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It’s all about choices and commitment

“Growth – It’s not about time or circumstances; It’s all about choices and commitment”

Growth, more specifically “personal growth/development”, is a term that has been around for quite a while.  Wikipedia has a great definition for Personal Development:shaking hands

Activities that improve awareness and identity, develop talents and potential, build human capital and facilitate employability, enhance quality of life and contribute to the realization of dreams and aspirations.

Those who have either dipped their toe into the water of personal growth or have jumped into the deep end of the pool all know one constant about “personal growth” – it is a lifelong journey.

Many people who work with coaches are looking for personal and professional growth.  And as we all know, life has a way of sending us “growth” opportunities all the time.  A coach challenges circumstance/events in our life, whether it’s going beyond our comfort zone in taking on a new position or project or challenges in our relationships.

issuesWhile it may be a “circumstance” that presents our next growth opportunity, growth has nothing to do with the circumstance itself.  It is about our choice(s) in the midst of the circumstance and the choices we make as we move through a situation.

When coaching clients we help them to move from reacting to responding.  If we pause, take a breath, and then choose to respond, we empower ourselves to more clearly examine the event or circumstance we are facing.  Most importantly we take ownership on finding a solution rather than playing the “blame game”.  This is where the growth opportunity lies.

By looking neutrally and honestly at our role in the event and using the following Accountability Module we can learn from any situation to help improve all of our results.

STOP – Get yourself grounded and neutral.  Being neutral in the moment can be challenging; and it is yet another important choice you have the opportunity to make.

LOOK – Consider the following reflection questions:

  • What was your attitude prior to the event/circumstance occurring?
  • What were you assuming?
  • What were you unconscious of or not paying attention to?
  • What were you in denial of prior to the event/circumstance occurring?
  • What might you be avoiding (not saying or not doing)?

CHOOSE – What other choices were available?  Do I want to continue to create and re-create similar events/circumstances?  What else is possible with different choices?

DECLARE – Declare (write it down or tell someone else) what you are declaring to do differently next time and what you will do to resolve the current event?

ACTION – Take committed action!  Bring your declaration to fruition!

MOVE ON – AND CLAIM THE LEARNING!!

Having a coach to assist you in navigating through these lessons can be very helpful.  A coach is a partner who is outside the “picture frame” of how we see things.  By looking in as an objective observer, they can assist in opening even greater possibilities that we alone are unable to see.

The coach/client relationship is a powerful force and a highly effective resource to you in your personal or professional development.  Top leadership in many organizations today are realizing what is possible through coaching and how it benefits their organizations.  In a recent study conducted jointly by the International Coach Federation and the Human Capital Institute, 27% of surveyed companies are using internal coaches and 72% plan to increase their use of internal coaches in the future.

If you or your organization are considering developing this valuable leadership skill, please contact us to learn more about  Fundamentals and Mastery of Performance Coaching.  Our next session begins February 19-21 and space is limited to 12 participants.  So choose to take action now and contact me via email at [email protected] or 800-217-5660 ext. 101.  If you know someone you think would make a great coach, feel free to forward this email to them with your invitation to check it out!

Warmest wishes, Ginny

 

The Leadership Advantage – Managers as Coaches in High Tech Environments

PERFORMANCE COACH TRAINING

THE LEADERSHIP ADVANTAGE

Coach Training for Professionals in Fast-Paced, High-Tech Environments!

Many industries today lack a sufficient supply of leaders prepared to lead in fast changing, technical environments according to the recent Global Leadership Forecast 2014/2015 Report.

The report goes on to recommend organizations provide acceleration programs for leaders in their leadership pipeline and provide coaching, mentorship and networking opportunities to develop up a leadership pool within their organizations.  At Source Point Training, we see many individuals choosing to gain these skills through our Fundamentals and Mastery of Performance Coaching certification training as they look to move up into leadership roles within their organizations.  Knowing how to communicate in a way that people respond, the ability to enroll others in a project so they see their role clearly – these are the skills of coaching. Effective communication, accountability, empathy, teamwork, leading with purpose and vision, and seeing beyond the technology are critical competencies for those looking to advance in high-tech environments.

