leadership coach Archives - International Coach Academy

The Value of Not Being an Expert

2023/12/12

A Research Paper By Margaret Schultz
Leadership Coach, UNITED STATES

As coaches, we quickly discover that the client is the subject matter expert. The ICA website compares coaching to operating a motor vehicle. The coach is in the passenger seat, while the client is operating the vehicle. We must develop the ability to influence the client’s (or driver’s) direction rather than driving in the backseat. Rather, even when we believe we know better, we are there to offer support. Put another way, we must put our driving experience to the side. Even though this event makes logic, I’ve committed to obtaining coaching training and certification. How do I become an expert coach but not be an expert as a coach?

The CARTA Dimensions Coaching Model

2023/12/11

A Coaching Model By Michal Antczak
Leadership Coach, FRANCE

I created the CARTA Dimensions coaching model with one specific goal: to provide coaching to global leaders (managers and individual contributors) in technology organizations that operate on a global scale or face challenges related to working with multicultural customers or employees. It combines coaching methodologies, Agile management, and multiculturalism research findings. The model’s two basic, complementary components are an agile engagement structuring method (CARTA) and a framework for investigating the multicultural elements of the client’s concerns (Dimensions). I will convey the existence of the various aspects at various points during the CARTA model process, depending on the client’s issues and how they understand both these and long-term goals.

The CLEAR Coaching Model

2023/12/07

Coaching Model By Marie Romero
Leadership Coach, UNITED STATES

Before I discovered the C.L.E.A.R. (Contracting, Listening, Exploring, Action, and Review) coaching model, I was debating creating my original coaching model. It was enjoyable for me. This model is easier for me to use and accomplishes the demonstration of competencies in a more straightforward manner. I at first believed it would be easy when we were given the assignment to consider and work on creating our coaching approach. I’ve discovered the ideal coaching model that complements my approach and personality. I was surprised to find that it was more difficult than I had expected. Finding my model also took some time, much like the exploration and learning I did during my coaching sessions.

Blending in vs. Belonging

2023/12/06

A Coaching Power Tool By Michal Antczak
Leadership Coach, FRANCE

Using the Blending in vs. Belonging power tool, the client must understand that while it’s normal for most people to want to feel as if they belong, this desire is different from the need to fit in. The coach should support the client in exploring the distinctions between the two ideas throughout the coaching sessions, ensuring that the conversation is based on the client’s values, personality, and preferred behaviors. Ask them to point out the instances of outward compliance that make them feel stressed or anxious, whether it has to do with attempting to fit in with the standards of their social group(s) or meeting expectations from others.

Acceptance vs. Rejection

2023/12/02

A Coaching Power Tool By Marie Romero
Leadership Coach, UNITED STATES

Using the Acceptance vs. Rejection power tool in my ICA journey and personal development, I’ve discovered how many problems are common to all humans. It could be a desire for understanding or respect, clarity, increased confidence, or the ability to face concerns. We seem to go through a lot of the same experiences at some point. Fortunately, coaching enables us to investigate, comprehend, resolve, and accomplish some of those problems or objectives. I became aware that I was impeding my own progress during my one-on-one coaching sessions. As I began to understand myself better, I saw that I, too, had some deeply held ideas and was afraid. I made the decision to put my peer coaches and clients to the test with this new power tool.

My Coaching Model: Authenticity and Compassion

2023/12/01

A Coaching Model By Margaret Schultz
Leadership Coach, UNITED STATES

If I had to choose a model, which of course I do, it would be the Authenticity and Compassion coaching model. In other words, I bring my entire self—my experiences, wisdom, and morals—to the coaching session. To supply my clients with the answers they need, I don’t necessarily have to rely on outside sources like books or tests. While external resources can be useful, this idea is not to say that they are negative; rather, my greatest assets are found within. I think that everyone has the answers in them; my job is to just assist them in finding them.

Coaching Leaders Managing Remote or Hybrid Employees

2023/11/30

A Research Paper By Nicole Paul
Leadership Coach, UNITED STATES

This paper, titled Coaching Leaders Managing Remote or Hybrid Employees, will examine leadership in a virtual setting. I’ll start by examining the data for remote and hybrid work today. I will next list a few competencies that a good leader must have. Lastly, I’ll suggest how managers might show off those abilities with a focus on working remotely. I’ll be able to use what I’ve learned to my blended coaching approach with leaders that I work with, many of whom provide assistance to staff members in totally remote or hybrid work environments. Many abilities, know-how, and personal qualities are necessary for effective leadership. How can I manage staff virtually? A competent leader recognizes that these things are dynamic and constantly need to be examined.

Personas in the Workplace

2023/11/27

A Research Paper By Ricky Koo,
Leadership Coach, UNITED STATES

Each of us has a Personas in the Workplace that manifests itself in a given scene or setting. It’s uncommon for someone to seem in precisely the same way across several settings and scenarios. This idea leads to a phenomenon known as the “authenticity gap,” wherein individuals, especially those from minority backgrounds, may not feel secure or at ease presenting themselves authentically in the workplace. In many organizations, there is another gap that is comparable to the Authenticity Gap: the Leadership Gap. This represents the enormous disparity between minorities’ access to leadership positions and that of their non-minority peers. Minorities have learned and adapted to various approaches to close this gap and increase their chances of being heard and seated at the table.

Overwhelm vs. Wholeness

2023/11/21

A Coaching Power Tool By Margaret Schultz
Leadership Coach, UNITED STATES

Because I have so much on my plate these days and am frequently overwhelmed, I designed this Overwhelm vs. Wholeness Power Tool. At times, it all seems overwhelming and unmanageable. I feel disoriented and unable to think straight far too often. I lost my confidence, my ability to reason, and the ability to solve problems appears unachievable. I’m presuming I’m not the only one who has these thoughts. For me, this Power Tool has been really empowering. With the use of this instrument, I am able to reestablish a connection with my entire self, which in turn facilitates reconnection with self-acceptance and the understanding that I am enough and equipped to proceed. As coaches, it is our job to use impactful questions to push our clients to acknowledge their fullness and completion.

The LEAD Coaching Model

2023/11/15

A Coaching Model By Nicole Paul
Leadership Coach, UNITED STATES

They can use the LEAD model as a framework for their leadership development model and coach their direct subordinates, and put it into practice in their coaching relationship. A company’s ability to succeed depends on its leadership. Its presence or absence affects the entire company as well as the individual and team levels. In spite of this, a lot of people experience a lack of preparation while taking on a leadership role. People frequently struggle needlessly because there is little training and mentoring. A hybrid coaching strategy that combines the roles of coach and consultant and coach and trainer is the one that appeals to me. I’ve created an acronym, LEAD, to help me with my leadership coaching, whether I’m working with people or in a group setting.

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