Friday, August 31, 2012

Time for a check-up

September is Self-Improvement Month. It is a time of evaluation…and ultimately of making a few tweaks to how things currently run so you may live up to your full potential. Consider it a nine-month check-up of sorts. Perhaps you set some goals for yourself earlier this year—where are you on those? What changes can you make to get you closer to those goals? Should you consider a new course of action? Spend some time considering that this month and you will be well on your way to self-improvement.

Thursday, August 30, 2012

Resilience Dilemmas

Below is part of an occasional blog series highlighting the Catalysts and sessions of ICF Global 2012.

Jenny Campbell, PCC
Whilst I am kicking off the lifetimeswork research into Team Resilience (and it impact on Organisational Resilience), I am struck by how little there is of academic research in the field. There is of much  on ‘operational resilience’ such as robustness in IT, Finance, Health & Safety, and in critical processes. But little on what is classed as ‘strategic resilience’, the capability of an organisation to be adaptable, proactively turn threats & opportunities into positives, avoiding crisis in fact.

In such critical times, where there is not the expected but the unexpected, where there is little clarity and only ambiguity, it is not possible for organisations to create robustness in their strategy and direction. In fact the opposite seems to be happening, there is so much change that people are really battle weary and many seem to have lost perspective. A dangerous state for organisational resilience.

Anne Archer
I cannot be more passionate about the lifetimeswork research that I invite you to learn and lean into. Together I think coaches could make a massive difference in our world, helping build a ‘resilience forward’ capability in organisations. I have a lot of the specifics in my earlier research around leaders’ personal resilience.(1) But we do not yet have clear specifics on organisational strategic resilience. We do have indications that the top team is the most critical factor, hence our Team Resilience research consortium.

So I’m wondering who else is wondering about this. Jump into the stream! How we might bring out insights and thoughts together before we meet at ICF Global 2012? I’d love to start a discussion with you.

(1) Lifetimeswork 2009 ‘Personal Resilience and its links to Organisational Resilience.’

Jenny Campbell, PCC, is a Catalyst at ICF Global 2012, October 3-6 in London, UK, where she and Anne Archer will be presenting “Engage with Resilience for our Collective Interconnected Future." Register today!

Tuesday, August 28, 2012

Power of acknowledgement in coaching

I associate acknowledgement with acceptance. And acceptance can be in any form. Every heartfelt “AHAA”, “HMMM”, “WOW”, “That’s Great”, “Good Work”, “Well Done”, “I Like It”, happy eye raising expression, silence, a warm smile, or a hug brings acceptance and connection with the client or anybody that you are dealing with, in fact this works in personal lives as well and when acceptance takes place the acknowledgement is somewhere evolving in the other person’s heart.

Let’s reflect to explore this more.
  • Which is one acknowledgement that you still remember?                 
  • What kind of feelings it generate within you?
  • What did you feel about that person who acknowledged you, even if many years back?                                                                
  • What makes that acknowledgement so special that you still remember it?

You would reflect through these questions that there are only few acknowledgments that stay fresh in your mind and that’s because they have created some kind of acceptance of your effort/skill/presentation or even a gesture. The acknowledgement was the result of the happy emotions generated as part of the acceptance which helped retain that acknowledgement in your mind/heart. You were so touched by those acknowledgements that irrespective of how old you grow; you would remember that forever as if they were as fresh as yesterday.

Let’s turn the table and wear the hat of the coach and reflect:
  • How many times have you gifted something to your clients based on what could help? Maybe a book, a CD, flowers or anything that can help the client in his situation…
  • How many times have you made an extra effort to offer resources to help clients move faster?
  • How many times did you think about the client even after your coaching sessions?
  • Do your clients stay with you in your mind even after your sessions?
  • Do you start feeling the pain of your clients when they cry in front of you?
  • Do you start feeling numb when client tell you about a major tragedy their life?
If your answers these questions are “Yes”, then I believe that you might have accepted your clients with full heart; which is a great step towards your journey as a coach. 

Many times, I have observed that coaches stay so much in boundaries of their own that they are excellent at all the competencies of being a coach; however, they miss the emotional connection which can bring acceptance to the client. If you are in coaching profession just to earn money, think about it again! Coaching is about service and service can’t be done if you have only money on your mind. Coaches need to know how to connect emotionally and bring acceptance to every perspective of the client in order to start making the client feel connected. The barrier of forming a perception or a barrier of agreement/disagreement just doesn’t exist in this scenario. The client is open, happy, looking forward to the coaching session, growing in perspective, and energetic throughout the journey or at least resilient.

