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Empowerment from Source Point Training

Having just completed watching the Winter Olympics in Seoul, Korea, we can learn so many lessons of leadership, commitment and excellence.  This international event brings all types of leaders together to compete; but more importantly, to show others what is possible with 100% commitment to win.  Winning requires us to be willing to fail many times.  This is often what separates true leaders from those who are interested in only creating results and focused on their egos.  In order to accept loosing at times, we must be willing to face higher challenges and open our minds to something new in order to learn how to become successful.

“High aims form high characters, and great objectives bring out greater minds,” Tryon Edwards wrote this statement in the middle of the 19th Century when the age of the industrial revolution was just beginning. As people began to see the value of automation to improve performance and quality of labor and commerce, more people began to open their minds to new possibilities in the way they did business and lived their lives each day. We remember this time in history when there was excitement and a belief that anyone could become successful with hard work and ingenuity.

What our world needs now is for everyone to see themselves as a leader and to  be willing to take risks and to challenge themselves to think outside of their box. Instead of being a journalist and talking about what change is needed, we must be willing to create the change we want. These are powerful words and many leaders in history have shared this thinking in many different ways. However, without taking action and  staying committed to the change we want, it is too easy to step back and wait for someone else to take the lead.

Here are 8 simple things anyone can do each day to demonstrate their leadership value.

  1. Take time to read something new and share what you’ve learned with someone else.
  2. Identify one thing you would like to change and take action each day to create that change. This could be something as simple as cleaning out your closet and donating what you don’t need to others.
  3. Acknowledge everyone you see each day – this could be as simple as giving them a smile.
  4. Make a donation of ANY value at least once a month to a cause that is important to you.
  5. Practice listening deeply when people are talking to you. Let them know you HEAR them by responding to what they say.
  6. Listen to your body to stay healthy and exercise regularly and eat healthy foods.
  7. Maintain the environment around you by following sustainable practices such as recycling or using water bottles.
  8. If you experience conflict around you, step in to make things better and resolve it.

Being a leader is a mindset and it involves your identity. When we see ourselves as leaders, we recognize our contribution and show up authentically; not because we want approval but because we believe we can make a difference. Each person who participated at this year’s Olympic games saw themselves as a leader and committed years of practice to become excellent and to inspire all of us to see what is possible when we are willing to risk and reach for the gold.

Our best to you,

Barbara and everyone at Source Point Training

 

Every Leader Has a Dream

Every leader has a dream – to contribute to others’ success, to inspire and to believe in new possibilities that others cannot yet see.

This week, we celebrate Martin Luther King Jr., a man that changed the way we believed, the way we talked and the way we behaved in order to provide human rights for ALL individuals regardless of the color of their skin or where they came from.  We remember him and his dream.

Today, we are challenged more than ever to uphold the beliefs and values he talked about, lived and instilled in so many during a very dark time in our history.   I am fortunate to have lived my life during this time.  A time of great change in the way people saw each other and the stand they were willing to take for freedom and human rights.  As a young girl, I was raised in California – the San Francisco Bay Area.   I did not see or experience prejudice the way many others across our country did at that time.  It wasn’t until I moved to Alabama in the mid 60’s that I began to realize for the first time the prejudice that Black Americans faced each day.   I was there when Bobby Kennedy was shot and killed in Los Angeles.

These were times that no one would have thought could have become so hateful and violent.  Martin Luther King Jr. gave us hope for a new day as he shared with us the power of his dream.  Today we might be reminded of his words when he shared.

As we begin this New Year, let us commit to remember this man’s dream.  That in the face of our social media networks, tweets and fake news, we all really know what is required in order to create a world that works for everyone.  That is love, understanding, a willingness to work together towards a shared vision and listening to understand all points of views in order to determine the best path.

The advent of instant messages creates a smaller world but does not need to create smaller thinking.  The gift of age means that we have experiences of our life and lessons we have learned.  Youth gives us opportunities to stretch and to grow and to explore.  My dream for 2018 is that together – all men and women young and old – come together with the energy and excitement to work together, to invent a future that will sustain our world and all its people.

