I Break For Success

“Stop” is probably not something you frequently say to yourself and your clients. It is a dirty word and a radical concept in work cultures where ‘powering through’ is an expectation, a badge of honor, and in some cases, an addiction.

An opinion piece in a February issue of New York Times should be the spark of a work and lifestyle revolution that turns “stop” into our battle cry and marching orders. The article, Relax! You’ll Be More Productive by author and productivity expert Tony Schwartz, is packed with exciting data about the benefits of taking breaks in all shapes and sizes. Here’s a sampler of what got me break dancing:

• A 2012 study found that sleeping fewer than six hours per night is the best predictor of job burnout.
• Air traffic controllers who napped an average of just under 20 minutes were more vigilant and had better reaction time than their non-napping counterparts.
• Longer nappers who nodded off for 60-90 minutes did as well on memory tests as those who slept a full eight hours, according to a nap researcher at the University of California-Riverside.
• Here’s my favorite one: An internal Ernst & Young study last year found that, for each additional ten hours of vacation a staff member took, her or his end-of-year performance scores improved by 8%. This same study said that frequent vacation-takers were much more likely to remain with the company.
• Despite the above, in 2011, Americans did not use six of their vacation days, and in 2012, that number skyrocketed to 9, according to a Harris Interactive poll (EU readers are shaking their heads in disbelief right now).
• Better performers work in intervals of 90 minutes and never work for more than 4.5 hours per day, so say researchers at Florida State University. This may be due to daytime energy rhythms that have many of us cycling from alertness to fatigue every hour-and-a-half.

So, why aren’t we napping on the job, getting the nightly sleep we need and taking the vacation we earn? If we want ourselves, our clients and those who work for us to be more productive and perform at a higher level, this data along with many other recent and well-researched findings say, work less!

Or at least, work smarter.

There’s another compelling reason to take timeouts. Breaks can prevent stress symptoms such as muscle tension, eye strain, bad moods and anxiety from turning into back pain, headaches, poor communication, refrigerator raids, panic episodes and low quality sleep.



Brief breaks rock, too. Take this 3-minute time out with Jordan Friedman’s Quick Calm, deep-breathing exercise.

Why don’t we conduct our own experiments? For those of us who sit in the driver’s seats of our work lives, let’s plan and take regular breaks for a couple of weeks to see if we realize the same payoffs as the subjects of the studies sited earlier. If we do, we need to make breaks permanent and influence others to try this new way of working for themselves and those who work for them. Fortunately, more and more, culture change has come to workplaces who’s leaders have put the breaks on nonstop work habits that many can’t kick on their own.

Continually armed with the latest data and break-taking success stories from workers and employers, we will win the battle for lower stress and greater success.

I leave you with this triumphant statistic: The French, on average, take more time off from work than any other people, and they are consistently ranked as the most productive in the industrialized world. Les miserables? Not anymore.

Jordan Friedman, a.k.a. The Stress Coach, is a global stress management speaker, trainer and former director of Columbia University’s health promotion program. His Stress Coach U program trains coaches and other professionals to teach their clients and students stress reduction techniques (www.stresscoachu.com) Jordan is the author of The Stress Manager’s Manual and co-author of The Go Ask Alice Book Of Answers. He provides free how-to videos, exercises and other resources for coaches, trainers and stress- relief seekers at www.thestresscoach.com. Copyright 2013 Jordan Friedman. Published with permission.

Inside the Session: Intuition vs. Coaching?

The Issue:
I feel that my job as a coach is to expand, inspire, encourage, champion, and challenge my clients to new levels. So, what do you do when your “intuition” tells you one thing and the “coach” tells you another?

The Background:
I have a client, who over the past two years, has been working as a Team Leader.  The next logical step for their career path is a Team Manager.  Unfortunately, the company will phase out their particular project over the next few months and have suggested that my client consider an ex-pat position in the Caribbean.

The Options:
This three-year ex-pat position would come with the possibility for Team Leader within 12-18 months but no prospects of being a Team Manager. 

The Challenge:
Together, we explored my client’s “major life” goals for the next 3-5 years. The following goals have been identified (amongst others):

1. To Start a Family with Partner
2. Have/Adopt Children within the next 1-3 years
3. To Become a Manager in 2013 or latest 2014
4. Take an Ex-Pat Position

The Mental State of Affairs:
It became clear, halfway through our first discussion, that my client was adamant that this ex-pat position would be a perfect fit for them.  While the red flags were raised in my gut, the coach inside was immediately perplexed.  I thought: it could delay all of your afore-mentioned goals by at least three years, possibly even including the Manager position.  What gives?