Read the complete article to learn “How” of acceptance.
Jaya Bhateja is a Learning and Development HR professional working for a multi national organization based out of India .In the past she has been involved in HR roles where her specialization has been in employee engagement, performance management & grievance handling. She is currently managing learning and development activities for her clients and pursuing her coaching certification from one of the Global institute.

In her leisure time she enjoys reading books,listening to music, travelling ,meeting old friends and connecting with new people. She can be contacted for networking, learning & coaching interventions.

Monday, August 27, 2012

Be kind to humankind

This week is recognized as “Be kind to humankind week.” You might be thinking “But Coaches inspire people every week of the year!”

Think of it instead as an opportunity to go above and beyond your calling and take some time to do something special to uplift humanity…perhaps it is by simply choosing to smile at people you come in contact with. Or helping a neighbor. Or maybe it is taking your coaching to those in need—perhaps by choosing to offer pro bono coaching services between now and the end of 2012 to those in your community who need it most. 

No matter what it is for you, choose to be kind to humankind. This week and beyond!

Friday, August 24, 2012

August Coaching World is now available!

In this issue:
  • Emotions play a major role in the effectiveness of your communication skills. Carol Courcy explains how emotional agility can take your coaching to the next level, and Warren Redman lays out the tools of Emotional Fitness Coaching.
  • Hear from several coaches across the world about their most effective marketing tactics in our global views, plus Brenda Bence shares 5 Ways to Build a Successful Coaching Brand at Little to no Cost.
  • Get a sneak peek inside the brilliant minds of ICF Global 2012's Mega Catalysts. David Whyte talks poetry and the courageous conversations coaches need to have; Camila Batmanghelidjh shares about the philosophical framework of leadership; and Brene Brown goes from a Breakdown to a Breakthrough and shares how it's helping her coach better leaders.
Plus we'll share ICF's latest research about key issues facing the coaching industry and what kinds of changes are expected in the industry in the next year.

Thursday, August 23, 2012

Why the ICF?

Last month, we asked our Facebook fans to answer the following question, “Fill in the blank: I am an ICF member because _______.” Take a look below to see how our Facebook fans responded:

“I like to meet all the standards of coaching and keep updating globally.” (Abhishek Singh)

“I am proud to be a professional coach and I am continually updating my skills with the ICF.” (Caterina Barregar)

“I value and respect the stringent ‘quality control’ it requires to qualify as a PCC and MCC. Ensuring that we have undergone 125-200 hours of coach specific training; have had 750-2,500 hours of coaching experience; and have been coached by a mentor (PCC) coach to ensure that we have a strong working knowledge of all the 11 ICF Core Competencies, understand the distinct definition of coaching, and that we are meant to uphold and abide by the Code of Ethics. I love the ICF! Thank you for all you do!” (Malti Bhojwani)

“I am proud to be a professional coach.” (Anouk Boering)

“It helps to remind what I am up to. Being a part of more coaches who are really passionate about this profession. I am a CTI coach and having my written exam next week after a half year certification program.” (Carolin Zeller)

“I am proud to be a professional coach.” (Zora Inka Grohol’ová)

“I believe in continuous learning and accreditation.” (Patricia Muir)

“I am an ICF member because…executive coaching is a fundamental approach in much of management consulting.” (Management Consultants)

“It lends credibility to my work within corporate workplaces.” (Josephine Thompson)

What about you? I am an ICF member because ___________. What is it for you? We’d love to know—leave a response below or join the conversation at

Tuesday, August 21, 2012

Unleash the Power of Diversity: A practical toolkit leveraging culture, style, gender, and generational factors

Below is part of an occasional blog series highlighting the Catalysts and sessions of ICF Global 2012.

A key question for our clients is:

Does being different work FOR you or AGAINST you?
Want to add a practical diversity toolkit to your already extensive techniques?
Explore four aspects of diversity: culture, style, gender, and generations.

What do you do when:
  • You are coaching people from a different culture and meet a frustrating ‘brick wall?’
  • Your client is a ‘flaming extravert’ leading a team of introverts?
  • Your client, a successful female executive, has been told that she is ‘too tough?’
  • A new leader is struggling to motivate a brilliant young ‘millennial’ in his group?
Let’s “Peel the Onion Dome©” together…
The objective is to help you become a more effective diversity coach.
  1. Learn a practical diversity model: the Diversity Foray©
  2. Use the self-assessment tool to discover YOUR ‘brand’ or presence and uncover hidden biases
  3. Combine the model with Emotional Intelligence tips to make diversity coaching easier
  4. Have some fun!
What is a Diversity Foray© you might ask? A journey of discovery and exploration, venturing into new diversity areas.

