Connect Your Clients to Higher Purpose

We are always excited and eager to share what our coaches are up to!  Chris Taylor, a 2006 coach graduate, and her colleague Audrey Seymour, are offering a wonderful Zoom seminar and we encourage everyone to check it out!  Details below and more information is available at

Imagine fulfilling your calling as part of a community dedicated to awakening the light of Divine Purpose in every soul, while at the same time meeting your financial needs through a thriving purposeful business.

If this is you, we invite you to join True Purpose® Institute trainers Audrey Seymour and Chris Taylor for a special no-fee Zoom seminar to:

  • Discuss what it means to have a purposeful business, the advantages of having one and the options available to you
  • Reconnect with your higher guidance live on the conference to clarify your most purposeful next steps
  • Connect with fellow change agents in like-minded community
  • Share the inspiration of your purpose with others
  • Learn whether the upcoming True Purpose® Coach Training is purposeful for you right now

Event: Purposeful Business: Connect Your Clients to Higher Purpose

Date: Thursday, January 18th, 2018

Time: 12 Noon Pacific Time / 3:00 pm Eastern Time / 8 pm GMT


Launch Your Coaching Business by February!

Start training today for your career as a

Professional Performance Coach


Have paying clients by February!

In Fundamentals of Performance Coaching, you will learn:

  • How to establish a coaching relationship with others
  • The language of coaching and how to open possibilities for people to take action in achieving their goals
  • To use personality assessment tools to assist clients in understanding their thinking and behavior preferences
  • Templates and tools to use as a professional coach to guide people and manage their progress
  • Communication skills like Neuro Linguistics Programing that will empower people to think and behave in more resourceful ways

Create a life you love while coaching others to do the same!

In just 6 short months, you will:

  • Receive training on all of the ICF-based core competencies of coaching
  • Earn 90.5 ICF CCE’s which meets eligibility requirements for both ICF Membership and ACC Credentialing
  • Enroll paying clients to launch your coaching business or work as an internal corporate coach

Training Dates:

  • Module 1:  August 16-18, 2017
  • Module 2:  October 18-20, 2017
  • Module 3:  February 14-16, 2018


Call us TODAY to learn more and start your journey!

Your clients are waiting for YOU!!


Name:   Ginny Carter, ACC
Title:      Administrative Director
Phone:  410-236-1491
Email address:  [email protected]


Successfully Navigating Change

In our fast paced world, it seems that change is always occurring.  However, there are many times in life when change comes at us unexpectedly.   Maybe our first reaction is resistance or fear or anger.    Many times we can feel powerless.   Coaching people to move through change is one of the most common reasons for coaching.  Here are the most common areas of change for people:

  • Health breakdown
  • Loss of job
  • Divorce
  • Changing Careers
  • Financial

Before we can effectively move through change, we need to have the space to stop and take an inventory of our emotions surrounding this change, the people impacted by the change, and the resources we have to navigate through change.

  1. Moving from resistance to persistence:  It is easy to fall into the trap of being a victim to the change or even becoming depressed or apathetic.  The sooner you take action to begin to design new opportunities presented by the change, the sooner you will be on the road to a new beginning. You can tend to forget your capabilities for navigating change.  Looking back at past major changes to see the resources you used then can assist you in creating strategies to move forward with your current change.
  2. Reflection and acknowledgement:  We can learn a great deal about ourselves at these times of our lives.  This is a time to revisit your purpose in life and what brings you a sense of fulfillment.  Examine your values – what is truly important to you.  Spend time journaling and give yourself permission to feel the sadness and acknowledge the great things about yourself. It is important to take a break and have your mind and energy on something other than the change you are experiencing.
  3. Envision what you want:  Take time to envision what you want in your future.  Don’t put limits on it, allow yourself to dream.  Think of new training you may want to complete, a new business opportunity, or a new home and how you would want it to look.  Even if you are facing challenges with your health, there are possibilities.  There are times when we feel the most vulnerable that doors open for us.
  4. Enroll resources:  Challenge yourself to reach out to others as a sounding board for ideas and assistance.  It is at times like these we cannot have expectations of others knowing what we need. We must be responsible to connect and ask for what we want to move forward.  Have a great brainstorming session with yourself – or you can include others who might also be impacted by the change – to explore all of the possible solutions or strategies in taking on this change.
  5. Miles are a combination of many steps:  See if you can break the change needed into small actions; making a gradual transition.  When we can integrate change in pieces and over a short period of time, we can avoid becoming overwhelmed and reduce stress as well.
  6. Turn challenges into opportunities:  Identify the challenges or obstacles you foresee as you take these small actions in managing change.  Your attitude will create your experience.  Work to adopt a positive attitude as you embrace the change that has occurred.