“If you can’t fly then run, if you can’t run then walk,

if you can’t walk then crawl, but whatever you do

you have to keep moving forward.”

Martin Luther King Jr.

Our best to you,

Barbara and everyone at Source Point Training

 

Finding Yourself Again!

Our friend and colleague, Bill Dean, has long stood for whole and healthy families in his work with troubled teens. Bill has written many insightful and thought-provoking articles that provide opportunities for reflection and new choices.  We are thrilled to share one of his articles with you and invite you to commit to finding your true, authentic self again.

PERSONAL DEVELOPMENT

Or

How We Became Lost and How to Find Ourselves Again. – Bill Dean

Experience a young child (even if you merely observe) and you will notice that joy, that spontaneity, that totality of being in the present. Of course they do not always express happiness, but even their moments of despair will turn into joyful laughter moments later. All children, if given love and nurturing will demonstrate this. Yet almost all adults have lost the ability to live in this state. Some will justify it by claiming that adults cannot afford to be childish – they have responsibilities and it would be irresponsible to do so. And yet in all my working with people over the last 40+ years the vast majority will admit to wanting to find a way to live that expression of joy. It comes out as: I want to be authentic; I want to be me; I want to love and be loved.

So what happened?

We began to experience PAIN AND PUNISHMENT! Whether from our parents, siblings, other relatives, teachers, religion, or just the world itself, we began to experience pain – mostly in the form of punishment for not being the way we were supposed to be (or being too spontaneous). This turned into beliefs about ourselves that took on the form of “I am not enough – I am not good enough, smart enough, pretty enough.” Or perhaps “I am not worthy, I am stupid, or I am a failure”, etc. We began to believe these lies about ourselves. And then we began to learn how to SURVIVE.

We began to figure out ways to avoid pain and to become acceptable to those from whom we wanted love. As we grew up, those methods of avoiding pain were made part of our subconscious programming so that survival became the driving force of our lives. These survival mechanisms can be simplified into these categories:

  • Be in CONTROL.  Either through suppressing our feelings or suppressing other’s feelings (Don’t cry or stop crying, or stop laughing or do this, don’t do that and so on). We try to control others through anger, manipulation, intimidation, etc.
  • Be RIGHT. Make others wrong; collect evidence to support your rightness and/or another’s wrongness; gather allies to get support about how right you are or how wrong another is.
  • Save FACE. Always look good – no matter what. And make sure you do not cause another to lose face.

When survival becomes the driving force that runs our lives, we cannot be authentic nor can we truly love or be loved. We end up trying to be the way someone else wants us to be and we lose ourselves in that struggle.

Then we end up just drifting through life. Waiting for someone to approve of me. Waiting to survive the next disappointment or the next hurtful encounter. Seeking to blame others or myself for how my life turned out. Worried about the future or regretting the past while ignoring the present. Essentially being locked in a prison of our own making.

WHAT CAN BE DONE? WHAT IS THE WAY OUT OF THIS PRISON?

There is a way out; there is a path back to being who we truly are. Here are some steps:

  1. Decide you want it. In other words make a CHOICE to become who you truly are and be very CLEAR about that choice.
  2. Be COMMITTED. Not just committed when it is comfortable or convenient; but committed at a level of NO MATTER WHAT. Let no one or anything get in your way from that commitment.
  3. Take RISKS. Be vulnerable, be open to new ideas, keep on learning, share your true feelings, practice being uncomfortable.
  4. LET GO OF THE OLD. The old things that you keep to survive and stay safe but don’t really work (and never really have).
  5. WORK. Change can be hard and perhaps scary, so discipline yourself to constantly do this work. Never stop working.

FINALLY, seek out assistance. You do not have to do this by yourself. Find teachers who can guide you on this pathway to joy.

Whenever a student is willing, a teacher always appears.

“WE ARE ALWAYS GIVEN THE OPPORTUNITY TO SEEK THE PATH OF TRUE ENLIGHTENMENT, THE PATH OF LIVING AND LEARNING THROUGH JOY AND BEING THE LOVE WE WANT FROM OTHERS, THEN SHARING THAT LOVE.”

