in     by Mary Britton 19-01-2016
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Things are changing. More organisations and leaders around the world now recognise that their managers and leaders need to know HOW to get the best out of people. Technical expertise is a key driver for promotion to leadership positions; and for leveraging leadership into senior leadership. But leading a team of people – often diverse people with different technical knowledge and different cultural backgrounds, requires a different skillset.
Coaching provides up to date neuroscientific information about the HOW of leading diverse groups and teams. How, for example, every individual is differently motivated by common key drivers. How each of us listens differently, thinks differently, and will therefore be able to offer a different and valuable perspective to team decision making – if effective processes are adopted by our leaders.
As organisations and whole industry quadrants come to understand that coaching will show its leaders HOW to lead well, the demand for excellent training, which grows those skills – so the Coaching industry is shaping up its offerings to ensure that credentials and qualifications for the
coaching skillset are comprehensible, cogent and clear. And things are changing at the International Coach Federation (ICF) too. (ICF is the world’s largest organisation for professional coaches and coaching leaders.)
ICF recognises that a number of coaches and leaders have been coaching effectively for sometime, and that it is important to recognise that track record, as well as to bring coaching frameworks and competencies into a comprehensible, cogent and clear alignment. So until September 2016 all of those coaches and leaders who have hours of coaching already logged can utilize those hours towards their credential application. All they will need to do is to complete an ICF ACSTH or ACTP qualification in the next few months and they will be able to obtain the ACC credential from ICF.
I’ve asked Andy Britton to write another blog on the value of qualifications! But for now I simply invite you to consider these questions:
In my coaching (as a coach or as a leader) do I sometimes wonder HOW my coachee got to the insight they’ve just had? Would I like to know HOW to do that more often? Would it be useful to understand key structures for coaching which promise to support better quality thinking more quickly amongst my team members? Would it be valuable if I was able to keep meetings focussed and on task? Or valuable if my team was able to concentrate on what really matters?
I’m sure you agree that all of those are leading questions! And I promise if you train as a coach (with an excellent provider) you will learn those skills, and many more besides. Coaching utilises a measurable skillset; a credential in coaching supports your kudos and your qualifications as a coach and as a leader; and the world is starting to demand those credential and qualifications. If you have already completed 100 coaching hours then 2016 is the year to get that credential!
If you’d like more information, or to clarify your own eligibility and pathway to that credential just let me know? I’m happy to help you make the best decisions for your individual case.
Mary.britton@coachingpacific.com

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