Leveraging diversity for increased business results has been a passion of mine for decades. This effectiveness model focuses on simple strategies such as Ask, don’t assume, Appreciate, Adjust…with examples of successful (and unsuccessful) diversity coaching.

Interactive small group exercises, with real life “what do I do now?” diversity situations, examine all four aspects (culture, style, gender, generations).


Plan to attend:
Unleash the Power of Diversity: A practical toolkit leveraging culture, style, gender, and generational factors

Learn the techniques.
Connect the dots.
Inspire your clients.

See you in London,

Debjani Biswas, PCC, is a Catalyst at ICF Global 2012, October 3-6 in London, UK, where she will be presenting “Unleash the Power of Diversity: A practical toolkit leveraging culture, style, gender, and generational factors." Register today!

Monday, August 20, 2012

But We're Not Ready for ROI!...Can't You Make it Easier to Measure Success!?

In my ROI of Coaching consulting practice, I hear this a lot and of course we can make it easier! In fact, we have worked with several organizations and individuals who are not yet ready for ROI, but still wanted to measure the success of their coaching work or program... and you can do the same!

Reaction data can be valuable
Not long ago, I conducted an evaluation of a coaching and leadership development program for a global organization and discovered just how valuable reaction data can be. Judging by the positive word-of-mouth buzz about the program prior to data collection, everyone assumed the program was a great success. Participants enthusiastically talked about the program to their peers. Managers of the participants talked about the improvements they saw in their direct reports.  The learning and development manager and coaches talked about the great learning and insights they saw in participants. And, when the reaction data was finally revealed, most of the data confirmed what had been heard: 100 percent of participants agreed that the program was effective, they reported it was a good use of time, relevant to their job, a value-add in terms of time and funds invested, and they reported that they would recommend it to others. Still..., most of the participants reported that the program had not been important to their success in their jobs by the conclusion of the program. 

Where do we go from here?
At first, this would appear to be disappointing news-- especially since this item is likely to be the most important reaction/satisfaction measure. But, the organization viewed evaluation as a way to improve the program for the long-term, and with that in mind, we reviewed all of the data with the participants and we were able to capture their thoughts about why the program did not contribute to their success in their jobs. What we discovered was that they believed the program was great, but that the content of the program was not linked tightly enough to the most important things they needed in their jobs to be successful. As a result of what we learned, we recommended a change in the approach to the program for the following year to create greater alignment between the content of the program and the participant's needs.

What did we learn?
This story illustrates that reaction data, though easy to capture, is still valuable and that capturing data provides more valuable and useful insight than word-of-mouth buzz. Most importantly, results that are not positive can be used to improve the program.

Want to learn more? Click Here for an Audio Recording about capturing reaction/satisfaction data and learning measures as featured in the article "How to Start Reporting ROI" by Lisa Ann Edwards in the May 2012 issue of Coaching World (pp. 5-7).

Lisa Ann Edwards, M.S., ACC, is a partner of Bloom Coaching Institute, an organization that advances coaching effectiveness through research, tools, training and consultation on ROI of Coaching. Lisa's coaching work has demonstrated as much as a 251% return-on-investment and has been shown to lift employee engagement nearly 20%. As head of Talent Management for Corbis, a Bill Gates' privately owned global media company, Lisa was responsible for designing and implementing effective talent development solutions including leadership development and coaching programs. Lisa is a frequent contributing author to trade publications and has authored or contributed to many books including: Measuring the Success of Coaching: A Step-by-Step Guide to Measuring Impact and Calculating ROI (ASTD Press, 2012). Contact Lisa at:

Friday, August 17, 2012

Come to learn something, come to meet people, come for fun!

ICF Global 2012 is just around the corner! If planning to join your peers in London, maximize your savings by registering before the early bird rate closes on August 31.
Recently named “the best place to visit on the planet,” London will play host to ICF attendees from 43+ countries and set the scene for 3.5 days of connection with colleagues and ideas; learning the latest in coaching techniques, trends, and theories that can be applied immediately to your coaching skillset; and inspiration from a community of like-minded peers. You will not want to miss this face-to-face opportunity!

Register today.