Join us for a FREE Live Webinar Event with Master Coach Barbara Fagan

to learn how the skills of coaching will set you apart from other leaders

and make your job much easier and fulfilling each day.

Wednesday, August 5 @ 6:00pm Pacific

Register Today!

invest300Professional Coach Training is one of the best strategic investments you can make.  Companies like Google, Intel, and NASA realize that the new generation of talent is looking for guidance and the opportunity to share their ideas and contribute to new ways of doing business.  Managers as coaches learn to empower their teams to take more responsibility and build greater confidence.

Source Point Training offers an ICF approved curriculum that has been delivered over the last 12 years in the US, Mexico and Asia that assures you will develop the coaching skills to empower your teams to create winning results.point200

To learn more, please contact Ginny Carter, Administrative Director, at 800-217-5660 ext. 101 or email to [email protected]

 

5 Key Coaching Skills for IT Professionals

With Big Data growing at the rate of 800% over next 5 years and the exiting of Boomers in business to Millennials, there is an increased need for IT managers to coach teams to deal with a rapidly changing technology landscape and to implement strategies that will exceed customer expectations.

ComputersIT professionals are faced with increased demand for rapid responses – zero defects and cost containment.  They must know how to enroll customers and users, who unlike themselves, do not understand the technology they are using.  They must enroll IT teams in dealing with major IT change initiatives and develop ways to coordinate major projects that have many interdependencies and requires collaboration and coordination.

Source Point Training has provided coach training for professionals for over 12 years. We understand that in today’s environment, coaching is a skill that can accelerate the professional growth and development and career enhancement that leads to success.

 

5 Coaching Skills to Assist You in Moving Your IT Projects and Teams Forward

  1. The Art of Enrollment – Know how to enroll your team in a way that they understand the value of a project or its changes to create alignment.  Many IT professionals would be happy if they did not need to talk to users or customers.  Coaching your team to enroll others will make their job a lot easier.  Enrollment means being able to connect and relate to others then align on what is needed and inquire to really understand what others want. Lastly, to be able to confidently share how they will support the users or customers expectations and what action will be taken.ITmeeting
  2. Speak so People Will Listen – Learn to listen and speak the language of your customers and users and they will be more interested in hearing what you have to say.  Many people really do not know how to listen  – they wait to talk or share their point of view.  When we listen deeply, then we can respond to others in a way that builds trust and better working relationships.  Coaching team members these valuable listening skills will greatly reduce the emotional stress that is tied to many IT issues.
  3. Practice Style Flexing – There are many different personality styles, cultures and generations working together in today’s IT environment.  Take time to invest in learning different styles and coach teams to practice flexing their style to meet and match that of another.  When we can relate through our preferred preference of communicating and thinking, productivity will improve because of better understanding and relationship.
  4. Welcome Conflict – Coach IT teams to be willing to have a difficult conversation in order to clear up conflicts. When people are coached to deal with conflict effectively, then there is less conflict.  Dealing with conflict means they must be willing to put aside their “story” of a situation and be willing to see another perspective. Teams must be coached to look at ways to reconcile and reach alignment and be open to seeing new options and perspectives.
  5. Look Accountably at All Results – IT professionals deal in data and seldom see grey areas.  Coaching teams to look at all results from a place of neutrality will assist them in discovering more choices and options in order to prevent problems in the future.  This requires the time to sit down and take a look before moving forward.  IT jobs have a great demand on time and resources.  However, by coaching your team to take this time to stop and look at what worked and what did not work on a project, they will be better equipped in the future.