My client admitted to being scared about losing the income altogether.  I asked if they had more than a years’ worth in savings (my client does).  I reminded my client that they are in a better position than most.

I then reminded my client that it might be interesting to respond to the two to three weekly requests they receive from recruiters.  My client did not feel reassured and physically grew uncomfortable and indignant.

Shortly thereafter, I discover my client also maintains some confidence and self-worth issues wrapped up in this whole situation—more specifically, my client doesn’t feel worthy of a Manager position. 

My Intuition:
My intuition immediately saw my client as settling for this position because it was comfortable.  My intuition urged me to invite my client to consider all other options prior to making a final decision.  I felt (and still feel) this could be a mistake for my client’s future and family life based upon their goals, objectives, and volunteering endeavors.

My Coaching:
The coach inside me viewed this situation as more of a hiccup and I wanted to challenge my client to be daring, take a leap of faith, and explore any and all options.  In probing more, my client divulged that there is a good chance they would have the opportunity to learn other functions integral to being a Team Manager down the line.

Several times, I checked-in to ensure I was pushing THEIR agenda as opposed to my own.  The response was always, “If you keep doing what you’ve always done, you’ll keep getting what you’ve always gotten.”

The Homework:
I invited my client to contact two recruiters AND be open to any and all positions that may present themselves.  My client was very resistant.  I then explained my reservations as their coach: 1) To challenge them beyond their comfort zone; and 2) To remind them that other goals might be delayed and/or compromised.  I felt that this task would not only challenge my client to think outside the box, but it would also allow the opportunity to explore some self-worth and confidence hesitations AND it would assuage both my coaching and gut instincts.  Win-win!

The Resolution:
Though my client is showing more confidence, they are still leaning toward the ex-pat role.  However, my client admittedly understood and appreciated my encouragement and support to remain open to all other options.  In the coming week, my client will most likely accept the verbal offer for this position.  Within that conversation, I have invited my client (“Homework”) to be clear and express their goals (personal and professional) over the next three to five years to their new manager to ensure they are both on the same page.  Who knows what will happen?

Intuition vs. Coaching:
So, what do you do when your “Intuition” tells you one thing and the “Coach” another?
Quell both sides.  Remind yourself of the delicate yet playful balance between the feeling (intuition) and the experience (coaching).  Listen to your intuition.  Just because you listen to your intuition does not necessarily mean you need to follow it.  Instead, allow the information to better enlighten your assessment thereby supporting your client as their coach.

My Intuition still feels that this could be a mistake.  The coach inside tells me that it would be my client’s choice, from which to grow and learn.  As a coach, I will stand for my client as much as possible.  As an intuitive being, I will gently offer and explore all alternatives.

It’s only the third session, we have time.  Stay tuned for the update.  I’m sure it will be fascinating!

By Seth Santoro. A first time self-help author, coach, blogger, public speaker, aspiring TV host, and producer, Seth’s vision is to Inspire the World, One by One, to Smile From The Inside.  He has a great deal to say, the basis of which is Know who you are, Embrace who you are and Be who you are - no matter what the circumstance or what your past – and you can heal from anything.  Seth’s first book in a trilogy series is “How I Learned To Smile From The Inside,” available now on Amazon. Learn more about Seth http://SmileFromTheInside.com/, http://smilefromtheinside24.blogspot.com.

Making the gift of neuroplasticity work for you

Your brain changes all of the time. What was once described merely as learning now has a neuro- label: neuroplasticity. Neuroplasticity is notion that mental experiences and mindfulness can change the actual structure and function of the brain. The idea of neuroplasticity is good news because it means we can change and grow up until our very last days of existence. It can also be bad news if we don’t attempt to direct our brain toward experiences that will change our brain for the better.

There are at least three ways that the neuroplasticity process occurs:

One way neuroplastic change can take place, is when some sort of dampening down of the usual mind map occurs. So for example, if you were going to learn a new language, you would do well to eliminate as much use of the native language as possible so the new language can build resilient neuro-connections in the brain. The brain doesn’t like competing stimuli. That is why language immersion programs seem to work. Basically you direct your efforts toward a new behavior while resisting the use of an old, competing behavior.

Another way is to bring about can bring about neuroplastic changes in the brain is a mindful, goal-directed approach. Either through self-driven intent or the external guidance, the brain can adapt to the demands placed upon it. The result is resilient change. An example of this would be setting goals around becoming a more effective networker.  Ultimately networking begins to feel more natural because you have deliberately pushed yourself through the learning process via goal setting and the motivation to embrace the process of learning. Your brain changes as a result of this.

