IAC VOICE, Volume 4, Issue 36, June 2009, Circulation: 13,018


From the Editor

The School of Coaching Mastery, an IAC Coaching Masteries® Licensee,
is running a contest through the month of June to choose the Best Coaching Blogs
of 2009. The IAC VOICE blog was entered, but unfortunately we've already been

We'd still like to support this
contest though, so please visit the blog
contest website
to read and vote on these excellent blogs.

Vote now at: http://www.schoolofcoachingmastery.com/best-coaching-blogs-2009/.

today's issue we get to hear more about CAM '09, the Conversation Among Masters. Sue Brundege put together some reflections from each of the
four IAC Board of Governors members who attended. Her experience at CAM definitely
influenced Angela's President's Message this month, as we read
her newly solidified affirmations of how the IAC expresses its values and "walks
its talk."

members will be happy to hear about a brand new membership benefit
from Contra Coaching, and the Queen of Contra herself, Dr. Kerryn Griffiths,
also contributed an article about peer coaching.

have two excellent feature articles this month. In her exploration of
, coach and educator Leni Wildflower discusses how coaches can draw
from other disciplines and how this may help improve our credibility.

Suzi Pomerantz delivers an article that is jam-packed with solid
business-building tips
. She offers some of the clearest definitions of networking,
marketing and sales that I have ever seen.

month's Tools for Coaching Mastery column is brought to us from the IAC's newest
certifier, Alison Davis (we
introduced Alison in April
). She writes about the fascinating subject of
Spiritual Intelligence.

the Inside Scoop – Lessons from the Certifiers, Nina East
delves into the last of the IAC Coaching Masteries®, Mastery
#9. But don't worry! She and the other certifiers have some wonderful things planned for future issues
– all designed to help you become a more masterful coach and to achieve
IAC certification.

Birds, Bees and Blogging, Janice Hunter introduces you to
her new houseguest, and talks about her continuing search for balance in her
own creative nest.

for the VOICE are available on the website, including submission
dates for our upcoming issues. I would love to receive your article submissions
by June 15th for the July issue, or July 20th for the August issue.

contact me
with your article ideas and your feedback
about this issue.

Warm wishes,

Linda Dessau, CPCC
Editor, IAC® VOICE
Email: voice@certifiedcoach.org

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From the President

by Angela


What makes the IAC different from other professional coaching associations?
This is the question I was asked many times in this past month, and as a result
I have more clarity on the answer.

The answer harkens back to our roots, who we are and what we stand for, and
so it is important. What makes us different is not just the distinct features
of our certification and ethical systems, but our values, from which our unique
features were created. Here I describe two of the important values that the
IAC aims to express.


The IAC recognizes that masterful coaches come from a wide variety of backgrounds.
They have diverse educations and experiences, and many ways of achieving masterful
coaching. They are so diverse that is not possible to predict or prescribe a
standard path for how to become a masterful coach. Equally, the people and organizations
that coaches serve are highly diverse.

The IAC celebrates the power of diversity to drive coaching to its full potential
and to serve the widest possible range of society. By setting very
high standards for coaching mastery
, we provide: (a) clarity about what
coaching is, (b) a unifying community where coaches can recognize each other
and work together and (c) a diverse collection of possible ways to do this work.

As an example of how we have expressed our value for diversity, our coach
certification process
has no prerequisites and is equally available to all
coaches who choose to validate their mastery.


The coaching profession has emerged as part of rapid development in the human
potential industry. This industry is learning and changing at an unprecedented
rate on the back of scientific research, tremendous societal challenges and
shifting paradigms. For coaches as people who "invite possibility,"
innovation is highly valued. Therefore it is vital that our own institutions
are also designed to welcome innovation.

One way the IAC expresses our value for innovation is through openness and
flexibility to our licensed coaching
schools and mentors
. These schools and mentors are free to support their
students and coaches-in-training according to their growing expertise and the
changing needs of their particular student body. We do not place requirements
on number of coaching hours, curriculum, or anything else. But their aim is
clear: to produce coaches sufficiently masterful to reach the very high standards
of the IAC Certification process.

Do you agree that the IAC upholds these two very important coaching values
(diversity and innovation)?
What other values must the IAC uphold in order to be of service to you and the
coaching profession?

I'm listening very closely to learn what values will make the difference to what
the IAC brings to coaching, so please add your comments below.