Change is not easy for most of us.  Change will always challenge us to face ourselves.  It is at these times that we can experience the greatest growth and our greatest sense of personal power.  Holding on to the past will never move us forward.

Today, more than ever before, the value of engaging with a coach can make huge differences in both the business environment and in other areas of our lives.  The demand for coaches continues to increase in businesses with many now having their own staff of internal coaches, contracting with external coaches and training their managers to lead their teams with coaching skills rather than the old school managing and directing.

If your organization is ready to create a coaching culture and having members of their HR Department or Leadership & Development Department trained as coaches, contact us to learn about our next training beginning in August in Memphis, TN.

To learn more about our training programs or for a consultation on bringing leadership development and coaching skills into your organization, contact Ginny Carter, Administrative Director, at [email protected] or at 410-236-1491.

Our best to you,

Barbara and everyone at Source Point Training


Coaching Today’s Workforce – Part 5 – Catching the College Grads with Coaching

Welcome to the third segment in our 5-part series on coaching trends and how to create a coaching culture in your organization.  If you missed Parts 1, 2 or 3 – you can access them here:  Part 1     Part 2     Part 3     Part 4

This series includes the philosophy and coaching experience of Barbara Fagan, President of Source Point Training, and a recent survey conducted by the International Coach Federation just released in October 2016.  We hope you enjoy these insights and applications on how you can include coaching as a way of contributing to people and teams within your organization.



What is the new generation of college graduates looking for when considering their first job out of college?  You might not have guessed it but mentoring, coaching and a plan for managing their careers rank in the top 5 areas of what today’s graduates look for.

May is typically graduation month for most colleges and this year more than ever there will be many new career opportunities for new grads in most fields from Engineering to technology to biochemical, just to name a few.  Many companies have already spent time at college campuses recruiting graduates for career opportunities.

According to a recent article published by Fortune magazine from authors Ed Frauenheim and Tabitha Russell, the companies that attract the most graduates also have the highest achievements in their field of business.  College students invest heavily in themselves and expect to have a return on that investment when they graduate.  Recruiting and retaining top talent and creating a powerful conversation about your company being a “great place to work” will yield rewards for many years into the future for both employees and employers.

Companies recognized as a great place to work enjoy a sense of team and community. Workers collaborate willingly and are not focused on politics, but more on being recognized for their contributions and guided by their mentors who take the time to give them real-time feedback.

This is why, for the last 7 years, Source Point Training has worked with organizations who are dedicated to providing coaching for their employees. Not the kind of coaching performance that in the past was seen as “fixing” a problem.  Today, progressive companies match a mentor who has coaching skills to new employees as part of their on-boarding process.  The mentor provides more self-direction in setting goals, knows how to give real-time feedback and encourages reaching out to colleagues for support.  These are what will attract the new generation of employees.