Finally, changes can take place in the brain as a result of passive learning experiences. This can either be positive or negative depending on what you are exposed to, but it is generally not goal directed or mindful. Human beings have a tendency to adapt to their current environment, whether positive or negative. It’s probably built into us for reasons of survival.  Unfortunately, this tendency can also derail us from our goals unless we deliberately pay attention to our environment. Are we surrounding ourselves by stimuli that support our vision?

I recently came across the term Self-Directed Neruoplasticity (You Are Not Your Brain, Jeffrey Schwartz 2011).  The author describes the term in this way:

“Using the power of focused attention, along with the ability to apply commitment, hard work and dedication, to direct your choices and actions, you can thereby rewire your brain to work for you and with your true self. “

Actively focusing attention on developing new healthy brain circuits is achieved by having a clear sense of goals and values. It is one of the best ways to get the most out of our capacity to adapt and change at the level of the brain via the wonderful gift of neuroplasticity.

Ann C.Holm, MS ACC CCC. Ann is an ICF certified coach with a lifelong interest in brain science. For 25 years, she coached brain injured clients toward cognitive recovery with an emphasis toward optimal functioning in the community. In 2009, she started a coaching practice in order to serve any client who wishes to uncover personal potential through increased awareness of how the brain works, and knowledge of psychological type preferences. Ann holds a B.A. in Psychology, Speech and Hearing Sciences (1983) and a M.S. in Speech and Language Pathology (1986), both from the University of Michigan. She received Life Coach training from the Coaches Training Institute in 2008.  She is also an MBTI Master Practitioner and currently one of less than 100 MBTI practitioners worldwide certified to administer the newly released MBTI Step III.  Her website is www.annholm.net/.

Why coaching works

 

Thinking about others, thinking about self...

Here is an interesting neuroscience tidbit: we use the same area of the brain to think about others as we do to think about ourselves. We feel their joys and pains in the way we feel our own. We understand their motivations, frustrations and triumphs as we understand our own.

 

What does this mean for coaching? Well, if we think about others using the same part of the brain as we use to think about ourselves, our ability to understand others is directly correlated to our ability to understand ourselves. Thus, to be effective parents, leaders, teachers, friends and partners, we need to truly understand ourselves. Research on parenting has found, for example, that adults who had troubling childhoods and experienced “bad” parenting, of course tend to be poor parents themselves.

 

But if these adults develop the capacity for self-reflection, they can transcend their own negative experiences and be warm, nurturing and effective parents. By developing the ability to reflect on themselves, they are more likely to respect their child’s emerging developmental needs and reduce the times the child has to use more primitive defense mechanisms.

We simply can’t put ourselves in another’s shoes if we don’t understand ourselves, because we can’t think about them effectively. If the part of my brain that I use to think about myself is weak, disorganized and undeveloped, if I don’t know how I feel and why, then I actually can’t think about you with any coherence either. And if I can’t do that, how can be a good friend, an effective co-worker, a loving partner or parent?

At its most basic level, coaching powerfully increases our self awareness and self-reflective capacity. As coaches, more than anything, we help our clients look at their lives. I often joke about that feeling of hitting the jackpot when our client says to us “Oh, now that’s a good question!” (YES! Dopamine rush, I did it!! I can do this coaching thing. Whew.) This is because it makes them stop, and think, and reflect, and begin to understand themselves better.

My neuroscience studies have shown me that this understanding isn’t just beneficial to to the client, but is crucial to the world they engage with, and thus, benefits us all. In Nepal (and most yoga classes) they greet and leave with the word “Namaste,” which roughly translates to “The God in me sees the God in you.” To really do this, to see this in another, we need to see it in ourselves first.

Namaste.

Ann Betz, CPCC, is a faculty member of the Coaches Training Institute (CTI), where she serves as an advisor to the president and official neuroscience consultant. She is an expert in the neuroscience of leadership, coaching, and human consciousness and is actively engaged in making connections between coaching and current research on the brain. Ann is a founding partner of BEabove Leadership, which offers a cutting-edge advanced coaching program for experienced coaches: “Neuroscience, Consciousness and Transformational Coaching,” available in the U.S., Canada and the U.K. www.beaboveleadership.com. You can also visit Ann’s blog at www.yourcoachingbrain.com.

