WELCOME

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Hi and welcome,

Now you’re here there are a number of things you can do – read the new posts, check out the archives, read other peoples comments, and so on. You can also leave your own comments, share the posts with your contacts and friends, and ask me questions. I have a wide range of coaching experience and I’m very happy to answer your coaching and/or mentoring questions and, where possible give you answers, some direction (where appropriate) and tools (relevant to your question.)

So please enjoy what you find and let me know what you think and give me some idea as to what you’d like to see here.

Kindest Regards.

Peter

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THERAPY VERSUS COACHING

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Therapy V Coaching

Therapy V Coaching-what is the difference?

I’ve been involved in a range of discussions both physical and on line as part of some research I’m conducting on coaching and, as expected, a number of key points have arisen. One of them is the difference between therapists and coaches. It’s clear that there are a wide range of views from people who align themselves with therapists and those to coaches, there are a few who claim to be both.

However, I’d like a view from both sets of specialists as to why you think you are what you call yourselves.

I’d like to express a couple of points as a starter for ten and to get the discussion rolling.

DEFINITIONS.

The range of definitions (a different discussion I’d like to start later) for both therapy and coaching is very wide. The lack of any one, or small number, of accepted definitions makes it difficult to be explicit in what you do. This is an area that is being widely debated across both approaches and seems likely to continue for a while. However, a flavour of the definitions available includes:

COACHING

Starr – defines coaching as ‘a conversation, or series of conversations, one person has with another’.

AC Grant – Coaching was defined as a collaborative, solution-focused, result-orientated systematic process, used with normal, non-clinical populations, in which the coach facilitates the self-directed learning, personal growth and goal attainment of the coachee.

Stober – Coaching is a collaborative process that facilitates the client’s ability to self-directed learning and growth, and is evidenced by sustained changes in self-understanding, self-concept, and behaviour.

THERAPY (including counselling, etc)

Princton University – the treatment of mental or emotional problems by psychological means.

Merriam Webster – Main Entry: Psychotherapy (also called counseling) any form of treatment for psychological, emotional, or behavior disorders in which a trained person establishes a relationship with one or several patients for the purpose of modifying or removing existing symptoms and promoting personality growth.

INTENTION

There seems to be significant language differences as well as similarities between the two approaches of therapy and coaching.  That’s not to be unexpected but I feel there the main unstated difference is that of ‘intention’. I suggest the following for discussion purposes:

THERAPIST

The intention of the therapist is to heal, treat, fix, etc. problems (past/present) that the client has. The focus of their intention is based on a medical/treatment model in that a problem exists that is damaging, or restricting a person’s mental and/or physical health. Therefore they will work with the client/patient to fully explore the problem, identify the underlying cause and provide a medical, treatment based solution. This may, or may not include movement toward a future learning and development goal.

COACH

The intention of a coach is to identify the clients future based point of development, present position in relation to the area the client wants to develop, identify the gaps and enable the client to take the necessary action. This focus is on learning and development in that a problem does not, necessarily, have to exist for the client to want to develop. Work may, or may not include solving a pre-existing problem (this is dependent on the level of barrier it’s causing to the move toward the desired development goal).

PROBLEM AND OVERLAP

The issue of term ‘problem’ seems to be a sticking point and seems to sit in the overlap area on the continuum of therapy and coaching. At one end of the scale sits therapy dealing with, and concentrating on, the past/present problem. On the other end of the scale sits coaching with its focus on future solutions and development. Each specialism will work comprehensively with clients within their sphere. However, the overlap comes in the middle. Both therapist and coach can, and do deal with problems but how far along the line can each other go before the intention changes, and the role changes?

TOOLS

When does a tool become therapy or coaching? I’m thinking of the likes of CBT, NLP, modeling, hypnosis, etc. all of which are used in both fields.  Both therapists and coaches have argued that whatever tool is used it is appropriate to them, a point I’d agree with (dependent of course on their level of proficiency in the use of that tool). Is then the argument of appropriateness of the tools being discussed more to do with the area of ‘intention’ rather than specialism?

