Proposals, feedback process, and why dogs are wiser than you.
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What is the best certification or methodology for executive coaching?
Recently I was asked this question by someone who desperately wanted to be certified as an “executive coach.”
Be careful. Here are the facts.
There is not one “best coaching certification or methodology for those who work with executives,” for several reasons.
1. Executive coaching is a new approach with a short history (about 20 years) within psychology (about 100 years). The protocols that would be “certifiable” have not yet been well defined. There is no external board or established practices, as in other professions such as healthcare, finance or law. I often ask, “Who certifies the certifiers?” (And I have been certified by several coaching providers for decades.) One example of certification based on my dissertation research with global professional coaches is here.
2. The coach training industry is estimated at 53,500 global coach practitioners and over $7B in annual revenue, with 115 accredited coach training programs (ICF, 2016). The reality is that coaching certifications and silly acronyms abound. I co-developed one back in 1999, when there were only about 20 ICF accredited coach training programs.
3. There is market confusion about definitions and coaching outcomes. The result is that vendors have responded to the market confusion. A gap exists between theory and practice because executive coaching lacks rigorous measurement, evidence-based protocols and standard processes. The largest organization, the International Coaching Federation (ICF) stated “the top future obstacles for coaching are (a) untrained individuals and (b) marketplace confusion (ICF, 2016).” That survey understates the confusion. Your question illustrates the desire by many to “get certified.”
4. In any marketplace vacuum, competitors emerge. Countless colleges and universities will declare that their certification programs define standards. Be careful. That archaic model presumes that academics know best, and we are increasingly aware of disruption in the marketplace. I like academics. My dissertation explored the competitive advantage of coaching protocols, using global professional coaches. As the “coaching profession” develops momentum, I encourage you to study the practical market demands for coaching protocols. You may want to be cautious. “The top future opportunities for coaching are (a) increased awareness of the benefits of coaching, and (b) credible data on ROI/ROE/outcomes (ICF, 2016)”. In short, we need to define protocols for outcome-based coaching, including useful certification programs.
5. Certification programs exist. I favor the ROI methodology described at the ROI Institute, and a 2-level executive coaching certification process. Last week the co-founder, Patti Phillips, and I discussed certification programs that moved beyond knowledge to practical demonstrations of mastery. She encouraged me to focus on practical applications. (Disclosure: I trademarked the AD-FIT coaching protocol when some F500 clients asked “How do you operationalize what works?” Those details are at Products Archive – Action Learning (https://actionlearnin.wpengine.com/products/) and throughout this website. The fact is that “Many professional consultants or coaches do not adhere to evidence-based protocols (Foster & Auerbach, 2015; MacKie, 2014. Citation sources available upon request.)
6. Organizational clients may design their own executive coaching certification programs. They are cost-effective and foster cultural expectations. (Disclosure: I also serve as an engagement manager and executive coach at CoachSource | Executive Coaching Excellence (http://coachsource.com/), the largest global provider of executive coaching.) Those internal coaching certification programs are customized internally, with expertise from coaches like me, for specific business outcomes that are proprietary.
Bottom line: Certification for executive coaching implies a mature profession with protocols that satisfy a market demand.
If useful, please contact me here. I’d love to discuss your interest in executive coaching certification programs.
All the best, Doug
How Can Positive Psychology Help You Be A Better Leader?
You may have heard about Positive Psychology. But, you may not know “What it is? Why does it matter to you? How can it help you or your team?”
Here are some quick answers and 5 riveting videos for you to share.
1. Let’s start with “What is Positive Psychology?”
In simple terms, it is the art and science of well-being. Think of you “at your best.” Maximizing your strengths. Asking, “What would make my life more meaningful” or “How can my team flourish?”
2. Why does it matter to you?
Here are some of the benefits of Positive Psychology:
- Enhanced individual and organization learning
- Improved social relationships
- Better workplace performance and productivity
- Enhanced problem solving and creativity
- Increased job satisfaction
(Fredrickson, 1998E; Lyubomirsky, King, & Diener, 2005)
3. Now, how can it help you or your team?
Positive Psychology is a vast science with countless applications. The most inclusive model to describe well-being is called PERMA.
