to adjust their style to meet the needs of a young, new leader and executive team. This session will showcase the differences between start ups and large corporations and give ideas about how to adjust.

Every new practice is created when the old practices in that domain cannot address emerging breakdowns or concerns. What breakdowns or concerns was coaching born to address?

We must integrate the inner aspect of human experience in our learning practices. Materialism and reductionism are leaving out the “human soul.” Learning is more than gathering information or becoming simply effective. How did we arrive here? And where can we go from here?

“The crisis created by our current level of thinking cannot be resolved with the same level of thinking.” – Albert Einstein.

A young black manager in south Africa described executive coaching as “ Very expensive personal development for the highly privileged.” This talk will show how Systemic Coaching is focused on the coach and coachee working together to deliver value not only to themselves but all the stakeholders that the coachee’s work serves. It will explore how to engage, contract and coach to maximise the benefit for the coachee, the people they lead, their team, their colleagues, the wider organisation and the organisation’s stakeholders.

A young black manager in south Africa described executive coaching as “ Very expensive personal development for the highly privileged.” This talk will show how Systemic Coaching is focused on the coach and coachee working together to deliver value not only to themselves but all the stakeholders that the coachee’s work serves. It will explore how to engage, contract and coach to maximise the benefit for the coachee, the people they lead, their team, their colleagues, the wider organisation and the organisation’s stakeholders.

This session will focus almost entirely on improving approaches to executive hiring. We will explore two key elements.

First, we will introduce principles that will enable participants to develop and use more effective questioning during candidate interviews. We will cover basic psychometrics and help participants build approaches to candidate interviewing that will enable them to make effective decisions between candidates. This will go beyond standard job definitions and requirements to understanding how to identify and build rudimentary indicators of the talents critical to success in roles.

Second, we will provide an overview of what our research into effective C-suite leadership tells us about the characteristics of the very best leaders, how we measure this and how this drives performance. We will share some of our most significant findings from our global database of 57,000 global executives and also describe how effective leadership is dependent on a team comprised of individuals with significantly different thinking styles.

We work at an incredible pace processing thousands of inputs each day, producing for more hours than ever before and yet we find that most of the time we still go to bed with dozens of unanswered emails and unfinished priorities. The stress and anxiety about all there is to do and the lack of time we have to do it can be a grinding frustration. There is a silent yet pervasive epidemic that stifles innovation, and consistently burns out our top human capital costing organizations millions of dollars in wasted time. This insidious dynamic that costs organizations millions of dollars each year is called Priority Dilution™.

Based on the insights researched and presented in New York Times bestselling author Rory Vaden’s Tedx talk with over 2.5 million views, you will get insider knowledge from him and his firm Brand Builders Group. This program will challenge everything you know to be true about “time-management” as you will learn:

There is no such thing as “time-management” there is only “self-management.”

Why productivity in the next generation is much more about emotion than logic

How to move beyond urgency and importance to significance

Why “priorities” are a limiting paradigm relating to your time

If you are a “Gunslinger” or a “Worry Wart” and why rich people never pay their taxes early

When is the right time for patience and when is the right time for action

5 permissions you need to finally be free of the pressures of productivity while getting maximum results

This session will help you reduce your stress, increase your focus and most of all teach you how to MULTIPLY YOUR TIME with 3-dimensional thinking!