Source Point Training has over 30 years of professional coaching experience and today is working with companies who want to train managers to learn the skills of coaching and mentoring employees.  The feedback we receive consistently is that employees who receive coaching within their work environment – not just on issues at work but on how to manage time and priorities in their life more effectively:

  • achieve a higher sense of self-confidence
  • exhibit a willingness to take on new learning and reach new levels
  • become the most fulfilled employees and loyal advocates for their company as being one of the “best places to work”

As we wrap up the value of creating a coaching culture in organizations, we have shared that:

  • Today’s workforce wants their contribution to be seen and they want to be coached in areas where they can improve.
  • ICF surveys indicated that 82% of managers surveyed would like training on how to be effective coaches for their teams.
  • Performance coaching is now seen as an employee benefit for those who are seeking career advancement and the desire to increase their contribution.
  • Coaching is seen as one of the best ways to retain top talent, build loyalty and is an incentive for developing new capabilities.
  • Creating a trusting environment, where managers and colleagues conduct themselves ethically and actively listen to each other is valued more by most employees than the salary they are paid.
  • Potential employees can usually find comparable salaries but it is more difficult to find a corporate culture that fosters mentors and coaching people to achieve their career goals.
  • A coaching culture’s ROI is only as good as the competency of those using the coaching skills. Coaching employees effectively requires coach-specific skills and ongoing practice/usage of those skills.
  • According to the recent ICF/HCI survey Building a Coaching Culture with Managers and Leaders, “The training of managers/leaders using coaching skills is a very important part of building a coaching culture; 87% of respondents with strong coaching cultures report their current training has been instrumental in building a coaching culture.”
  • Organizations with a rich coaching culture report less employee turnover, increase in individuals achieving professional and personal  goals, changes in attitudes and behaviors leading to collaborative thinking and proactivity, reduction in expense – more efficient use of resources and time, increase in promotions and more leadership opportunities to expand business, and increase in market and customers.

If you want to change your corporate culture to include coaching, email Ginny Carter, Administrative Director, at [email protected].  We will discuss how you can provide your management team with the coaching core competencies recognized by the International Coach Federation (ICF) and the Association for Coaching (AC).

Our best to you,

Barbara and everyone at Source Point Training



Coaching Today’s Workforce – Part 3

Welcome to the third segment in our 5-part series on coaching trends and how to create a coaching culture in your organization.  If you missed Parts 1 and 2 – you can access them here:  Part 1     Part 2

This series includes the philosophy and coaching experience of Barbara Fagan, President of Source Point Training, and a recent survey conducted by the International Coach Federation just released in October 2016.  We hope you enjoy these insights and applications on how you can include coaching as a way of contributing to people and teams within your organization.

Creating a coaching culture where managers/leaders actively coach their teams can create positive change for both the organization and the employees; with the latter also having the added benefit of impacting both the personal and professional areas of their lives. Coaches understand that when you are coaching someone in one area – say improved time management – that there will also be improvements on time management at home. Or coaching an employee to have a difficult conversation with a co-worker through improved listing and communication skills will likewise benefit all of their relationships.

We also know that individuals and teams that perform at higher levels, more effectively and efficiently, translates to improved bottom line financial results. Research continues to provide evidence that coaching works and creating a coaching culture promotes attraction and attainment of top talent at all levels.

And . . . a coaching culture’s ROI is only as good as the competency of those using the coaching skills. Coaching employees effectively requires coach-specific skills and ongoing practice/usage of those skills. In his book, Journal of Change Management, A. M. Grant shares, “It takes between three and six months to become comfortable with using coaching skills in the workplace.” And of course, that’s with a solid training that sets managers up with the skills and a plan of action for those 3-6 months of practice and implementation.

According to the recent ICF/HCI survey Building a Coaching Culture with Managers and Leaders, “The training of managers/leaders using coaching skills is a very important part of building a coaching culture; 87% of respondents with strong coaching cultures report their current training has been instrumental in building a coaching culture.”

Most managers/leaders who receive coach-specific training do so through their HR/L&D Departments or through internal coach practitioners as reflected below.

This makes it critical that those in the HR/L&D Departments receive formal, accredited/ approved coach-specific training so that they are fully prepared to deliver a solid foundation of coach training to managers/leaders and provide ongoing support, mentoring, and follow up training. This is the foundation for developing and sustaining a strong coaching culture with an organization.