The PERMA Model was developed by my favorite psychologist, Martin Seligman. (We have met twice and discussed my research on positive psychology coaching.) I strongly recommend his seminal 2011 book, “Flourish”.
“PERMA” stands for the five essential elements that contribute to individual or team well-being. These are:
1. Positive Emotion (P)
For us to experience well-being, we need positive emotion in our lives. Any positive emotion such as gratitude, satisfaction, hope, curiosity, or love falls into this category. We each have subjective experiences of positive emotions.
I made a short video on Positive Emotion (P) for you. You can watch it here.
2. Engagement (E)
When we’re truly engaged in a situation, task, or project, we experience a state of flow. Time seems to stop, we lose our sense of self. We concentrate intensely on the present. We excel at challenging tasks. You can increase engagement for yourself and your team.
I made a short video on Engagement (E). You can watch it here.
3. Positive Relationships (R)
Humans are social beings and good relationships are core to our well-being. You can develop meaningful, positive relationships with others. We can measure fMRI images that describe the quality of your relationships. We can develop better relationships and accelerate behavioral or performance outcomes. (That was my dissertation research.) Curious about the details?
I made a short video on Positive Relationships (R). You can watch it here.
4. Meaning (M)
Meaning results when we serve a cause bigger than ourselves. Your meaningful outcome may be quantitative (e.g., earn $100k/year or give away 15% of earnings per year). Your meaningful outcome may be qualitative (e.g., care for your loved ones or serve humanity in some way.) We all need meaning in our lives to develop well-being.
I made a short video on Meaning (M) for you. You can watch it here.
5. Accomplishment/Achievement (A)
Many of us strive to master a skill, achieve a goal, or win some competitive event. Achievement defines us. Or not. Accomplishment is another element that contributes to our ability to flourish.
For specific details, I made a short video on Accomplishment/Achievement (A). You can watch it here.
Now that you understand the PERMA model, I hope you will use it to increase your well-being and help your teams flourish.
P.S. Let me know how you are flourishing?
P.P.S. Let me know if you like this long-form email or if you prefer the shorter ones?
Action leads to learning. What are you waiting for?
To contact Doug Gray, CEO, PCC, call 615.236.1892 or contact us here. Today.
What Is More Important For A Leader – Identity or Reputation?
Before you answer my question, let’s define both “identity” and “reputation”.
Identity: is how you see yourself.
Reputation: is how others see you.
Now, back to the question: What do you think is more important for a leader – Identity or Reputation?
Pick one before you read ahead or watch this video clip.
Here are some interesting facts regarding identity and reputation:
Identity:
- Self-awareness is inflated and inaccurate.
- Self-ratings of performance underestimate our capabilities.
- Less predictive of career success than feedback from others.
Reputation:
- Other-awareness is variable and biased.
- Based on what others think I do or say.
- More predictive of future performance than self-ratings.
So, what’s more important? The answer to my opening question is Reputation.
That may seem counterintuitive. Executive presence is defined by reputation, NOT self-identity. Let me explain this with a short video.
P.S. What do you think is more important for a leader – Identity or Reputation? Reply to this email. I would love to know your thoughts on it.
Action leads to learning. What are you waiting for?
To contact Doug Gray, CEO, PCC, call 615.236.1892 or contact us here. Today.
Positive Psychology Coaching Protocols: Introducing the AD-FIT% Model TM
Protocols abound in finance for security and risk mitigation. Thankfully.
Protocols abound in healthcare for efficacy and efficiency. Thankfully.
Protocols are not yet adopted by coaches, but they need to be adopted ASAP.
For details on my dissertation research of global executive coaching and leader outcomes, using positive psychology protocols, contact us here. For certification programs using the AD-FIT coaching protocols, see the products for internal managers here, see the products for external coaches and consultants here.
We trademarked the following model because our clients asked us, “What works?”
Positive Psychology Coaching Protocols:
The AD-FITTM Model
Assess coachee’s signature strengths:
___________________________
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Assess Mindset: To what extent is the leader/ coachee willing to change?