What do you think?

Thanks.

Pete Mackechnie

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WHAT COACH IS BEST FOR YOU?

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How do you select a coach?

What critieria will YOU use to select YOUR coach?

Coaching is now being adopted by far more UK Companies and is one of the most effective ways to develop the ‘business,’ the business leaders and managers. Coaching service provision includes helping businesses to be more creative in their financial management systems, improving poor performance across the business or with specific individuals or groups of managers, improving the effectiveness of decision making and increasing the levels of confidence and esteem of the company and/or individuals. There are literally thousands of people in the UK (unconfirmed figures suggest in excess of 40,000) who are now providing coaching as part of their service provision, some more professionally and effectively than others. This leads to huge variations in the level and quality of service. Presently the coaching industry isn’t very well standardised or regulated which means that, if you choose poorly, then you have little or no comeback if things go wrong.  So how, then, do you ensure that you get the best coaching service you can for the money you want to invest?

I’ve distilled a number of key deciding factors from the Chartered Institute of Professional Developments Coaching and buying coaching services handbook (Coach Buying Services Handbook) which, if applied appropriately as your coach selection tool will make your decision that much easier to make. I’ve also added a number of questions to ask. The seven deciding factors and questions are as follows:

1.                 QUALIFICATIONS.

Coaches should be able to demonstrate that they are competent in the provision of coaching services. One way of proving this is to demonstrate that they possess a relevant qualification/s. Has the coach been trained as a coach and was the course certificated. If yes, was it internally or externally certificated? If the course was part of an ‘in-house’ development programme what was the content and how was it assessed? Can they show you a certificate? Do they have any other related qualifications and how are these used to aid the client? Do they regularly update their skills, if yes, how, and if no, why not?

2.                 COACHING EXPERIENCE.

Different levels of coaching experience may be required, depending on the complexity of the issues being addressed, as well as the seniority of the individual being coached. The coach needs to be ‘fit for purpose’. What coaching have the coaches done, over what period of time and what have been the main outcomes? Do they coach full time or part time? Who have they coached over the past two years? What have been the managerial levels or the key business areas they have coached in? What coaching models and tools do they use? They should be able to tell you if they provide a directional approach (which is based on ‘telling’) or a non directional approach (based on the client figuring out what it is they want to do and where they want to go without being overly guided). Ideally, as client centred service providers they should have a range of models and tools that are best suited to you – one model does NOT fit all. What is the basis, and duration, of their coaching programme? Do they provide a ‘free’ initial assessment meeting?

3.                 BUSINESS EXPERIENCE

This aspect can be debatable in coaching circles as coaches are skilled specialists in developing people and as such it could be argued that they don’t need to know the business you are in. On the other hand if you have specific pieces of subject related work to be done then it could be useful to have a coach with an understanding of the key words you use. Ask them to outline their business experience, the businesses they have been in themselves, the type of coaching business they run at present and the types of businesses they have been involved in as a coach. This will give you an idea of the scope of business understanding they have.

4.                 REFERENCES

Coaches work on ‘best outcome’ for the client and should be able to demonstrate success in a number of areas. Does the coach have any written testimonials they can show you now and do they have clients that are willing to talk to potential clients directly? If they don’t have testimonials it’s worth asking why. You can ask if you can speak to a client/s directly for feedback.

5.                 MEMBERSHIP OF PROFESSIONAL BODIES

There re a number of professional coaching bodies available that provides a number of ethical codes that coaches sign up to. It would be worth asking the coach what professional bodies they belong to and what codes and standards they abide by. As a minimum standard the reply should include factors such as: confidentiality; client feedback; continuous professional development; professional reputation; non bias perspectives; and client centered focus.

6.                 PROFESSIONAL INDEMNITY INSURANCE

Coaching is a profession and a specialism and has far reaching outcomes for those people who receive the service. Very occasionally things may go wrong – are you, as the client, and they, as a coach, protected by appropriate insurance? They should be able to show you their insurance certificate. If they don’t have insurance it’s worth asking why.