Source Point Training’s Fundamentals and Mastery of Performance Coaching is a proven coach-training curriculum approved by the International Coach Federation (ICF) that covers these coaching skills and so many more.  Learn to lead and coach your team to new levels and to experience more success personally by coaching others to win.

Contact us today at 800-217-5660 ext. 101 to learn more and join us for our upcoming webinar for IT professionals – details below.  Our next sessions begins October 16-18 in Phoenix, AZ.  Class is limited to 12 to provide for a high level of support and mentorship throughout the process from both myself and our faculty team.

Warmest wishes, Barbara

Join us for this Live Webinar Event with Master Coach Barbara Fagan to learn how the skills of coaching will set you apart from other IT leaders and make your job easier and more fulfilling each day.

Wednesday, August 5 @ 6:00pm Pacific

Register Here Today!

 

Becoming a Coach – The In-Demand “Soft Skill”

FUNDAMENTALS AND MASTERY OF PERFORMANCE COACHING
ICF Approved Coach Certification Training

No longer solely for those wanting to open a Coaching Business!

The coaching profession is growing rapidly with high demands for independent business coaches as well as internal coaches employed within organizations.

successchartToday, gaining the skills of a coach isn’t solely about opening a coaching business. Many organizations are now realizing the importance of “soft skills” as a high priority equal to trade or academic knowledge.  These skills are now seen as strategic capabilities. Businesses today must focus on creating relationships in all areas of the business which means a values-driven culture, great communication skills and the ability to collaborate and share ideas effectively.

The principles of Source Point Training have been coaching for over 25 years and have trained and certified professional coaches  recognized by the International Coaching Federation for 14 years.  Never before has the demand for coaching been higher and is now seen as a key leadership skill.

Source Point Training is not a “cookie-cutter” training organization.  Our Fundamentals and Mastery of Performance Coach Training curriculum provides a 141 ICF Approved CCEs and is designed in an way that also evokes highly impactful personal growth for each participant.

Here’s what makes us unique and a step above most other coaching schools:

Barbara Fagan, International Master Coach and Facilitator with over 25 years of coaching experience and an unparalleled passion for training coaches

An ontological coaching model that is both taught and experienced through the training process creating self awareness and personal growth

Introduction to Neuro-linguistics Programming (NLP) as a powerful coaching communication tool

Introduction to Emergenetics® Profile, one of the newest scientific assessment tools for understanding thinking and behavior preferences

A plan to launch your business platform or integrate coaching skills into your current environment

This year’s class will be limited to only 12 participants.  Call us today and set up an interview to see how coaching may be your next step to greater success.embassytempe

WHEN:    Training begins October 16-18, 2015

WHERE:  Embassy Suites Tempe – Phoenix, AZ

To learn more about becoming a Certified Professional Performance Coach and to request your interview time, contact us at 800-217-5660 ext. 101.

Warmest wishes, Barbara

 

THE IMPACT OF PERSONAL GROWTH ON INNOVATION

This week, Source Point Training launches Open Enrollment for the next Fundamentals and Mastery of Performance Coaching.  The increase in demand for coaching continues to grow.  More and more business leaders are realizing the impact coaching can have on their organizations and moving towards embracing a coaching culture as a way of being in business and serving their employees and their customers.

treehandsPart of this steadily increasing interest from within the business community is the realization, especially with the growing millennial population, that developing the “whole person” is what most positively opens the space for innovation and impact to  their bottom line.  For so long, businesses have been investing in “professional development” focused on specific “hard skills” training and traditional “management development”.  Today, progressive organizations see that it must be a combination of professional AND personal development.