Source Point Training offers organizations a full ICF Approved / AC Accredited coach-specific coach certification program as well as a curriculum for HR/L&D teams to then deliver independently within their organizations.

To learn more about this opportunity, please give me a call today at 707-431-1122 or feel free to email me at [email protected].

Our best to you,

Barbara and everyone at Source Point Training

Coaching Today’s Workforce – Part 1

BFAsia400This is the first in a 5-part series on coaching trends globally and how to create a coaching culture in your organization.  It includes the philosophy and coaching experience of Barbara Fagan, President of Source Point Training, and a recent survey conducted by the International Coach Federation just released in October 2016.  We hope you enjoy these insights and applications on how you can include coaching as a way of contributing to people and teams within your organization. 

As the year begins to come to a close and we look at what has been accomplished, many organizations are still doing “annual reviews”.  However, managing today’s workforce in a way that empowers them, has them see their contribution and provides coaching on areas where they can improve, is what most employees are looking for.  Today’s workforce wants to be in a place where they feel they gain the most benefit and are recognized for their contribution.  Hence, we see the high level of “job hopping” in today’s workforce.

This is why many organizations are investing in developing a coaching culture and training their managers how to effectively coach employees in timely ways.  Let’s face it – those of us in the old days HATED to have to do the annual review for our employees. In all the years I have coached, I still hear the dread at facing this task.  So learning to coach in the long run saves time and creates higher value with increased employee retention and contribution.

SmileWe hear more and more that many organizations are making the investment to train mangers and business leaders on appropriate coaching skills and tools. This is not another fad.  As many of you know having worked with Source Point Training – coaching has been around now for over 25 years.  It is no longer for executives in the C Suite or those who end up in the land of “poor performers”.

Business leaders and HR/TM/L&D professionals cannot expect managers and leaders to successfully use coaching skills without adequate training and time to practice those skills. It takes between three to six months to become comfortable with using coaching skills.

High-quality (and accredited) coach-specific training, like Source Point Training’s Fundamentals and Mastery of Performance Coaching, should be immersive and include opportunities for on-the-job learning.  It should emphasize practical application and self-exploration.  Managers/leaders and HR/TM/L&D practitioners who currently do not use coaching skills often desire to learn and use them.  Overall, more than four in five (82%) respondents to a recent survey conducted through the ICF on creating a coaching culture showed that managers who do not currently use coaching skills indicated that they would consider being trained.

Trends that drive demand for coaching.   Business respondents cited in recent ICF survey that:

 “Changing workplace environments means that more empathic leadership, shifting values regarding lifestyle, application of whole brain vs. left brain thinking, a move toward total transparency and greater use of smart technology will be necessary.”

“It’s empowering and enabling people to bring out their potential using powerful questioning and effective listening. Professional coaching will grow and each employee will have a coach.  It’s a growing area which can’t be ignored.”

 “In the next three to five years, coaching will be a required skill/competency for managers/leaders. Technology will be in place to monitor/measure a leader’s coaching ability.”

“As more employees work remotely, coaching will be that much more important to ensure that remote workers feel well-connected and still have opportunities to build skills and move up within a company.”

 “Impending retirements will create increased on-boarding needs for leaders coming into the organization as well as faster promotions through leadership ranks. I plan to institutionalize leader transition coaching starting now to set foundations for this to be part of how we do business in the coming years, as the needs will likely increase.”aadct

Source Point Training recommends:

  • Invest in an accredited coach training organization that is recognized by professional coaching associations. Our training is highly rated by both ICF and the Association of Coaching International.
  • Survey your management team to learn how coach training would support them to increase productivity and employee engagement.icfa
  • Ask employees to identify what coaching they need to increase job fulfillment and contribution.

Our best to you,

Barbara and everyone at Source Point Training


4 Star Rating!

Source Point Training’ s aadct

Fundamentals & Mastery of Performance Coaching 

Awarded AADCT!

We are honored to announce that our Fundamentals and Mastery of Performance Coaching program has been awarded by the Association for Coaching their top-tier Level 4/4.