Angela Spaxman
President, IAC®

Web: www.lovingworkandleading.com

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New IAC Coaching Masteries® Licensed Schools and

Name City State Country IAC-CC 
Global Institute of Leading and VIP Strategic Leadership Coaching Johannesburg   ZA South Africa No
View Details
View Details

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IAC joins in the Conversation Among Masters

by Sue
Brundege, IAC-CC

Four members of our Board of Governors had the privilege and pleasure of attending
this year’s Conversation Among Masters (CAM ’09). Nearly
130 master coaches from around the world gathered in Branson, Missouri, USA
May 3–7 for this unique, invitation-only event. We exchanged ideas, explored
innovative directions, made new friends and had a lot of fun!

Our IAC attendees included President Angela Spaxman; Secretary Bob Tschannen-Moran;
Volunteer Coordinator Kristi Arndt, and Communications Chair Sue Brundege. Not
only was it great to meet one another in person, we also had the opportunity
to educate many well-established coaches about IAC’s mission, our unique
certification process and the benefits of being a member.

Our four board members share their perspective on what was most inspiring about
attending CAM this year.


This is what inspired me about this year’s CAM event:

1) Masterful coaches love meaningful conversations. We don't have much time
for small talk, so each conversation I had with fellow coaches was stimulating,
allowing me to learn so much from others' experiences.

2) Masterful coaches want to contribute. It was very heartening to have a chance
to share and develop together our aspirations for bringing coaching to the world
for the good of humanity. Masterful coaches have developed their lives so well
that they are overflowing with passion to help others, and coaching is an ideal
tool to use in so many ways.

3) Masterful coaches can be stupid, testy, mean, fearful, hopeless and much,
much more! The Big Mind Process that Genpo Roshi led us through was hilarious,
highly emotional at times and very useful. We all become more attractive, effective
human beings when we allow all aspects of ourselves to do their good work, rather
than disowning them.


What most inspired me about CAM this year was the time I spent with my IAC
colleagues. I know that sounds strange, since we had such wonderful speakers
and workshop leaders, but I came away with a wonderful sense of community with
my IAC colleagues as well as clarity as to the mission of the IAC and how we
fit into the landscape of the coaching world.

The IAC and its credential are not for the novice or beginning coach. For them,
the ICF training programs are a great place to start. The IAC and its credential
are for seasoned and masterful coaches. Without requiring a particular path
of development, the IAC assesses and celebrates coaching mastery.

We’ve said that from the beginning, of course, but the conversations
we had at CAM affirmed the important place such a credential has in the coaching
community. Many of the coaches at CAM were not ICF-certified, MCC coaches. There
was great interest, therefore, in an alternative credential that did not require
backtracking on or apologizing for one’s experience or education. I love
how our credential promotes innovation and creativity in coaching. I think many
people will be joining the IAC and checking out our credential as a result of
the CAM Conference – especially after they saw our President dance.


More than anything, what distinguishes the Conversation Among Masters
annual gathering from other events is the creativity, innovation, love and devotion
demonstrated by the organizers, volunteers, presenters and participants. It’s
not easy to put into words; you almost need to have been there to know what
I’m talking about.

Imagine walking into a typical conference ballroom but rather than theater-style
seating, the room is full of bright red, blue, yellow and silver exercise balls
to provide seating for an exhilarating and really fun peek into the future with
Jody Turner. Her quirky, fast-paced presentation was followed by a fishbowl
experience facilitated by Ann Clancy and Jacqueline Binkert. Twelve chairs at
the front of the room were available for anyone who was moved to create and
contribute to an evolving conversation; participants stayed to say their piece,
then went back to bounce on their balls, leaving an open seat for someone else.

Last year was cool, too, as we sat comfortably in our rocking chairs while
conversing with Martha Beck, fellow mystics coming together to recognize ourselves
as members of a common tribe. Such purposeful environments contribute something
uniquely powerful yet mysteriously intangible, making a memorable shared experience
for everyone involved.

These are just a few of the special moments I’ve experienced at CAM.
The best part, however, is spending time with such wonderful, interesting people
who are doing amazing work in the world. The conversation really never ends
as there is always further to go and more to discuss well beyond the conference
itself. Good thing there are so many ways to stay connected and share thoughts,
ideas and inspiration with others, whether they attended or not!