Below are a few excerpts from a great article written by Geoffrey James, Contributing Editor for Inc.com, that highlights that innovation comes from personal growth of an organization’s employees and the 4 key ways an organization can nurture the personal growth of employees.  You can read the full article here:

1.    Create a community; not a machine.  I’ve sometimes heard leaders proudly describe their organization as “well-oiled machine.”  When leaders think of organizations as machines, they inevitably dehumanize employees either as cogs in that machine or “resources” that the machine must chew up and spit out in order to keep itself running. When leaders visualize an organization as a community of individuals it sets a completely different tone. It unleashes a flood of enthusiasm and energy. Employees feel free to grow into new roles in order to help the entire community to succeed.goofy

2.    Balance overtime with “undertime”.  Today’s pace of change is so rapidthat it sometimes feels like you’ve got to run as fast as you can just to stay in the same place, let alone get ahead of everyone else. Because there’s never time to relax, you burn out before you get anywhere.  It’s true that you’ll sometimes need to work overtime to meet deadlines or ship dates. To give yourself (and everyone else) a chance to grow, you also need to work “undertime” which means, well, goofing off.

3.    Provide training on life skills.  Many leaders consider training to be an expense. What’s worse, such leaders think training should be limited to job skills.  In fact, a company’s ability to take full advantage of good times as well as cope with the bad times requires employees with strong life skills: overcoming fear, managing emotions, building empathy, better communication, etc.  While training on job skills is important, training life skills can create those breakthrough moments where people transcend their limitations and grow into the person they need to be to move to the next level.

4.    Commit to your own personal growth.  When your company grows, the leaders either grow or are left behind. Executives who fail to grow get stuck in one job.  Successful entrepreneurs and executives are lifelong learners. They devour new information, seek new perspectives, challenge themselves to become the best they can be. [Personal growth] comes from spending time and energy on yourself. It comes from developing the courage to let go of who you think you are and instead transform yourself into someone better.

Organizations that see the value in supporting both the personal and professional growth of their employees are the organizations who are actively:

– Contracting outside certified coaches
– Hiring Internal Coaches
– Bringing in a coach training curriculum to promote coaching as a new approach to old school management

If you are interested in becoming a certified coach with an ICF Approved organization or feel your organization would like to learn more about infusing a coaching culture as part of their Training & Development focus, give Ginny Carter, Administrative Director, a call to learn more, 800-217-5660.  Check Our Website for more information about Fundamentals and Mastery of Performance Coaching and our next  dates.

Warmest wishes, Barbara

 

Learn to Manage Expectations

OVER COMMITTING LEADS TO OVERWHELM AND STRESS
LEARN TO MANAGE EXPECTATIONS

ToDoToo often I hear from the people I coach that they are “overwhelmed” and do not feel they are getting anywhere. They constantly get lost and off track because they have too many priorities. Sounds like you?

It can be challenging in today’s 24/7 environment where multi-tasking is the norm to stay focused and keep your eye on what is really important. Many of us can feel we are run by our e-mails and not by our objectives and goals.

Here are some coaching tools that I use with many clients who are in this situation of feeling over whelmed and overly stressed.

Get clear on your Key Focus each week and set reasonable targets. Look at your schedule and identify specifically those things that are important (but not urgent). Things that will keep you current and up to date each week.

Look at specific projects you want to focus on each week and evaluate how much time they will take.

Be able to look objectively at what really must get done in order to produce the outcomes you want. Use the 80:20 rule (80 percent of your outcomes come from 20 percent of your inputs). What tasks will create the greatest impact? Many times people talk about being productive, but they do not think about what will produce the greatest outcome.

Begin each day first by evaluating what you want to accomplish (results) by the end of the day and then update your “to-do” list.

Set aside specific time each day to check your e-mail. Checking e-mail can be habit forming and a great time waster. Scheduling it on regular intervals will increase efficiency and focus.

Lean to say no. When people approach you to take on something that is not involved with your key area of focus – learn to assess the real importance. If necessary, renegotiate a deadline that you can confidently meet.

Always spend time each week developing your relationships, this includes both work and at home. People want more balance between work and home but seldom stop to plan how they will create that balance each week.