How Did We Get Here? A report on the Development of Coaches Study

Introduction

As we continue to learn more about the world of coaches through studies such as the 2012 ICF Global Coaching Study, we still understand little about the processes by which individuals become effective coaches. We all come to this field of practice with decades of professional and personal experiences. How do these experiences influence how we coach?   The answers to this question have implications for the education, training and on-going professional development of practitioners.

The Development of Coaches Study is a long-term, global study that was designed to investigate this question and gather data to help inform coaches, coach educators and policy-makers in the field. The survey instrument was developed by a collaborative group of coaching researchers *, who adapted an instrument that was used in a long-term global study of the development of psychotherapists.

After the 2009 ICF Research Committee reviewed the merits of the study, they decided that it was so important that the organization should continuing offering promotional support in the future. The quantitative items on the survey investigate a number of dimensions of coach preparation, coaching practices, practice conditions, coach attitudes and perspectives, and coach characteristics. The survey also includes one qualitative item, asking coaches to identify life events which have had a significant impact on them as coaches.

While data collection on the global survey is still in the early stages, a pilot study of the survey generated 80 responses to the life events question, allowing an analysis of this qualitative item. A collaborative colleague, Deepa Awal, and I conducted a content analysis of these responses. The resulting article, entitled: Life’s Thumbprint:  The impact of significant life events on coaches and their coaching, has been accepted for publication in an upcoming issue of Coaching: An International Journal of Theory, Research and Practice. 

Since the submission and acceptance of our article, we have also been combing through the first set of real quantitative data from the study. While the response numbers are still too small to support any statistical analyses, the descriptive data from the 184 responses to date offers a glimpse of many dimensions and characteristics of coaching practitioners and opens doors to further inquiry. An Executive Summary of this research will eventually be posted in the ICF Research Portal. In the meantime, the following is brief overview of our findings in the life events analysis that was recently completed:

Overview of the Life Events Responses

From the initial 80 responses to the life events question, we identified and categorized  174 discrete life events. These fell into three groups: Coaching field specific events (formal coach training, practice coaching, receiving coaching/mentoring and professional affiliation);  Individual non-work experiences (a wide variety of personal experiences such as illness, death of parent or partner, divorce and similar events); and other professional experiences  (professional activities, education and training not specific to the provision of coaching). 

Each category of events was shown to impact a coach’s development in a different way.  Coaching field specific events, for example, had the greatest impact on coaching specific skills and knowledge. The individual non-work experiences, most of which might be considered of a challenging nature, appear to promote self-insight, empathy and a search for deeper meaning in life. The impact of prior professional experiences varied, offering some transferable skills and an understanding of the organizational context. Given the diverse impacts that different categories of life experiences, we suggest that the preparation and on-going development of coaches should address three domains: technical (skills), affective (self-development) and cognitive (theoretical knowledge). 

What’s Next?

We will continue to collect data on the quantitative and qualitative items of the survey. The resulting data set promises to be a very rich resource for a number of additional studies. The Development of Coaches Study is a collaborative research project and any qualified researcher is invited to participate and to mine the data to add multiple dimensions to our understanding of the initial research questions: 

1. What are the personal and professional experiences that influence coaches in their practice as a coach?
2. What are the dimensions of coaching practice that are impacted by personal and professional experiences?
3. What is the impact of specific life experiences on the coach’s values, mental models and coaching behaviors?

We are seeking a large and diverse respondent population.  So, if you have not already completed the survey, please do so now and also forward the survey link to any of your coaching colleagues. Please click on this link below to take the survey.

 

If you have any questions or comments about the Development of Coaches Study or you are interested in becoming part of the collaborative research project, please contact me at Francine@reinventinglife.net.

Coaching study findings to be released during International Coaching Week

History was made five years ago when the groundbreaking ICF Global Coaching Study was released, providing the coaching industry a global perspective and valuable baseline data on the coaching profession as a whole. This “first look” at the life of the industry was considered one of the largest pieces of research undertaken prior to that time and provided insight into some of the key issues facing the coaching industry at that time.

And in only a matter of weeks, history will be made again when findings from the greatly anticipated follow-up to the 2007 ICF Global Coaching Study will be released during International Coaching Week. Like its predecessor, the 2012 ICF Global Coaching Study was commissioned by the ICF and undertaken by PricewaterhouseCoopers (PwC). It is one of the most ambitious pieces of global industry research ever conducted on the field of professional coaching.

In the six months of 2011 it was conducted, 12,133 responses were received from coaching professionals across 117 countries [the 2007 study saw 5,415 respondents across 76 countries].