It’s hard to pinpoint exactly what was most inspiring about CAM ’09.
To experience so many intelligent, insightful, creative and courageous coaches
in the same room was awe-inspiring in and of itself! And if that weren’t
enough, each day we participated in a unique dialogue, initiated by thought-provoking
speakers. Each master coach attendee had the opportunity to stand up, speak
their idea, respond to another’s comments or take the conversation in
a completely different direction—it was a dynamic example of the co-creative
process en masse, both reflecting and magnifying what we all do with our clients

Against this stimulating backdrop, I was delighted to engage in both scheduled
and impromptu meetings with fellow IAC board members Angela, Bob and Kristi.
It was such a treat to meet these wonderful coaches/leaders in person, and brainstorm
on how to make the IAC even more valuable to our members. I was also excited
to see the growing interest in IAC from masterful coaches around the world who
attended the conference.

Looking ahead to next year, CAM ’10 will be held near Albuquerque, New
Mexico, USA. To learn more about CAM and its invitation criteria, visit www.conversationamongmasters.com.

Sue Brundege, IAC-CC, is a CTA- and IAC-certified coach, communication consultant
and trainer, writer, and public speaker. Through her business, Self Made Self
LLC, she helps service-based professionals gain confidence in public speaking,
writing, and networking to attract ideal clients and grow their business. Sue
also serves on the IAC Board of Governors as Communications Chair.


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New IAC member benefit: Unlimited coaching and mentoring

Where do coaches go for coaching?


Contra Coaching is a thriving community of coaches from around the world who
have created a portal to unlimited coaching and mentoring. Contra Coaches are
constantly walking their talk, and they’re reaping the rewards!

Contra Coaches have access to as much coaching and mentoring as they like,
for about a quarter of the cost of one coaching session. How is this possible?
It’s simple. Contra Coaches buy a couple of Coaching Coins or accrue free
coins and this pays for a professional match-maker to assign them a coach and
a client. Then, by agreeing to give coaching to your assigned Contra
Client, you are entitled to receive the same amount of coaching from
your assigned Contra Coach.

It’s like Chinese Whispers, only Contra Coaches pass on coaching and
mentoring rather than a secret, and, instead of sitting in a circle in one room,
Contra Coaching circles can stretch right around the world!

As an IAC member, you are now entitled to free membership at Contra Coaching.
All you need to do is pre-purchase two Coaching Coins for your first round of
Contra Coaching. And, as a special introductory offer, if you join before the
end of June, you’ll get a bonus Coaching Coin – all you need for
your first round of mentoring too.

Join online via www.contracoaching.com

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Peer Coaching Trains and Chains

Wise words from the “Queen of Contra”

Peer coaching is a term that is loosely applied in the coaching industry to
various forms of coaches coaching coaches. However, there are two versions
of peer coaching, the “official” and the “unofficial”,
and it would be wise for coaches be aware of which is which before you end up
on the wrong train!

There are two forms of “official” peer coaching existing in formal
education settings, business organizations and in some fields of coaching, expert
coaching and reciprocal coaching. Expert coaching occurs within an unequal relationship
and involves feedback, support, alternatives and suggestions. Reciprocal coaching
occurs within an equal relationship and involves observation, feedback, support
and natural learning (Zeus & Skiffington, 2002). Many peer coaching relationships
between coaches are reciprocal coaching relationships. In addition, cognitive
coaching frequently uses peer coaching, to assist teachers in delving into the
thinking behind their practices, helping them to self-monitor, self-analyse
and self-evaluate their teaching practices (Costa, 1992, 2000; Garmston, 1993).
Notably, cognitive coaching plays a role in evidence-based coaching literature
also (Campbell, 2003).

From the literature, it seems most “official” peer coaching, including
both expert coaching and reciprocal coaching, is used as a means of facilitating
professional development and may or may not involve specific coaching process.
On the other hand, there has been a proliferation of “unofficial”
peer coaching among professional coaches within the coaching industry that focuses
more on personal, rather than professional development and is underpinned
by accepted coaching process
. “Unofficial” peer coaching remains
largely undocumented within coaching literature. Although it is personally focused
and much more fun that “official” peer coaching, with professional
rewards being a by-product, “unofficial” peer coaching can also
be a bit slippery…

Shortly after I first started coaching, I started to swap coaching with one
of my trainee coaching colleagues. We agreed to coach each other for 12 sessions.
I gave her one session, then she gave me one, and so on until we reached…
oh, about session 10. What happened at session 10? Why didn’t we continue?
There were two reasons.