At the end of each day, take time to acknowledge all that you did accomplish.CoreValuesTree

Last, but not least, always align how you spend your time with your life values. First, know what they are; health, spirituality, education, relationship. Learn to live aligned with your values by spending time each week living these values and you will experience less overwhelm and a great deal more harmony in your life.

Warmest wishes, Barbara

Creating A Winning Team!

DUKE UNIVERSITY GETS NCAA CHAMPIONSHIP
AND
COACH K GETS HIS 4th NATIONAL WIN

Harvard Business Review recently published a story about coaching millennials written by Karie Willyerd of Success Factors an SAP Company. In it, sheHill gave an example of a young basketball player who showed up to play at an important college basketball game on a fabled rival’s court and had forgotten his shoes. At the next practice, he had expected from his coach a chewing out for not having his head in the game; but instead, there was an ice cream sundae party and another practice to help the team recover from the humiliation of their loss. That “kid” was Hall of Famer Grant Hill who told this story and his coach was Mike Krzyzewski of Duke University – known as Coach K and winner of over 1,000 games including a 1992 Olympic Gold medal and this week the 2015 NCAA Championship.

CoachK190Coach K focused not on defeat but on team building and getting the heads of young players ready for the next game. This week, Coach K demonstrated again the value of focusing on what is working and having the team play together by inspiring them to a vision of success and combining all their strengths to play their best.

As a coach, I recognize the importance of having a coach in any area of life. Today’s organizations are filled with Millennials (Gen-Y), the largest generation of workers since the Baby Boomers, and they have very specific needs in order to play their best game. We must learn to coach them in a way that works for their generation, who were raised on values around contribution and helping people not organizations. They want feedback and they want to be coached by people who understand success. They don’t
want to be “told” what to do; they want to be shown and inspired.GenY

The growth of Professional Coaching is an indicator of what today’s workforce is looking for in this way of leading and guiding people. Coaching is about co-creating a partnership that supports people in achieving their goals. Coaching increases self-awareness and confidence by identifying resources available and practices designed to achieve success.

Today, Source Point Training is working with many organizations who are learning to train managers as coaches. By creating a coaching culture at every level of the organization, they are inspiring and challenging people to continue to find ways to up their game!

Contact us to find out how to have a Leadership Coaching Skills for Managers training for your team today!!!

Warmest wishes, Barbara

 

Spring Training Starts Now!

BBallAs Spring opens its door to us – well maybe on the East Coast of the US just a crack – we begin to become more energetic; and looking at the months ahead, we begin to examine what is on our list of things to do.  It is the start of the baseball season, planning family vacations and those wonderful “honey-do” lists and projects.

For graduating college students, this is the time to prepare for the all-important “career” interview.  Colleges all over the US will be graduating what will become the next generation’s workforce.  Last year showed 7% increase in college hires and this year an even greater increase projected of almost 20% growth in college hires according to a recent survey conducted by Michigan State University.  What is driving this growth?  Explosive growth in telecommunication companies, motion picture and entertainment companies, financial and insurance companies and consulting services are the sectors of business providing double-digit growth for hiring college graduates.

Even with this demand, there are still things that all job seekers must do in order to secure that job.  Parents, family members and new college graduates – here are the best tips identified for achieving success in your job search and working with recruiters to land that job.

BpeopleToday’s millennials thrive in a less structured, informal work environment but that does not mean anything goes.  Lee Caraher CEO and owner of Double Forte, a leading communications firm based in San Francisco, recently wrote in her best-selling book, Millennials and Management – The Essential Guide to Making It Work at Work, “Business casual means that jeans are welcome as long as they are clean and cover your privates and they don’t have holes, frays or are cut/ hang so low that your tattoos or underwear shows.” That’s telling it like it is!

I had an opportunity to coach Lee when she was in her 20’s and a young account executive at a successful marketing communications firm.  Today, she is taking the lead by coaching her team of millennials to success.

Other best practices advice from Lee and others who are adept in working with the millennials include:

Work on your resume and cover letter – no typos or grammar errors.  Take advantage of Career Centers.