The findings from the new study will prove especially useful in highlighting the growth of the coaching industry and uncovering those trends that have emerged over the last five years.
Findings will be released throughout International Coaching Week, February 5-11. Those who participated in the study can expect to receive an advance copy of the Executive Summary at that time.

Later that week, a copy of the Executive Summary will be made available at Coachfederation.org/Coachingstudy2012. Bookmark that link for the most up-to-date information regarding the 2012 ICF Global Coaching Study. And, be sure to sign up to receive the latest ICF press releases directly in your inbox as the ICF plans to release findings to the press throughout International Coaching Week.

In addition to the release of this research, special presentations around the study findings will be held at both ICF international and regional events around the world. Look for more information on these appearances throughout 2012.

Questions about the study? Contact the ICF at icfpr@coachfederation.org.

Time is ticking…we still want to hear from you!

Your last chance to be a part of coaching research history is coming! The 2011 Global Coaching Study will officially close on November 15, after being open nearly six months collecting the viewpoints of coaching professionals from across the world.

As the greatly anticipated follow-up to the 2006 ICF Global Coaching Study, the 2011 study will bring the current global landscape of coaching into clearer focus. Independent research firm PricewaterhouseCoopers (PwC) is conducting the survey.

The study is open to all coaching professionals. To reach an even wider audience, the study has been offered in nine languages (English, French, German, Italian, Japanese, Korean, Mandarin, Portuguese, and Spanish) and was compatible across several modes of mobile technology, including smart phones and tablet computers.

Once the study closes in mid-November, the data collected will lead to the creation of a robust “state of the industry” report that will provide coaches, organizations, and the media with an opportunity to learn more about today’s coaching industry. Final reports are expected to be available in early 2012.

PwC has advised that any country which delivers more than 100 survey respondents will be entitled to receive nation-specific data tables drawn from the study. To date, several countries have already surpassed this threshold! Do your part and participate so you too can benefit from more detailed findings about coaching in your country.

These findings will be beneficial when it comes to marketing your coaching practice in 2012 and beyond! You too can take advantage of these statistical findings by participating in this research.

If you haven’t already lent your voice to this research initiative—take a few minutes this weekend to do so! Participate in the study. Learn more about the study.

We want YOU to be a part of the 2011 Global Coaching Study

Five years ago, nearly 6,000 coaches in over 70 countries took part in the ICF Global Coaching Study. Coaches were surveyed on their coaching practice and client demographic information, as well as revenue.

Commissioned by the ICF (and conducted by independent research firm PricewaterhouseCoopers), the study was a first—its groundbreaking findings provided the world’s first look at the coaching profession from a global perspective.

And now, the time is here to repeat the revolutionary study. And ALL coaches (ICF member or not) are invited to participate. The 2011 study will track key trends that have emerged since 2006 and will serve as a useful and insightful comparison to the original Global Coaching Study.

If you are a coach, please take some time to complete the online survey. Doing so will help bring the global landscape of coaching in 2011 into clear focus. The data collected will lead to the creation of a robust “state of the industry” report that will provide coaches, organizations and the media an opportunity to learn more about the profession.

Like the 2006 study, the 2011 Global Coaching Study will be conducted by PwC. As of June 17, the survey is available in English and Spanish. It will eventually be available in a total of nine languages (also including French, German, Italian, Japanese, Korean, Mandarin and Portuguese).

Once you complete the survey, invite your coaching peers around the world to participate by forwarding the study link. All survey respondents will receive an advance copy of the Executive Summary that PwC will develop based on study findings.

Participate in the 2011 Global Coaching Study.

Coaching research for coaching week

You might be hosting an event this week where having recent coaching research will prove beneficial. Or maybe you aren’t. Either way, we have compiled some of the top findings from the Global Consumer Awareness Study* into a single listing. Read over it. Print it out. Use it. Share it.

How aware are people of professional coaching?

• More than half of all respondents (51 percent) were generally aware of coaching. This includes those who indicated they were either “very aware” (12 percent) or “somewhat aware” (39 percent). General awareness varied by country from a high of 92 percent in South Africa to a low of 20 percent in Germany.

• When probed, nearly half (49 percent) of all respondents who indicated they were unaware of coaching, did in fact have an understanding of professional coaching.

Why are people involved in a coaching relationship?
• More than two-fifths (42.6 percent) of respondents who had experienced coaching chose “optimize individual and/or team performance” as their motivation for being coached. This reason ranked highest followed by “expand professional career opportunities” (38.8 percent) and “improve business management strategies” (36.1 percent). “Increase self-esteem/self-confidence” and “manage work/life balance” rated fourth and fifth to round out the top five motivation areas.