Accredited Advanced Diploma in Coach Training (AADCT).  The Association for Coaching is one of the top 3 accreditation organizations for professional coaching in the world.  There are only 16 coach training providers in the world which have reached the AADCT criteria and we are honored to be one of them.

The curriculum has been designed by our founder, Barbra Fagan, and delivered for over 12 years in 4 countries with a proven record of developing the highest caliber of Certified Professional Performance Coaches.  This curriculum is a rigorous coach training program which includes five modules in nine months.

Here are some of the comments from the Independent Assessors of the Association for Coaching Accreditation Team:

  • Provides an experiential learning approach to coaching consisting of both the theoretical study and practical application.
  • Incorporates a variety of coaching approaches and models.
  • Provides personal assessment process to ensure participant’s fitness to practice.
  • Includes a variety of self-study activities to support and further develop the knowledge and skills of new professional coaches.
  • Gives participants detailed marketing guidance for developing a successful coaching practice during the program.
  • Ensures that participants are given feedback, 1:1 supervision and are encouraged to complete personal reflective work to build self-awareness as a coach.
  • Incorporates a continuous evaluation and improvement process throughout the 9 month program.
    Source Point Training is honored to be recognized by the Association for Coaching.

With warmest gratitude,

Barbara and everyone at Source Point Training



Coaching Health Care Practioners


ObamacareIn the last 10 years, health care professionals using coaching skills to bring creative ways for patients to take ownership AND action towards life long health and wellness, have reduced personal health care costs and costs for employers due to the reduction of time off work.

Some of the recent trends in healthcare coaching were brought on by the Affordable Care Act (Obama Care) that incented healthcare professionals to include health and wellness programs as part of their practice and to be able to demonstrate its effects and efficacy with patients.

Most health savings accounts now cover health or wellness coaching, and insurance companies are offering discounts on premiums for companies and organizations that include health coaching in their wellness programs.

Let’s face it, most people go to a doctor when there is something “wrong” with their health.  Traditional doctors diagnosis and prescribe. Many times writing a prescription that the patient truly does not understand; nor do they take time to study and review its use and possible side effects.healthcoach

Recently, I had an opportunity to visit a doctor in Hong Kong due to experiencing numbness in my right hand.  I spent 4 hours being treated and got relief; but less than 10 minutes of that time was with the doctor and staff discussing what caused this or what I could do to prevent this from occurring in the future.  I have had similar experiences with my own physicians in the U.S.  If patients are to take more responsibility for their health, and practitioners are now responsible for demonstrating how they are reducing health care costs for patients, then the value for developing coaching skills is essential.  All medical practitioners can make a great impact on patient costs and in reducing health risks associated with diabetes, high blood pressure, weight, autoimmune diseases, addiction and cardiac care with these coaching skills.

healthylunchSource Point Training has had the opportunity to work with the University of Southern Florida College of Medicine’s Masters Certification Program A4M (American Academy of Anti-Aging Medicine) and with leaders of hospitals such as Sharp Hospital in San Diego, California, to train professionals on using coaching skills and tools in working with their patients.

Healthcare organizations who see the value of coaching, are looking for ways to facilitate partnership with patient and medical providers.  Today’s medical system is very complex, consisting not only of medical providers, but insurance, government, pharmaceuticals to name a few.  However, based on most organizations who have adopted coaching as part of their patient care, here’s what can be expected:

  • Develop health professional coaching knowledge and skills
  • Establish a coaching culture within the health care provider’s environment
  • Empower patient involvement in their own care, wellness and recovery
  • Reduce cost of medical services with higher ROI for services provided
  • Increase patient satisfaction levels that are now being measured through the Affordable Care Act.

To learn more about providing coaching skills and technology in the medical field, contact us at 800-217-5660.

Our best to you, Barbara and everyone at Source Point Training


Are You Drifting or Designing?

summerSummer is in full swing!  For many, this is a slower, more relaxed/casual time of the year. Between children being on summer break from school, families taking vacations or spending weekends at the community pool or beach, we seem to find more time to kick back and relax.