Firstly, I knew too much about her and she found out too much about me, the
result of which meant we could no longer coach each other effectively because
we started thinking we knew the answers to each other’s issues! Secondly,
we had two different relationships going at the same time. I had a relationship
with my colleague as a coach and a client and that meant that her behaviour
as a coach affected my interaction with her as a client and vice-versa! With
this experience I got the message loud and clear that the coaching ethic warning
against dual relationships in the coaching process was put in place for a reason.

After this experience, I was faced with a dilemma: pay for a coach or not have
one at all. At the time, I’d given up my day job to coach, so I didn’t
have a lot of money, leaving just the latter option. As a coach, it was unthinkable
for me not to have my own coach. So I got creative and gathered together a group
of coaches who wanted coaching without having to pay money. By setting up a
chain-like system, we all got coached but never coached the same person who
was coaching us. This small gathering has since spread to hundreds of coaches
from around the world and is known throughout as Contra Coaching. Peer coaching
was sorted forevermore and I have never been without a coach since! 




Dr. Kerryn Griffiths, fondly referred to as “the Queen of Contra,”
is the Global Coordinator of Contra Coaching, where coaches go for coaching.
IAC members are now entitled to free membership to this dynamic community, as
part of their member benefits. See our announcement earlier in this issue and
join online via www.contracoaching.com, where coaches go for coaching.



Campbell, J. W. (2003). Coaching as a transformational tool in a learning
correctional culture.
Unpublished doctoral dissertation, Royal Roads University,
Costa, A. L. (1992). An environment for thinking. In C. Collins & J. N.
Mangieri (Eds.), Teaching thinking: An agenda for the 21st century
(pp. 169-181). New Jersey: Lawrence Erlbaum Associates Publishers.
Costa, A. L. (2000). Mediative environments: Creating conditions for intellectual
growth. In A. Kozalin & Y. Rand (Eds.), Experience of mediated learning:
An impact of Feuersteins's theory in education and psychology
(pp. 34-44).
Amsterdam: Elsevier Science.
Garmston, R. (1993). Reflections on cognitive coaching. Educational Leadership,
October, 57-60.
Zeus, P., & Skiffington, S. (2002). The coaching at work toolkit: A
complete guide to techniques and practices
. Sydney: McGraw Hill.

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Evidence Based Coaching: What it is and how it works

by Leni
Wildflower, PhD, PCC

The success of coaching

In recent years the practice of executive and life coaching has exploded in
Europe and around the world. Coaching has proved a successful newcomer in a
crowded market, competing aggressively with more established sources of guidance
and support for businesses and individuals. While there is no shortage of anecdotal
evidence of the benefits of coaching in its many forms, and adherents to one
school or other are vocal in their support of their chosen systems, there has
so far been too little time for extensive outcome research or much rigorous
analysis of which techniques achieve results. Coaching is still in the process
of cohering as a profession. Meanwhile it is helpful to study its intellectual
underpinnings, and to draw the lines between bodies of established theory and
research on the one hand and aspects of coaching methodology on the other.

An evidence-based approach

An evidence-based approach to coach training draws on a range of related disciplines,
including psychology, communication, adult development and organizational studies,
and aims to match them with the best current techniques, skills and strategies
in coaching. The aim is not to add yet one more trade-marked coaching system,
but rather to enrich the individual coach’s repertoire of strategies and
to deepen his or her sense of the intellectual stream from which these practices
have emerged.

Although coaching can be seen to have sprung from theories of humanistic psychology,
behavioral therapy, and the human potential movements of the 1970’s, its
origins are many and varied. What makes coaching so exciting is precisely what
makes it difficult to identify as a discipline or a codified set of principles.
Certainly there is an emerging model that distinguishes the practice of coaching
from consulting or counseling. But the most skilled coaches are able to employ
principles and techniques from a whole range of disciplines.

