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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 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

 

Exploring Life – The Seasons Model

As a Capricorn, I have always felt connected to the earth – that being an earth sign.

This is why Blaine Bartlett’s Season’s Model of life is so compelling for me.  In this model, he shares that as humans we are always migrating through the sessions of life and that there is no “right” place to be.  In his book Three Dimensional Coaching, he talks about how this natural migration affects individuals, teams and organizations.   Since the beginning of time, humans have always been impacted by nature and weather, never more than now.  It is always a consistent topic of conversation.

As a coach, I work with clients to determine where they are in their life.  This model is excellent in helping people understanding what is occurring for them and perhaps why they are feeling the way they are feeling about different aspects of their life at different times.SeasonsModel600

The summer season in life is much like the season in nature.  There is a sense of confidence and movement; challenges we face are welcomed and excite us and we see ways to move forward, to build and accomplish our goals.  We have a sense of energy and courage to take risks and explore new arenas.  Just like nature, things grow and flourish with the richness of warm weather and longer days.

As autumn approaches, the days become cooler and shorter, plants begin to shrink back and prepare for the winter ahead.  As humans, the autumn of our life can mean the need to change directions in careers, or relationships.  In families, maybe the children are growing and leaving home changing the day-to-day dynamic. When we are experiencing autumn we know that changes are needed and we may have some anxiety about-facing them. Often, this is the time for people to seek coaching.

SeasonsChangesAhead300As autumn ends, we are then faced with the months of winter ahead.  People go inside, even with the holidays there tends to be more time for quiet reflection as people begin to plan their new year and think about how they want the next year to be.  Sometimes in winter we navigate a mini transition in our lives.

I have just come out of a winter phase where I had time to take an internal inventory to literally stop and examine my life, my purpose and vision and reflect and tap into my core values.  This was a time of healing and self-reflection for me and while it had its challenges, I learned to welcome it and surrender to the process.  While I have been home for the last few months, I have had the opportunity to slow down and really experience my life and my surroundings and to feel true gratitude for all that I have.

We have just come into spring; spring is about new beginnings and a time when we feel energized to experience life in so many ways.  Baseball season begins; we smell the fresh grass growing and the scent of new blossoms in our gardens.  We tend to evaluate our surroundings and determine what we want to refresh, in our homes, our careers, our clothing, etc.  It is a time when friends and acquaintances come out to get together after, in some cases, long days of in-climate weather and dark skies.  Many of us begin to have a sense of renewed purpose or a desire to set a new intention towards something we have been waiting to create.

As humans we can be in different seasons of life in different aspects of our life.  We may be approaching the autumn of our career and begin to shut down and move to winter to create the transition that will assist in designing a new identity for ourselves.  Or we may be younger and starting our first career job excited and challenged and ready to learn and grow so that if feels like summer.

To all of you, I invite you to first stop and enjoy the spring around you in nature as it is unfolding.  Ask yourselves what has opened up for you during the winter.  What are the new things you are excited to start doing?  Allow yourselves to feel alive and welcome the season as nature beautifully demonstrates for us all.  Stop and smell the roses.

Recommended read:  Three Dimensional Coaching: Moving Passion into Performance by Blaine Barlett

With warmest gratitude, Barbara Fagan

 

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 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

YOUR Journey Begins in November

Don’t miss Tuesday’s event!

Join us for a FREE Webinar to learn more about the trends in professional coaching and why this may be the next career step for YOU!

Raising the Bar on Professional Coaching

Tuesday, August 5th @ 6:00pm Pacific

Register Today!

Are you already a certified coach?  

Share this opportunity with a fellow coach who is working towards their ACC Credential with ICF and needs their 60 hours of coach training or someone who is considering becoming a coach.  

They will be glad you did!

 

If Your Life is an Advertisement, What Are You an Advertisement For?

Reflections on Oprah Winfrey’s “Last Show”

Many of us watched in amazement, wonder, and sadness as Oprah Winfrey, an icon of being in service to others, consciousness, and living your best life, conducted her final show after 25 years last week. Her messages were funny, poignant, and powerful as she summed up both her 25 years as this nation’s premier talk show host and as one of our most profound teachers.

Discover your purposeOprah challenged us to really own that life is always speaking to us and to listen for what it is saying. We are all put here to find our own ‘spark’ – what lights us up – and to share it so that we can illuminate the world. Each of us has a platform – hers was on a stage reaching millions with her message of self-love, forgiveness, and taking responsibility for your life and finding your joy.  The ultimate message was clear: Each of us has a calling, and an opportunity to make a difference in our own lives and in the lives of others. The work to be done is to get clear – if we are a walking advertisement – what are we advertising? What experiences are we creating for ourselves and others to live their truth, their authenticity, their passion and who they can be for others?

My belief is that Oprah is right – when we find our place in being in service to our own lives, we are inspired to share that message with others. “There’s a difference between thinking you deserve to be happy and knowing that you are worthy of being happy. Your being alive makes worthiness your birthright. You alone are enough.” When you consider your life – is this what you are communicating through your energy, your words, and your commitment to yourself and to others? If not, what would it take to connect with that and be about it today?

Oprah said each of us has a platform – hers was a sound stage – but you have one too with your own reach to impact the lives of others. Are you a walking advertisement for what you say is truly important as Oprah is and was over the years? What would it take for you to realize your true impact?

  1. Find your passion – what lights you up – and then take action to incorporate that into your life in a powerful way every day.
  2. Realize your importance and power – you have the ability and the call to make a difference in the lives of anyone, everyone you meet – what is the impact you want to make?
  3. Take action to be the walking advertisement of what is possible – take risks, let your purpose guide you – be willing to be messy and ‘ugly cry’ as Oprah did as well as inspire others with your life.
  4. Ask others to join you in this quest – people sometimes are just waiting for the validation an invitation generates – that you see such possibility in them and challenge them to take ownership in living their dreams now.

Who have you taken a stand for lately? Who have you invited to step into their best life – either by working with a coach through Leadership Source or inviting them to step in to become your peer and colleague by taking on professional coach’s training? What stops you from being the model for always reaching out to generate possibility for others?

My challenge to each of you is get clear what you are advertising, decide if that is what you really want to communicate, and make a choice today that honors who you are willing to be for others? Invite someone today to begin their journey of creating their best life now by joining us for Leadership Source or Fundamentals of Performance Coaching and Mastery of Performance Coaching. If not now, when?

By Tommy Ruff, Director – The Source Institute