7.                 BOUNDARIES

Is the coach able to tell you what their options are if they decide that coaching is not the right approach for you? If they come across aspects of work with you that they feel that they cannot manage what do they do? How do they assess your ‘readiness’ for acceptance onto their coaching programme?

SUMMARY

You want to employ a coach to enable you to progress a piece of work or develop a new skill. This article gives you a wide range of questions to ask within seven key factor areas to help you decide who is the most appropriate coach for you. The answers to the questions will give you a range of information that you can use to assess the level of professionalism of the coaches that you want to consider employing. Prices will be variable – some very economic and some very expensive, however, there is some merit in the view that ‘you get what you pay for’. Ensure you get the maximum quality for the money you want to invest.

I have over 18 years experience within the coaching profession and I am happy to answer any further questions you have.

Email info@exmt.co.uk phone 0845 458 2549  07881 598 681 www.exmt.co.uk

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Sacred Journey

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“The longest road we will ever walk is the sacred journey from our head to our heart” Phil Lane

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TIME MANAGEMENT – THE MYTH

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You’ve read the Time Management Tips I provided last time-now here’s the truth:

Time Management is a myth. Before I tell you why read the quote below and think which reality you want to be in:

‘How long a minute is, depends on which side of the bathroom door you’re on.’

Zall’s Second Law

So now you’ve decided on which reality you want to be in I want to clarify what the term time management actually means.

Time Management

How many times have you heard the expression “Doing more with less”? This is a typical management expression and in a lot of cases is very pertinent to effective management of physical resources. However, time is not a resource you can have less or more of. You can’t see it, hear it, feel it, taste it and so on – time is one of those things that exist but we don’t have direct management of it. Some of you will tell me that you can see time by looking at a clock.  Actually the clock is only a mechanical visual aid which allows us to simplify our understanding of time. The only control you have over the clock is to switch it on or off – this, however, has no real effect on time itself. Not convinced?

Put two clocks you own together and watch them for two minutes. You’ll notice that they will tell you the same time (as long as they are running at the same approximate speed). Then note the time and switch one off.  After an hour return to the clocks and see what has happened. I can more or less guarantee that one clock has remained stationary whilst the other has moved on an hour. The point? The clock you left switched off had no effect whatsoever on the continuation of time. How do I know? Because the other one you left on shows you the same time as any other clock left switched on.

Conclusion

You have the same amount of time as everyone else, no more, no less. You have NO control whatsoever on time.

“The great dividing line between success and failure can be expressed in five words;

“I did not have time.” Franklin Field

All is not lost because what you do have control over is deciding what you want to do within the time period you have set aside for consideration. This means that the skills of problem solving, option generation and decision-making become crucial. There is one factor that you need to be aware of and personally responsible for-your level of procrastination

What is procrastination?  If you’ve found yourself putting off important tasks over and over again, for no real reason then you are procrastinating. The good news is you’re not alone. In fact, many people procrastinate to some degree or another– but some are so chronically affected by procrastination that it stops them achieving things they’re capable of and disrupts their careers.

The key to controlling and ultimately combating this destructive habit is to recognize when you start procrastinating, understand why it happens (even to the best of us), and take active steps to better manage your time and outcomes. It is, after all, only a habit and habits can be changed (within about 21-28 days). This is an extensive area and will be covered in later articles, needless to say if this is an issue affecting you then contact me.

So the tips I provided are still relevant but the foundation to them has changed. You decide what amount of the resource called time you want to allocate to a task and stick to it-easy? Depends on how you take decisions-more of that later.

‘til next time.

Kindest regards.

Peter Mackechnie

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Change Direction

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“It takes a touch of genius and a lot of courage to move in the opposite direction.” Albert Einstein

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TOP TWELVE TIME MANAGEMENT DECISION TIPS

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Now is the time-it’s just after New Year and already the twelve days of Xmas are past. Have you already dropped a couple of your resolutions, especially about being better organised and being on time? If you have read on and then use some of the tips. If you have managed to keep your promises, well done, and read on anyway!