Wednesday, August 15, 2012

What are you hiding? Reading facial emotions, a guide for coaching and therapy

Below is part of an occasional blog series highlighting the Catalysts and sessions of ICF Global 2012.

Emotions leave micro expressions for a fraction of a second on the faces of everyone-coaches and clients alike. The more we learn about our own micro expressions, the more we can learn about our clients and how best to work with them. Micro expressions are a great way to direct coaching in that they can show, when understood properly, the unadulterated and underlying theme of the coaching session. Basic emotions are the same the world over, irrespective of culture, so this is a great way to connect participants from different countries and coach people from different backgrounds.

Come along and experience the search for your own and others' micro expressions through practical activities and video images, and learn about what they show and what they point to emotionally. As a coach, you will expand your understanding of, and ability to perceive emotions. By learning how the coaching process can utilize micro expressions, you will be able to help clients increase their self-awareness and increase yours also.

Be inspired through action and experience. See, feel, and understand more about micro expressions in this exciting and unique workshop. Important note: If you attend this workshop, please bring a hand mirror.

Henning Olesen is a Catalyst at ICF Global 2012, October 3-6 in London, UK, where he will be presenting “What are you hiding? Reading facial emotions, a guide for coaching and therapy." Register today!

Monday, August 13, 2012

An MCC’s Insight: Coaching life and how to choose the right accreditation

This post first appeared on the official Blue Mesa Group blog. Download "Get Credentialed" infographic.

The world of executive coaching is rife with titles and designations and acronyms. Simply finding the nuance between different classifications of coach can be bewildering, let alone choosing the one that’s best for you.
Fortunately, we have some people who have walked that path before you and are willing to share their accrued knowledge.

Blue Mesa Group’s CEO and Co-founder Micki McMillan opens up about her experience and coaching credentials so those interested in continuing their training understand what it takes.

What type of coaching do you do?
At Blue Mesa Group, we focus in executive and leadership transformational coaching. My clients typically lead teams, and are looking for new ways to be leaders. Transformational Coaching challenges the thinking, invites reflection, and co-creates options or choices for how to be now and in the future.

How long have you been a coach?
I’ve been coaching since 1995, after having left an executive leadership role at a gas and electric utility. That utility had hired a coach for me. That person became my confidante, supporter, and ‘reality checker’. Without his expertise, I would have been sunk.

What type of credentials do you have?
I am a Master Certified Coach, and have had that designation since 2000. Prior to that, I had my Professional Certified Coach designation, which I earned in the late 90’s.

What are the benefits to earning a MCC compared to the other titles offered through the ICF?
ICF requires the Program Directors of their accredited coach training programs to be an MCC. This is very important to Blue Mesa Group, since teaching other coaches is one of our core businesses. So my MCC allows us to have an accredited program – of which there are fewer than 100 in the world.

How difficult is it to run a coaching business while being a coach?
It takes a particular skill, personality, and willingness to run a business and be a coach. It takes a tolerance for risk, a willingness to invest time and money into the business. It requires business acumen, tolerance for varied cash flow, and understanding of how and when to grow.

For me, it is exciting, but it has had its share of ‘pucker moments’ for my business partner and me. We started this business at the height of the financial crisis in 2008. I remember that we looked at each other and said this is either a really stupid idea or a great idea, but what the heck – let’s go!!! Since then we have had double and triple digit growth. And we’ve worked a ton of hours, and literally put blood sweat and tears into Blue Mesa Group.

The rewards have been sweet, as we have earned the reputation of being a coaching and consulting firm that has high standards, great coaches, and high client satisfaction.

What are your most enjoyable coaching moments?
When the client gets his/her own insights and ‘aha’s!’ that enable them to create new realities that are both generative and practical. It is beautifully rewarding to facilitate powerful lessons that clients gain through the coaching process. One of my teachers called coaching ‘divine conversation’. I agree with him – it is a blend of practical questions coupled with those out of the box thinking kinds of questions that provoke new insights, coherences, and possibilities that make it most gratifying.

What has been the most difficult aspects of coaching?
Coaches must be the qualities we profess –for example, to be self-aware, continuously learning and growing, and push the edges of our own development. I wouldn’t say this is difficult, but I pride myself in being a high achiever, and I sometimes lack down time to just play, relax, and shift my own coherence.

What advice do you have for people who are looking to earn a ACC, PCC, or MCC through ICF?
Study, practice, and ask for help, then study and practice more. There is an exponential difference between the skills of a PCC and an MCC. It is difficult to elevate to the level of MCC without mentoring from an MCC assessor who is experienced at evaluating the demonstrated skills. If one wants to achieve MCC, she or he should record their coaching sessions, and ask the MCC assessor to critique it and offer specific feedback about the strengths and shortcomings of the recording.