While adhering to what is unmistakably a coaching role in relation to the client,
a coach might lean on theories drawn from humanistic, behavioral or Gestalt
psychology, or from positive psychology and appreciative inquiry. At times it
might be helpful for the coach to be equipped with theories of adult development,
adult learning, or intelligence. At other times theories of communication, leadership
and organizational management will be more helpful. Some coaches might be able
to draw on knowledge as diverse as neurobiology and brain research on the one
hand, and religious and spiritual traditions on the other. Depending on the
client’s issues and circumstances, theories of conflict and conflict resolution,
theories of change and transition management, or theories of gender, cultural
and racial difference might be part of an appropriate background to the coaching
conversation, or might find their way into the conversation itself.

Background or Foreground

Whether or not any one of these areas remains intellectual background for
the coach or becomes a topic of conversation between the coach and the client
will depend on various factors, and there are a number of ways in which a theory
might become relevant.

First, there are areas of theory that provide the general principles basic
to the coaching enterprise, and on which any coaching practice must be founded.
For example, the skill of developing a coaching presence and co-creating a relationship
are underpinned by research-based theories found both in humanistic psychology
and cognitive behavioral therapy. For a coach with a pragmatic sense of what
works, a study of theory can add a fresh awareness of why it works, bringing
to the practice a greater sense of coherence.

Second, there are times when an aspect of theory will become an appropriate
part of the dialogue between the coach and the client, providing a lens through
which the client may view his or her situation and process. A client in mid-life,
for example, experiencing an impulse to pull away from daily work and find more
meaningful outlets may be aided through a discussion of Erikson’s mid-life
stage theory of development.

Third, an individual theory can become a tool within the coaching process.
For example, a client experiencing difficulty with personal or professional
change can be helped through the application of Bridge’s change management

Cognitive Behavioral Therapy and Coaching

Cognitive Behavioral Therapy (CBT) is one example of an evidence-based framework
that can be applied in coaching. It is particularly effective when working with
mid-level professionals (managers and directors) where the goal is to improve
performance and the coaching engagement is limited in scope. CBT is based on
a psychological theory attributed to Aaron Beck (1987, 2004). The behavioral
approach of Beck and other theorists is based on the idea that the process for
changing behavior should focus on identifying the factors maintaining problems,
rather than the origin of the factors. Beck asserted that encouraging clients
to test assumptions through behavioural experiments is an effective therapeutic
process. In essence, changing behavior patterns will in turn change attitude.

Using principles of CBT, the coach and client can make significant changes
in performance in a short period of time. The coach might, for example, ask
the client to watch a person who is successful at work and to make notes towards
a discussion on what accounts for their success. Or, where the client’s
belief system is preventing him or her from shifting behavior, coach and client
together might devise an experiment to directly test those beliefs. In such
exercises, the client must, of course, be committed to the process, but need
not necessarily be conscious of its theoretical premise.

Coaching has exploded as a profession within the past decade in businesses,
schools, and organizations. Now, the field of coaching is faced with the challenge
of becoming more academically rigorous and research-based in order to continue
effectively serving the global needs. In an increasingly competitive marketplace,
being an evidence-based coach provides professionals with a distinct advantage.


Beck, A.T. et. al (2004). Cognitive therapy of personality disorders. New
: Guilford Press.
Beck, A.T., et. al. (1987). Cognitive therapy of depression. New York:
Guilford Press.
Gilligan, C. (1982). In a different voice: Psychological theory and women’s
. Cambridge, MA: Harvard University Press.
Helgesen, S. (1990). The female advantage: Women’s ways of leadership.
New York: Doubleday Currency.
Helgesen. S. (1995). The web of inclusion: A new architecture for building
great organizations
. New York: Doubleday Currency.
Wildflower, L. (2006) Origins and Applications of Evidence Based Coaching
(in publication: Wiley and Sons).



Leni Wildflower, PhD, MPH, PCC, is an executive coach, consultant, author and
professor. Currently, she directs Fielding Graduate University’s Evidence
Based Coaching certificate program. This is one of the few programs in America
to offer graduate credit in addition to certification from the International
Coach Federation, and the only one that grants credit towards a PhD. For more
information, please visit http://www.fielding.edu/programs/hod/ebcC
or contact Leni at lwildflower@fielding.edu.


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Being A Great Coach is NOT Enough in These Crazy Times!

by Suzi
Pomerantz, MCC

Being a masterful coach is not enough in a rapidly changing marketplace like
we are experiencing these days. Being a great leader is not enough. Being a
good person is not enough. To create meaningful change in organizations—global
monoliths, public sector not-for-profits, sole proprietorships, or even families—we
as coaches must master the "critical trinity" of business development;
we must learn how to network, market and sell.