How satisfied are those who have been coached?
• Satisfaction levels are very high (83 percent) among those who have been involved in a coaching relationship, 36 percent of which were “very satisfied.” The level of satisfaction rises even higher to 92 percent among those with an ICF Credentialed coach, 55 percent of which were “very satisfied.”

How likely are people to recommend coaching to others?
• As a whole, those who have been coached gave a mean advocacy score of 7.5 (out of 10) in terms of their likeliness to recommend coaching. Overall, 31 percent of those who had been coached indicated that they were “extremely likely” to recommend. Advocacy was even higher for those who had an ICF Credentialed coach—45 percent were “extremely likely to advocate coaching to others.

How important are certifications/credentials for coaches?
• 84 percent of respondents who had been in a coaching relationship considered certification/credentials important. Even among those who indicated they were not aware of the coaching profession or the ICF, 83 percent considered credentials or certifications important for professional coaches to have.

• More than two in five respondents (44 percent) knew if their coach had a certification/credential.

What demographic is most attuned to coaching?
• Of the four age groups analyzed in this study, the youngest segment (ages 25–34) had the highest rate of awareness of coaching (57 percent), highest awareness of the ICF (26 percent) and highest levels of satisfaction with their coaching experience (85 percent). The level of satisfaction of this age group with an ICF Credentialed coach was higher again with 92 percent satisfied; more than half (55 percent) stating they were “very satisfied.”

*The Global Consumer Awareness Study surveyed 15,000 individuals (aged 25 and older) from 20 countries throughout Africa, Asia, Europe, North America and South America.

A new year, your new marketing plan

Here we are, January 14 and nearly two weeks into the New Year…now is the ideal time to locate and dust off last year’s marketing plan. Take some time today to freshen it up with new ideas and goals to reflect where you’re headed in 2011.

Don’t have a marketing plan currently in place? No problem! It is never too late to get your business organized. (Click here for the resources to help you put your marketing plan together from scratch.)

While we cannot hand you aspiration or carve out your individualized action items for the year, we can provide you with some data and metrics you can use to get your marketing plan down in writing.

As with any good marketing plan, you need to include a section on customer analysis. Or, in other words, you need to determine your target consumers and what it is that they want in a coach. The key question you need to answer here is “why does this group of people want coaching?”

And that’s where our data comes in: findings from the 2010 Global Consumer Awareness Study show us that more than two-fifths (or 42.6 percent) of respondents who had experienced coaching chose “optimize individual and/or team performance” as their top motivation for being coached. This piece of information can easily be included as part of your customer analysis. And that is only one finding from last year’s study! You can be sure that there is plenty more where that came from.

To make this data finding process a little easier (and more personalized to your corner of the world), we have recently released data tables by country. Each report outlines various findings from the awareness study—findings you can easily incorporate into your own marketing plan. Access your country’s data table here.

Need help with other aspects of your marketing plan? Download our Marketing Plan Basics document here. This document includes a basic outline and step-by-step instructions in creating your own marketing plan.

How do you flush out your marketing plan? Have you conducted your own market research? What are some new additions to your 2011 marketing plan?

Coaching Young Adults

One month ago, this blog featured the post The client demographic you should be targeting now. The below was written by a coach who targets this demographic in her coaching practice.

There was recent ICF research found that 25- to 34- year-olds are more aware of professional coaching, more aware of the ICF, more satisfied with their coaching experience and more likely to recommend coaching to others than their older counterparts.

In my coaching practice, I have targeted this age group. And to acknowledge myself, I have been successful at it.

First, I know my market. I know their likes, interests and challenges - I can relate to them. In my 20's I experienced a lot of confusion and with they help of a coach, I found direction, meaning and purpose. Life is full of transitions, and one of the biggest transitions is into "adulthood."

Many young adults experience setbacks, making it challenging to adjust and achieve their personal and professional goals. From relationships, career, finances and personal development, this age group has learned from early experiences but still has plenty of time ahead of them.

Research says, "The transition to adulthood is a complex process in which youth who have been dependent on parents throughout childhood start taking definitive steps to achieve measures of financial, residential, and emotional independence, and to take on more adult roles as citizen, spouse, parent, and worker. This transition can be a period of growth and accomplishment, especially when youth have the resources they need to navigate this process, such as community connections and a stable family that can provide guidance and financial assistance if needed, and access to education and experiences that provide a foundation for learning, life skills, and credentials."

Second, the fact that your brain never stops developing is the perfect opportunity for coaches to step in and assist individuals to make positive changes.