(Fixed mindset 0-20%, 20-40%, 60-80%, 80-100% growth mindset)
Define a meaningful goal or outcome for the leader/ coachee. (A measurable performance or behavior)
Focus on the leader/ coachee’s agenda. (“I’m a little concerned about…”)
Intervention or possible action for the leader/ coachee. (“Have you considered…”)
Takeaways or next step for the leader/ coachee. (Model accountability and change.)
% of adherence to this model? (0-20%, 20-40%, 60-80%, 80-100%)
Understanding of Positive Psychology Coaching (PPC) protocols:
Introduction to Positive Psychology
Positive Psychology (PP) may be operationally defined as the science of well-being and optimal functioning. The phrase “positive psychology” was coined by Maslow (1954) and is rooted in humanistic psychology. Recent research in PP has defined five clusters of scientific findings, the PERMA model, that describe positive emotions, engagement, relationships, meaning, and accomplishments (Seligman, 2011). The construct of signature strengths can be assessed using the Values in Action (VIA-72) questionnaire (Seligman & Peterson, 2011). The construct of Psychological Capital (PsyCap) can be defined as a dynamic, higher-order construct comprised of hope, efficacy, resilience and optimism (Luthans, Youssef-Morgan & Avolio, 2015).
Introduction to Positive Psychology Coaching
This Positive Psychology Coaching (PPC) program was designed in response to a perceived need for development of business leaders actively engaged in professional coaching. The confidential relationship between coaches and coachees will be maintained throughout this research. Autonomy and mastery are critical aspects of professional coaching relationships, and will be maintained throughout this research.
The goals of this PPC program include: (a) assessing and developing individual character strengths using validated strengths-based assessments, (b) adhering to a structured evidence-based protocol for positive psychology coaching, (c) developing a strengths-based goal attainment process customized for each leader (coachee), (d) measuring Goal Attainment Scaling (GAS) by evaluating adherence to three goals that are personally meaningful and relate to business outcomes for the leader (coachee), (e) modeling action planning and accountability in each coaching session by evaluating adherence to the coaching protocols, (f) quantitatively and qualitatively measuring the effect of positive psychology coaching on coachee outcomes.
Coaching engagement goals
The goals for each coaching engagement will be defined by each client (coachee) and customized with their professional coach. Each coachee will be encouraged to define three goals that are personally meaningful, relate to business outcomes, and can be measured using the goal attainment scale (GAS). Representative examples of coaching engagement goals may include (a) driving retention and organizational performance through tactical execution, (b) developing strategic thinking and planning, (c) developing leadership capability in key areas to leader success, (d) aligning and integrating current role with desired future role, (e) developing executive presence, (f) aligning operations with other business sectors to drive shared accountability and measurable impact on business outcomes.
Coaching engagement outcomes
The outcomes of each coaching engagement are typically described by knowledge, skills and abilities (KSAs.) Examples of knowledge outcomes for the coaching engagement may include (a) aligning the leader’s role with organizational vision, mission, and values, (b) defining how the leader’s role expectations affect collaboration with others, (c) understanding the strengths and values that describe each leader “at their best” and incorporating those strengths into regular vocabulary, and (d) defining key actions essential to reinforce business outcomes.
Examples of the skills outcomes of the coaching engagement may include (a) building capacity to manage resources and the productivity of others, (b) developing strategies for managing energy and time to improve productivity, (c) communicating the leader’s vision and key messages in an impactful manner, (d) developing skills in written messaging that focus on strength-based leadership, (e) modeling self-awareness by incorporating signature strengths into leadership and management activities, (f) applying conflict resolution skills to reach mutually beneficial and positive outcomes, (g) demonstrating effective active listening skills, (h) accurately reading a situation and projecting confidence, decisiveness, assertiveness and poise under pressure, (i) modeling collaborative leadership skills by creating actions plans that include partnering with other leaders, supporting performance goals, building key alliances, and implementing business outcomes.