Next, be clear as to why you want to have a credential. Do you want to continually learn? Do you want to teach? Do you want to belong to ICF? Is coaching going to be your primary career focus, or will you be consulting as well? If an ACC is enough to give you the credentials you need, then great. If not, then pursue either the PCC or MCC level of credential.

Once you know why, then you can identify how you will earn your credential. What schools align with your values? How much can you invest in terms of time and money? What kind of coach do you want to be? There are several categories such as coaches for career, executive, life, etc.

As with most things in life, self-knowledge is the key. Once you know what you want to do and who you want to be, it becomes much easier to sort through all the options and choose the one right one for you.

Download "Get Credentialed" infographic.

Friday, August 10, 2012

Help your clients expand their selves concept

Below is part of an occasional blog series highlighting the Catalysts and sessions of ICF Global 2012. I do not believe in the concept of having one authentic self. Your clients have a core seed of self that doesn't change, yet they can adapt to circumstances by intentionally bringing forth different aspects of their broader self for better results.
Marcia Reynolds, MCC
With this in mind, you can coach your clients to cultivate their "selves concept."

One way of making this process more tangible is to work with archetypes. Archetypes are patterns of energy and behaviors. A few patterns are wired into the brain at birth. The other patterns take shape as you learn how to deal with difficulties and are rewarded for specific behaviors.

The names given to the archetypes, such as Queen, Warrior, Detective and Companion, are designed to help you identify what patterns might serve you or hurt you in a situation. For example, calling on your Queen archetype can be useful if you need to stand your ground when negotiating for resources for your team. These same behaviors can be harmful when arguing with your spouse.

Pad Bray
Some patterns naturally shift with maturity. For example, I called on my Warrior early in my career as I fought my way up the corporate ladder. Now I am more effective giving voice to my Collaborator and Inspirer. All three are aspects of who I am but the balance has changed.

Also, if you help your clients identify their dominant and secondary archetypes, they might better understand the motivations for their actions. The next time they face a difficult situation, they might choose a different archetype to change the dynamics.

This process of identifying, expanding and decreasing behavioral patterns is how your clients expand who they think they are. This is a great coaching tool you can use with people in all walks of life.

Marcia Reynolds, MCC, and Pad Bray are Catalysts at ICF Global 2012, October 3-6 in London, UK, where they will be presenting “Using Archetypes to Expand the Concept of Self". Register today!

Wednesday, August 8, 2012

Simplify your life

The first week of August is known as Simplify Your Life week.
Even if you aren’t making huge strides in simplification this week, there is at least one way you can simplify your life—be it through method (freeing up your calendar) or in physical space (cleaning out a closet).

Need motivation to get started? Here are some questions to get you thinking about how you can streamline your life this week and moving forward.
  • Where do you see excess in your life?
  • Do you have too many things you don’t need or use?
  • Is your schedule always booked?
  • Do you have time in your schedule for yourself and the things you enjoy doing?
  • What are the most important tasks in your day-to-day life (home and/work)? Which tasks can be easily delegated, automated, or eliminated?
These questions will get you started on your path toward simplicity! What ways do you make your life simpler?

Monday, August 6, 2012

How to end your fear of marketing – 6 secrets for success!

If the truth be told, most coaches say they hate marketing. 
They just want to coach.

Does it sound familiar?

I can't tell you how many coaches I've met that tell me that they adore coaching but just wish that someone else would take care of the marketing and selling part of their business.

Is this what you would secretly, or not so secretly, prefer?

Do you think that if you could just schedule your clients and have someone else chase after clients, it would be perfect?

Do you worry that when you start talking about what you do it sounds like someone else talking and you don't feel comfortable?  That everything that you've been taught about marketing makes you feel a fake?  It's the furthest thing away from what you really stand for in your coaching brilliance.

Well, here are 6 secrets that could seriously transform your fear of marketing!
  1. No one is going to do it for you, so start dealing with it.
  2. It's not that hard!
  3. You already have everything you need.
  4. You don't need other people's ideas, words or tactics.
  5. Your story is the key to fabulous, successful marketing
  6. Yes, it really is that easy.
So, you might be asking, what do you mean "my story"? 

You might be thinking, but I don't even know what my story is?

Or perhaps, my story is not that interesting anyway, who would want to hear it?