Coaching this age group to replace old limiting beliefs with expanding beliefs is essential because they are looking for answers to change habits and behaviors. This age group is open to explore new possibilities and new ways of thinking. I find that young adults are very motivated and coachable.

Lastly, I know how to find my market. I chose my main means of marketing to young adults via the internet. Since many 25 - 34 year old's were originally shown the internet at school they are most familiar with looking for resources on the internet. Using social media, e-mail marketing strategies and other online marketing strategies makes it easy to reach young adults.

It is very exciting and rewarding to put young adults on the path to discover their truth and life purpose.

I love coaching and making the decision to become a coach was one of the best decisions of my life. Remember, if you stretch your potential as a coach, you help others meet their potential.

Reach out to a young adult and offer coaching.

Anna Goldstein, January 2011

The client demographic you should be targeting now

If you aren’t already coaching young people (more specifically, people in their late 20s and early 30s), this is one client demographic you will want to start marketing to NOW!

Why, you ask? Recent ICF research found that 25- to 34- year-olds are more aware of professional coaching, more aware of the ICF, more satisfied with their coaching experience and more likely to recommend coaching to others than their older counterparts.

The ICF Global Consumer Awareness Study* indicates that this age group sees coaching as a viable resource to help them with their professional goals as they are faced with the global economic downturn and high unemployment rates early in their careers.

In fact, nearly half of the people aged 25-34 selected “expand professional career opportunities” as their top reason for partnering with a coach. To compare, the older age groups chose “optimize individual/team work performance” as their top reason for partnering with a coach.

These findings point toward a very promising future for coaching—not to mention those industries that could benefit from the coaching experiences, principles and culture that the younger generation may bring to their organizations as they move up in their careers. Needless to say, it seems the future of coaching is very bright!

Do you already coach clients in the 25- to 34-year-old age range? What motivated your younger clients to participate in a coaching relationship?

If you don’t, how will you market yourself to this demographic?

*Conducted independently by the International Survey Unit of PwC, the ICF Global Consumer Awareness Study surveyed 15,000 individuals across 20 countries. Read more about this research at Coachfederation.org/works.

Playboys to stay-at-home moms: research shows reasons for coaching may overlap

Ever since American television actor Charlie Sheen hired a “sobriety coach” earlier this month (reportedly to assist in steering him away from drug and alcohol use), professional coaching has once again been pulled into the media limelight.

The real story is not about Sheen’s wild lifestyle but that people all over the world, from Hollywood playboys to stay-at-home moms and corporate executives to college students, are working with professional coaches. Circumstances may vary but people of every age and race have utilized coaching over the last decade.

As a coach, you obviously realize that people hire coaches for an array of reasons…thus the wide assortment of coaching niches out there. But according to the new ICF Global Consumer Awareness Study*, the most common reasons people hire coaches are to:

• Improve work performance;
• Expand career opportunities; and
• Increase self-esteem.

Think about your own clients, past and present. Would you agree that these reasons are the most common? What factors persuaded them to engage in a coaching partnership?

Other reasons noted in the study were to improve business management strategies and manage work/life balance. Learn more in this ICF issued press release, Coaching helps organizations achieve business results during economic downtown.

*The awareness study surveyed 15,000 participants (aged 25 and older in 20 countries), was conducted independently by the International Survey Unit of PwC. Findings around the awareness of coaching can be found in this study—use them in your own marketing endeavors. Learn more at Coachfederation.org/works.

Credentialed or certified? Your clients may be more satisfied.

Across the board, it seems that most everyone, from those who have never heard of coaching to former coaching clients, agrees that certification/credentials are important for professional coaches. And not only are they important, but they contribute to higher consumer satisfaction.

These findings stem from ICF’s latest research initiative, the ICF Global Consumer Awareness Study. Some 15,000 participants aged 25 and older, in 20 countries, took part in this independent study by PwC.

It found that 84 percent of respondents, who had been in a coaching relationship, considered certification/credentials important or very important. Despite being on the opposite end of the spectrum, the percentage was still high—at 73 percent—for those with no prior experience with coaching.

Perhaps the best illustration of this is the immense growth of the ICF Credential…currently held by more than 6,800 coaching professionals in over 70 countries around the globe. In fiscal year 2010 (which ended March 31, 2010), ICF Credentialing experienced a 24 percent increase in credential holders!