Thanks so much Bill for sharing your wisdom and insights with our Source Point Training community!

Our best to you,

Barbara and everyone at Source Point Training

 

Launch Your Coaching Business by February!

Start training today for your career as a

Professional Performance Coach

and

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!!

Contact:

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

 

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.

 

CATCHING THE COLLEGE GRADS WITH COACHING!

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

 

 

Creating Meaningful Dialogue

Empowerment from Source Point Training | February 15, 2017

Rodney King, after the Los Angeles Riots in 1992 said, “Can’t we all get along”. Human beings are born to be connected; and yet we are living in a world today that seems to spend a good deal of time expressing all the ways that we are different in culture, age, life experiences and economic means.

The last decade in America has challenged us all to accept changes in ways that many had never expected.  With change comes resistance, always.  Change means that we must be willing to let go of the way that is, was or always has been.

My niece, who is a school principle, shared this video with me recently about a school in England that is teaching Oracy.  As I watched it, I thought how great it would be if all adults could take the time to go back and re-learn the art of meaningful dialogue.

How many times in the last year have you found yourself becoming frustrated or even fearful at what you hear people say around you?  Maybe at work you sense a lack of alignment or even competition in the way that people share their ideas.   How do you have meaningful dialogue with your co-workers?

In social situations with friends that you have known for years, do you find yourself checking out or even having judgments about what they are sharing? Sometimes, when we know people really well, we stop listening to them and assume we know what they think about things.  Or perhaps in the last year with the political climate you realized that you have very different beliefs about where we are headed as a country.  Maybe you find yourself becoming upset when you attempt to share your point of view and you’re interrupted by someone sharing their perspective.

As a group of people working together or those you socialize with, it is not uncommon to have this type of reaction to others.  This is why so many of us “protect” ourselves from other people’s judgments.  That’s why we play the game – “just go along” thinking it is easier to get along then rock the boat.

Organizations talk about collaboration and innovation to foster creativity but do most people really understand what is required to create the trust and willingness to share openly their ideas and opinions?

To have effective dialogue with others, we must first be willing to listen to understand.  Stephen Covey in his world-famous book “7 Habits of Highly Effective People” identified Seek First to Understand as one of the 7 habits for people to be most effective.  But what does that require?  We must be willing to suspend our judgments and opinions about what others are saying.  We must be open to listen to understand another’s point of view.   This requires us to let go of our worldview, which includes beliefs, values and assumptions many times.

Second, we must be willing to share our point of view even in the face of resistance. Be neutral, focus on finding ways to express what we believe in a way that others will be open to listen.  Look first at where we agree and connect and then bridge to another point of view we may have.  Know your “hot buttons.”  These are certain words or ideas that will trigger you into reaction.  We all have them.

Third, look for common ground where we have shared purpose and values.  Communicate clearly what you both agree on before discussing what you see differently or where you disagree.

Lastly, be respectful.  Our worldviews come from our past and how we were raised, our life’s experiences, core beliefs, values and circumstances.   We can’t change another person’s worldview just by giving them more information about what we think or the evidence we have. Worldviews are shaped over time.  Stephen Covey often spoke about shifting paradigms.  As our world changes and evolves over time, we can begin to see new possibilities if we respect different points of view and accept that our world is always changing.

Our best to you,

Barbara and everyone at Source Point Training

 

What a Year It Has Been!

As the year draws to a close, we at Source Point Training are celebrating our 7th Anniversary. Many said it wasn’t possible; but because of all of you, our passion for the work that we do, and our on-going commitment to make a difference in the world, we have been able to empower, educate and engage people and organizations these last 7 years.

The world continues to provide challenges for us all and with that comes the opportunity to learn, grow and adapt.  This year, SPT continued to support organizations that are committed to developing top leadership teams and learning to coach their teams to become self-generative and more fulfilled in the work they do. 