Many people tell me that they have already heard of, been trained in or have been given Time Management Systems before and yet they are still poor at managing the time they have – why should these time saving tips be any more effective for you? There is one simple answer – YOU! Unless you actually take action to properly implement decisions then nothing is likely to change in the long term. Knowing about something does not become a skill until you put it into action, without action it is still only knowledge.

If you have a poor time management habit that restricts your effectiveness then change the habit – it is possible. I have a tool that can help. Remember:

‘If you always do what you always did you will always get what you always got.’

By using these tips you can improve your management of time.

1. If you are a slave to your email system, and particularly if your pc is set up to notify you immediately upon the receipt of any incoming email, then turn off the pop-up or noise which notifies you that you have mail. For many people this is the single biggest obstacle to successful time management. Establish a new habit of checking your email at certain times in the day, when it is sensible for you and the business to do so – say, first when you arrive at your desk or start work, second just before lunch, third around an hour before normal business closes.

You must decide when to look at your emails – this control should not rest with everyone out there who sends emails to you (nor indeed should this control rest with the spamming and virus-spreading community).

Involuntary email notification is the single biggest time management detractor in the world today.

2. Manage your phone calls – don’t let them manage you. Ideally check at planned times, and avoid continuous notification of incoming calls. Try to minimise the time that you are available to take unplanned phone calls, unless you are in a customer-facing, reactive role (customers can be internal too), and even if you are customer-facing, you must plan some time-slots when you are not available, or you’ll never get anything important and pro-active done.

3. Challenge your own tendency to say ‘yes’ without scrutinising the request – start asking and probing what’s involved – find out what the real expectations and needs are. Remember to ask yourself “What’s the worst that can happen if I say NO?” If this is an issue for you let me know.

4. Really think about how you currently spend your time. If you don’t know, keep a time log for a few days to find out. Knowing exactly what’s wrong is the first step to improving it. Use a diary, and an activity planner to schedule when to do things, and time-slots for things you know will need doing or responding to.

5. Challenge anything that could be wasting time and effort, particularly habitual tasks, meetings and reports where responsibility is inherited or handed down from above. Don’t be a slave to a daft process or system.

6. Plan preparation and creative thinking time in your diary for the long-term jobs, because they need it. The short-term urgent tasks will always use up all your time unless you plan to spend it otherwise.

7. Re-condition the expectations of others as to your availability and their claim on your time – use an activity planner to help you justify why you and not others should be prioritising your activities and time.

8. Use Covey’s ‘urgent-important’ system of assessing activities and deciding priorities. I can let you have more information about this if you need.

9. When you’re faced with a pile of things to do, go through them quickly and make a list of what needs doing and when. After this handle each piece of paper only once. Do not under any circumstances pick up a job, do a bit of it, and then put it back on the pile.

10. Do not start lots of jobs at the same time – even if you can handle different tasks at the same time it’s not the most efficient way of dealing with them, so don’t kid yourself that this sort of multi-tasking is good – it’s not.

11. Always probe deadlines to establish the true situation – people asking you to do things will often say ‘now’ when ‘later today’ would be perfectly acceptable. Appeal to the other person’s own sense of time management: it’s impossible for anyone to do a good job without the opportunity to plan and prioritise.

12. Break big tasks down into stages and plan time-slots for them.

Finally:

‘Time is an equal opportunity employer.  Each human being has exactly the same number of hours and minutes every day.  Rich people can’t buy more hours.  Scientists can’t invent new minutes.  And you can’t save time to spend it on another day.  Even so, time is amazingly fair and forgiving.  No matter how much time you’ve wasted in the past, you still have an entire tomorrow.’  ~ Denis Waitely

Contact me direct if you want to know more. So don’t procrastinate – Just Do It!

Peter Mackechnie

‘Keeping it simple’.

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