Your interview starts the moment you enter the door – even if you are waiting in a conference room for 60 minutes.Four different poses of one woman waiting for interview. =

Don’t bring coffee cups or water bottles or gum to your interview.
Research the company you will be interviewing with and learn about their culture. What has them be successful?

Get clear about your purpose for interviewing with this company and what do you want to know.

Have reasonable expectations when it comes to salary.  Find out what other grads are making in your business sector.  Be willing to pay your dues. While you have a college degree, experience is key.

Speak clearly and enunciate.  Use complete sentences.  Don’t end every
sentence with a question mark.Bthankyou

Turn off your cell phone.

Follow up with a Thank you – ALWAYS!

There are many opportunities out there, but there will always be standards in an organization for the type of employee they will select to represent their company and become a part of their team.

Warmest wishes, Barbara

 

Empowerment

annaulreviewSometimes, employees can feel like they are shooting in the dark – or blind folded – and not able to truly see or understand what is expected of them.  This time of year, managers across organizations are beginning to prepare performance reviews for people on their teams.  If, as a leader, you have consistently given feedback to those you work with, then the review process is very easy and can be something both parties look forward to.  If you are the type of manger that can’t “find the time” to talk to your team members to give constructive feedback, or you feel uncomfortable having a “difficult conversation”, then this time of year can be very painful and one that you find yourself avoiding.

Through the years of coaching, I have worked with many leaders and managers coaching them on how to have a strong performance review conversation with members on their team.  Most are unsettled and unsure how to share their observations in a constructive way.  Today’s millennium workforce wants constructive feedback; however, many are hesitant to ask for it and many managers avoid it, so you can see why a large number of employees might feel like they are throwing darts in the dark.dart

Here are some easy ways to prepare for a powerful performance review that embraces coaching skills and all employees will appreciate this fresh approach.

Set up a specific time when you will be delivering the review. Make an appointment where there will be no distractions.  This shows respect for the people on your team and their time.

Ask your team member to reflect on the last year and to come to the meeting with the following:

Their greatest achievements

What they want coaching on to improve

What new goals they have for the year

Consider the person you are talking to – what is their interpersonal style?

Driver – deliver the bottom line

Expressive – let them know that you have seen what they have accomplished

Amiable – let them know how they have supported the team

Analytic – tell them the specific results they have achieved in the last year

Approach the review process as a Coach.  Recognize that everyone wants to improve at some level.  How have you set up the game?  Do the people on your team understand the company’s strategic goals and how their roles influence achieving these goals? This is a great starting point.

Ask more questions and listen. Respond by letting them know you hear what they are saying, not just waiting to tell them what you want them to know.

ticketTake time to cover their performance review.  Spend more time at the end asking them what they want coaching on.

Lay out a plan on how you will work together to coach them in the areas they want more responsibility or skill development.

Begin to manage your time in the year ahead to have informal sessions, checking in or time spent mentoring.

Next year will go a LOT easier.

Warmest wishes, Barbara

 

Emergenetics – personal development tool

emergeneticsLogoEmergenetics®  is a new personal development instrument that focuses on each individual’s “thinking preferences” and “behavioral preferences”.  We at Source Point Training have chosen to include the Emergenetics® tool throughout our training programs because it stands out from other instruments on the market today by looking at a person’s genetic predisposition coupled with the emergence of life experiences.  Emergenetics® measures against the population-at-large which makes it statistically more viable than the average psychometric instrument that simply measures and then quantifies an individual’s responses against a theoretical right or wrong answer.

Source Point Training is now able to offer individuals the opportunity to take the Emergenetics® Questionnaire and receive their personal Emergenetics® Profile and Narrative Report.  If you are interested, simply email your request for an Emergenetics® Profile to [email protected].  The cost is $350 and includes a 1-hr debrief call to review your unique Profile results.