Lou, always passionate about traveling ANYWHERE in the world on a moments notice, continues to challenge people to break through their self limiting beliefs and embrace the unique and authentic human being they are and the contribution they make.  Barbara continues to work in Taipei, Hong Kong and now in Shanghai and Shenzhen developing professional coaches who are recognized by both the International Coach Federation and the Association for Coaching.  Barbara also became an Accredited Master Coach with the Association for Coaching!  Ginny continues to be the glue that hold Source Point Training together.  Anyone who has contact with us gets the opportunity to work with Ginny.  Through her commitment to being in service and her beyond belief operations skills, she keeps all the parts of Source Point Training moving forward.

And to all of the coaches who are a part of our professional coaching team around the world, we thank you so much for your partnership and your commitment to coaching and training the world over throughout these last 7 years.

Kelly Mobeck, who many of you have had the opportunity to work with as a coach sent her oldest son, Bradley, off to college this year. Brad has been a Source Point Training kid through the years and because of his mom’s great coaching, he could lead an outstanding team anywhere.  We know he will take these skills with him and wish him much success.

Helene Lynch, who has been one of our top Leadership Coaches, always throws a great Christmas party and this year most of the SPT team was there to celebrate with her. The stories were long and the laughter was belly aching!  We all love you, Helene!

This year we moved our Mastery of Performance Coaching training to Healdsburg so that the more mature coaching students could enjoy Barbara’s home town and some sightseeing and wine tasting – another great incentive to do your coach certification training with Source Point Training!

It is great when Barbara and Lou can find time to meet together – this year it was fortunate that they were both in Shanghai together and had the opportunity to have “fine dining” and time to catch up.

As we come to the end of 2016, we look back and reflect on how grateful we are to have the professional and personal relationships that we have shared with many of you. We wish you all the best in the year ahead – good health, peace and joy that make your heart sing!!!

Enjoy our video of highlights from 2016!

CLICK HERE – TURN YOUR SOUND ON!!

With warmest gratitude,

Happy New Year!!

Barbara, Lou and everyone at Source Point Training

 

Coaching Today’s Workforce – Part 2

BFAsia400Empowerment from Source Point Training

Welcome to the second in a 5-part series on coaching trends globally and how to create a coaching culture in your organization.  If you missed Part 1 – you can access it here.

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.

A recent survey published in September 2016 by Human Capital Research at the request of the International Coach Federation (ICF) showed some interesting results about the impact of coaching in the workplace. Not just for top executives, but for all managers and project leaders.  Coaching performance is no longer regulated to those who are “poor” performers, but to 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 and give them an incentive to develop new capabilities.

trust2-2When interviewed on the level of importance of the top Coaching Competencies recognized by ICF, on a scale of 1 to 5, the following reflects the top priorities for those being coached:

  • Establishing trust                     4.61
  • Applying ethical standards      4.51
  • Practicing active listening        4.51

The workplace today, which consists more and more of millennials and their development needs, shows us that creating a trusting environment, where managers conduct themselves with ethical standards, is very important.

The ability to establish trust is something that all professional coaches understand.  When coaching in the workplace, it is even more important.  Managers must be able to distinguish between coaching and managing.  It is important to establish clear agreements for the coaching to occur. This includes when coaching is being done versus managing the employee.  It requires confidentiality and clear guidelines with specific parameters for the coaching.

manhadonchinAll trained coaches realize that being professional and ethical is one of the top requirements.  This means that people who provide coaching within an organization must reflect in their own behaviors the performance they are coaching others to attain. They must demonstrate respect and real partnership with those they coach.

In order to coach effectively, most managers will need to be trained on reflective listening or appreciative listening.  This means that they listen from a place of neutrality and set aside their judgments or opinions about those they are coaching.  They listen deeply to what is being said and mirror back what they hear and ask questions to those they coach so they are able to reflect and think about their own behaviors and results.aadct

These 3 top criteria for coaching will assist managers and leaders to coach their teams in a way that increases trust, expands each employee’s ability to contribute and become more self-directed.

icfaIf you would like more information about how coaching can support your organization, contact us at 800-217-5660 ext. 101.

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