Well, here's the thing.  People love stories.  We are hard-wired for story.  When you tell a story, people remember and engage.  They are motivated and inspired.

And you do have a great story, we all do.

Think about it, what has been your journey?  What have been your greatest challenges and struggles?  What are the exceptional transformations you have made in your life and business?
Lisa Bloom, PCC
Answer these key questions and you've found your story.  Nobody else has a story like it and it's what will attract lots more clients.

Go on – try it!!!

Lisa Bloom, PCC is founder of Story Coach Inc. and the Certified Story Coach Program.  Download her ebook ‘Using Stories to Get Great Clients’ at

Thursday, August 2, 2012

What are your favorite powerful kick-off questions?

We all know that a strong opening question at the beginning of a coaching session can really help set the tone for a productive and insight-full meeting.  How do you go beyond “What’s gone well since the last time we met?” and “What have been your biggest challenges?” 
Below are just a few opening questions I’ve used over the years in my executive coaching practice.  Let’s share! What other powerful questions have you used to kick off sessions?
  • Since the last time we met, if I were to interview your colleagues at work and ask them what changes they’ve seen in your behaviors, what would they say?
  • Consider what has happened to you in your life and work since the last time we met… If you were going to write a book about it, what would the title be?
  • On a scale of 1 to 10 -- 1 representing where you were during our last session and 10 representing where you would like to have been by today -- where are you now?
  • Part of your goal is [insert the goal here … e.g., being more succinct… speaking more confidently, etc.] Please demonstrate that goal while summarizing the progress you‘ve made since the last time we met.
  • What have you learned about yourself [professionally, personally] since our last meeting?
  • How have you brought out the best of you in the time since we last connected?
Brenda Bence is an experienced senior executive coach, dynamic trainer and speaker, internationally-recognized branding expert, and author of four award-winning corporate and personal branding books.
Brenda Bence
With an MBA from Harvard Business School, Brenda spent the first 20 years of her career building mega brands for Fortune 100 companies, where she was a senior executive responsible for billion-dollar businesses across four continents and 50 countries.

In 2002, Brenda left the corporate world and founded BDA International. Now, with clients that span the globe and with offices in both the U.S. and Asia, Brenda travels the world speaking, training, and coaching individuals, entrepreneurs, and corporations to greater success through creative yet practical brand development.

Wednesday, August 1, 2012

Yesterday's success was my life?

Up gradation is a continual process. Regardless of what I possess and what I use, the world upgrades its software  & tools relentlessly.
I either catch up or get left behind. Success, in that sense, is defined by the notion of remaining relevant. The extremely successful are those who offer new relevance to others.

Organisations focused on maintenance management, top down hierarchical structures, command and control modes are Pentium486 processers competing in a world embracing the 8-core processer.

For individuals too, cultural, philosophical perceptions provided each one of us with a set of behavioural competencies, which worked as long as those perceptions were relevant.

Many of our behavioural competencies though, while it brought us success previously are akin now to the Pentium486, functioning in the multi processor world.

We have the ability to upgrade ourselves internally; to embrace multi core processing. To remain relevant and more provide relevance to others.

Conversely, we also have the ability to embrace the status quo. To stop and say: “Yesterdays success was my life”

87% of the companies in the Fortune 500 list of 1955 no longer exist in the Fortune 500 list of 2011.  Perhaps they yearn for the good old days?

What are you doing to ensure that, that won’t be your refrain?

Where you are today is the lowest rung of your personal ladder of growth. Don’t be deceived into believing it is the highest. A baby might well as believe that exiting the womb is the pinnacles of its success!

Changing the way we behave is one lucid way of up gradation. Not because something is wrong with the way we behave today, but that it will be wrong tomorrow.

Because the context within which we have learnt to behave is changing, and tomorrow’s context may not served by today’s behaviour.

Coaches are trained to help you deal with change. Coaches are trained and skilled at reflecting who you are in the context of your situation.

Any good driver knows that different traffic situations need different driving behaviours. I simply cannot continue driving the same way regardless of what’s happening around me.

Get a coach, because contexts are not as visible as traffic. Not to help you drive, because you are the expert, but to help you see.
Joseph Thevercad
A Certified Coach, Coach U alumni, and ICF member, Joseph has been the HR Director heading both Organisation Development and Human Resources in two different industries – Hospitality and Media. In 2011 he founded his firm called “The You Tomorrow” ( URL ) and offers Coaching for Businesses, Executives and Life. He may be contacted at