Examples of the abilities outcomes of the coaching engagement may include (a) fostering innovation, (b) directing initiatives that build alliances and mutual respect, (c) communicating across business sectors by translating key messages between different groups, (d) leading alignment with others using strategic thinking, (e) enhancing problem solving ability to approach common issues/concerns with extraordinary thinking to foster innovation.
Possible activities for PPC engagements
The following list of evidence-based activities is a descriptive resource and is not intended to be prescriptive for any professional coaching or consulting engagement.
- Encourage your coachee to take a validated assessment such as the Values in Action (VIA-72) assessment or the Psychological Capital (PSQ-12) assessment
- Conduct a strengths-based interview of your coachee using results from the Values in Action (VIA-72) assessment
- Conduct a strengths-based interview of your coachee using results from the Psychological Capital (PSQ-12) assessment
- Encourage your coachee to describe their best leadership story (“At my best story”) using results from a validated positive psychology assessment
- Encourage your coachee to determine three performance or behavioral goals, that are personally meaningful, that relate to business outcomes
- Measure achievement of those three business-related goals using the goal attainment scale (GAS)
- Encourage your coachee to develop a gratitude journal
- Encourage your coachee to document “Three Good Things” for a day or a week, and note any contributing variables or patterns
- Invite your coachee to practice multiple acts of kindness toward others, especially within 24 hours
- Conduct a Best Future Self activity or guided meditation activity
- Encourage your coachee to document the quantity and quality of physical activity, emotional shifts and cognitive energy, for at least 24 hours
My bias/ The bottom line:
The art and science of professional coaching requires that professional coaches adhere to the AD-FITTM protocol model.
See details in the products section.
For details on assessment, interventions, certification, training, or research contact us today.
Invitation to join the Positive Organizational Leadership Project
TO: Positive Psychology practitioners/ leaders/ consultants
FR: Doug Gray, doug@action-learning.com
RE: The Positive Organizational Leadership Project (POLP)
Goal:
Invite practitioners/ leaders/ consultants to share digital stories of HOW they are applying Positive Psychology individually and organizationally.
Assumptions:
- Leaders practice leadership. We can all be better leaders.
- We can leverage technology and our communities.
- Relationships matter. When we model relationships that matter, then we increase awareness and learning.
Background:
After attending the International Positive Psychology Association conference in Montreal, Canada, in July, 2017 one theme stood clear. Marketing and branding for practitioners using positive psychology is NOT well defined. Market confusion abounds. This Positive Organizational Leadership Project emerged as one initiative to help practitioners share HOW they serve clients in our global marketplace. Join us?
Process:
(a) share this invitation broadly, (b) schedule a 30-minute session with Doug Gray here or at https://actionlearnin.wpengine.com/ (c) receive Time Trade confirmation with calendar link (d) encourage participants to write responses to the 5-7 questions below and email them to doug@action-learning.com 24 hours prior to our scheduled call so that we can each be well prepared, (e) download https://zoom.us/ software and familiarize yourself with software on YouTube, (f) at the scheduled time, record 5-10 minutes of video session using https://zoom.us/j/3432485703 (g) send MP4 recording to practitioners for their distribution, (h) post on https://www.youtube.com/user/dgrayful/videos channel with invitation to be included in the project.
Possible questions:
- Self-introduction: Who are you, what do you do, where are you located, do you have a website or invitation to share with others?
- Self- awareness: If you have taken the assessment at https://www.viacharacter.org/www/, what are your top 5 signature strengths? How would you describe yourself, at your best, using those top 5 signature strengths? (FYI, my top signature strengths are creativity, hope, perspective, honesty, zest.)
- Definition: One common definition of positive psychology is the science and practicing of flourishing or thriving… how do you typically define positive psychology?
- What attracts you to the science or practice of positive psychology?
- Clients: Who do you typically serve in your PP consulting work? Please share 2-3 examples/ case studies/ successful interventions or client experiences.
- Trends: What trends or market opportunities do you see in the future for positive psychology consulting?
- Referrals: Who else can you refer me to who (a) is a Positive Psychology consultant and (b) might be willing to be interviewed in this project?
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