Not only that but applications constantly pour in for all three credentials—more than 1,570 applications have been received to date (a 25 percent increase over this time last year). And it’s no wonder: the ICF offers the world’s only globally recognized, independent credentialing program. ICF Credential holders have received coach-specific training, achieved a designated number of experience hours and have been coached by a mentor coach.

The study also found that consumer satisfaction with coaching is very high, especially for those who had an ICF Credentialed coach. Eighty-three percent of the general public who have been involved in a coaching relationship were either satisfied or very satisfied. The level of satisfaction rises even higher to 92 percent among those with an ICF Credentialed coach, 55 percent of which were very satisfied.

So what does this mean to you? If you haven’t already, look into coach specific training. There are training programs and courses of all shapes and sizes—begin your search in the Training Program Search Service, here.) Interested in learning more about the ICF Credential? Begin your search here.

If you are interested in learning more about the findings of this study, visit Coachfederation.org/works. Nation specific data will be released very shortly—check the website often for updates!

Do your clients ask if you are credentialed or certified?

I Care For…unleashed at the 2010 International Conference!

Did you make it to conference this year? What an amazing event! More than 1,000 international coaching professionals were on-site in Fort Worth, Texas, USA for several days of networking, education and all-around growth.

The entire conference was infused with elements of our 15th anniversary celebration—we saluted our past and our beginnings, and were able to collectively look toward our future.

As such, it made sense that the ICF launched the I Care For campaign at conference…the first visible element in our ongoing brand evolution. Attendees had several opportunities to share what it is that we are passionate about…what we care for.

For some, their cares revolved around various ICF strategic priorities, including the growth and development of ICF Chapters and members. And for others, their cares and passions spread beyond the boundaries of the ICF community and into the rest of the world…from orphans in Uganda to coaching teachers in Nepal, there are so many stories that need to be heard! We encourage you to share what you care for (and why) at ICFICareFor.org.

One of the things we care for here at the ICF is coaching research…without it, we would be walking blindly without any facts or figures to back up why (and how) coaching works.

The ICF stands at the forefront of coaching industry research…our most recent research initiative, the ICF Global Consumer Awareness Study, asked some 15,000 people, aged 25 and older, in 20 countries to provide feedback in terms of their knowledge and experience around professional coaching. And you will be amazed at what this study found…

For instance, half (51 percent) of all respondents were generally aware (either somewhat or very aware) of coaching. Isn’t that great? Learn more and check out other findings from this study here: http://coachfederation.org/works/.

The intention of the I Care For campaign was not to end with the close of the Fort Worth conference, but to expand and include every ICF member and professional coach out there. We all deserve the opportunity to be heard. And through this, we really can create an IMPACT on the world!

So what is it that you care for? Share it with us at ICFICareFor.org.

More Highlights from the ICF Global Consumer Awareness Study

New ICF study pinpoints reasons for consumer use of coaching

According to the ICF Global Consumer Awareness Study, professional coaching is being used to help people around the world improve work performance, expand career opportunities and increase self-esteem. In fact, the study found that more than half of participants—51 percent—are at least aware of the still young and growing coaching profession. Of the 48 percent of respondents who were unaware of coaching, one-third indicated they would consider participating in a coaching relationship in the future.

Reasons to engage in coaching are many. The Global Consumer Awareness Study determined common areas in which people are using professional coaching today. More than two-fifths (42.6 percent) of respondents who had experienced coaching chose “optimize individual and/or team performance” as their motivation for being coached. This reason ranked highest followed by “expand professional career opportunities” at 38.8 percent and “improve business management strategies” at 36.1 percent. Other more personal motivations like “increase self-esteem/self-confidence” and “manage work/life balance” rated fourth and fifth to round out the top five motivation areas.

In previous research the ICF found that coaching is also generating a very good return on investment—a median return of seven times the initial investment for businesses—while being used for some of the same motivations mentioned in the latest study.

Companies large and small are optimizing individual and team performance through coaching. IBM and Solaglas Windowcare were recognized by the coaching industry as recipients of the ICF International Prism Award last year for their innovative coaching initiatives. Despite the recent global economic climate, ibm.com of North America reported a 563 percent return on investment from its coaching programs that engage sales teams and managers within the company. Solaglas, a leading UK-based glass replacement and installation company, reported higher customer satisfaction and a return on investment of 490 percent. Company executives believe these gains are small compared to the long-term impact coaching will have.

The ICF Global Consumer Awareness Study, which surveyed 15,000 participants age 25 and up in 20 countries, was conducted independently by the International Survey Unit of PwC.

Visit the Press Room of Coachfederation.org to read more about the study and to subscribe to ICF's Press Room RSS feed.