What’s great is – it is also a good time – mid-year – to reflect on what you’ve accomplished thus far in 2016.  For many, it can be so easy getting caught up in the day-to-day hustle and busy-ness that our fast-paced, technology-driven world encourages us to do.  We go on auto-pilot and in survival mode.  We get into our “drift” – “it’s just the way it is,” “we are all in the same boat,” “I must multi-task to keep my head above water,” “If my boss would only . . .,” etc.  How creative, innovative or proactive can we be in this mindset?

Here’s a great article from a colleague of ours, Terrie Lupberger, MCC, Life . . . By Drift or Design, recently published online with the Library of Professional Coaching.  Here’s an excerpt from the article:

“Whether leading others or leading your own life, it seems to me there are two primary paths you can take.  You either spend most of your time reactive to circumstances, acting mostly out of habit and at the effect of what others want of you (the drift) OR you are conscious and purposeful in designing how you spend your time, and with whom, as a reflection of what matters most to you.”

Barb CoachAs coaches, we get to be observant of our clients and assist them in seeing when they are in their drift.  As we coach them and open greater self-awareness, they become resourceful and confident in being conscious and purposeful in “designing” the life they want.process

When we are in our drift, we don’t even realize it and we don’t see what’s right in front of us. The partnership between coach and client affords the coach the permission to illuminate this for the client and coach them around, over and through the obstacles of being in the drift. Recently, our coaching students got to “experience” coaching fellow students through the drift at the last training weekend in Phoenix.

We encourage you to spend some time this weekend consciously and purposefully DESIGNING the life you want!

Our best to you, Barbara and everyone at Source Point Training


Letting Go!

Today, we are sharing with you one of the amazing blogs posts of our inspiring friend, Martha girl open armsBorst.  Martha is a Senior Executive Coach, Organizational Consultant, Leadership and Team Development Facilitator and author of Your Survival Strategies Are Killing You.  (Another great book to add to your summer reading list!)

“Give me a moment, because I like to cry for joy.  It’s so delicious… to cry for joy.”      – Charles Dickens

  • She let go.
  • She let go. Without a thought or a word, she let go.
  • She let go of the fear.
  • She let go of the judgements.
  • She let go of the confluence of opinions swarming around her head.
  • She let go of the committee of indecision within her.
  • She let go of all the ‘right’ reasons.
  • Wholly and completely, without hesitation or worry, she just let go.
  • She didn’t ask anyone for advice.
  • She didn’t read a book on how to let go.
  • She didn’t search the scriptures.
  • She just let go.
  • She let go of all the memories that held her back.
  • She let go of all the anxiety that kept her from moving forward.
  • She let go of the planning and all of the calculations about how to do it just right.
  • She didn’t promise to let go.
  • She didn’t journal about it.
  • She didn’t write the projected date in her Day-Timer.
  • She made no public announcement and put no ad in the paper.
  • She didn’t check the weather report or read her daily
  • She just let go.
  • She didn’t analyze whether she should let go.
  • She didn’t call her friends to discuss the matter.
  • She didn’t do a five step Spiritual Mind Treatment.
  • She didn’t call the prayer line.
  • She didn’t utter one word.
  • She just let go.
  • No one was around when it happened.
  • There was no applause or congratulations.
  • No one thanked her or praised her.
  • No one noticed a thing.
  • Like a leaf falling from a tree, she just let go.
  • There was no effort.
  • There was no struggle.
  • It wasn’t good and it wasn’t bad.
  • It was what it was, and it is just that.
  • In the space of letting go, she let it all be.
  • A small smile came over her face.
  • A light breeze blew through her.
  • And the sun and the moon shone forevermore…
  • ~ Rev. Safire Rose

. . .and YOU???

What are you holding on to? Afraid of? Resisting? Worrying about?

What would happen if you just simply . . . LET GO . . . ?

Enjoy more of Martha’s Blog posts and other amazing work she does at

Our best to you,
Barbara and everyone at Source Point Training