It's not enough simply to know how to integrate networking, marketing and sales
activities. Coaching professionals must personally integrate these principles
so seamlessly into who we are being that we no longer think of them as separate,
independent, and somewhat unpleasant tasks, like taking out the trash or paying

It's crucial for coaches to find the "sweet spot" where these three
domains of networking, marketing and sales intersect. Every coach must understand
the distinctions and master the activities associated with each part of this
critical trinity in order to "seal the deal." Any deal. Influence
depends on it!

* If you're a solopreneur or small firm delivering coaching, you must find
and engage clients in order to have opportunities to deliver your services.

* If you're an internal coach or human resources director in a large organization,
you must create visibility, sell ideas, and garner support for programs in order
to have opportunities to deliver your services.

* If you're an organizational leader (particularly if you are directing an internal
coaching program), you must influence other leaders, lobby support for initiatives,
and communicate your vision so effectively that you inspire engaged, motivated

* If you're a successful business coach, you must help your leader clients to
create opportunities for the delivery of their services—to influence others,
to sell their ideas or to manage their careers for increased visibility and

The success secret in each of these scenarios is the ability to master, implement
and lead from the sweet spot mentioned above. Without mastering the distinctions
between networking, marketing, and sales, and the ability to teach those distinctions,
we cannot help our clients move past their fears of asking for what they want.
I know lots of coaches who could use some work in learning how to ask for what
they want!

This is not just about finding and retaining coaching clients. Our ability
to seal the deal—at will—is largely determined by our understanding
of the systematic, repeatable process behind it all.

Here are specific tools in each area of the "critical trinity" to
help you (and your clients) get ahead:

(building relationships as the foundation for every business activity):

informational interview is a powerful networking tool. This conversation
is designed to gather information about what an individual (or his or her company)
does. Since it's not a sales meeting, the encounter is non-threatening for the
interviewee. In fact, most people are flattered when asked to provide this small
dose of mentorship.

Informational interviews can be designed around anything your clients want
to learn. You'll collaboratively co-create questions which your clients will
ask people in their networks, helping to gain new perspectives and shed light
on particular challenges or growth areas your clients are facing.

For coaches, networking is a doorway into the sales process. The informational
interview keeps pipelines sustainably fresh, with new things coming in continually.
However, all coaches must keep networking as a distinct and ongoing process
from sales. Networking is about creating genuine and authentic human connections.

Don't forget the power of social media as a networking tool! Twitter, Facebook,
and Linked In are some of the best vehicles at our disposal now for creating
new relationships and renewing old ones!

(messaging about you or your business, service or product):

Marketing consists of anything you're doing to promote your business or ideas,
excluding activities that directly involve relationship-building or asking for
a specific outcome.

Rather than creating opportunities to deliver your services, marketing activities
allow you to actively create opportunities to deliver your message.

Think strategic leverage when you generate your marketing materials –
create them once and use them in several ways. Develop your message for a speech
and repurpose it for an article. Conduct a teleclass and record it as a podcast.
Write a book and repurpose the content into speaking engagements, appearances
and articles. Develop your website and use it to showcase your articles, speaking
engagements, blogs and other materials. If you create something and use it only
once, you are leaving money on the table and wasting your own time.

all, remember that messaging and marketing should support your business
development efforts, not be them. You don't get more clients by having
more materials—technically, you only get more materials!

(asking for what you want):

We all know this frustrating cycle: Our marketing and networking efforts create
a full pipeline of leads that suddenly pop like popcorn, generating business.
Then, while we are focusing time and energy on delivering client services, we
lose momentum for networking, marketing and sales activities. The result? We
find ourselves in the uncomfortable position of completing projects with no
further engagements on the horizon, requiring us to start generating new business
all over again. Our excuse sounds like this: "But, I'm too busy to do any
marketing or sales now. I need to focus on billable hours, and the time I spend
selling is not billable time!"

lessons learned meetings as a strategy to generate business while billing
time. Lessons learned meetings are structured interviews with your clients and
key decision-makers in the organization that take place midway through and at
the end of the engagement. You'll ask your clients what is working and what
can be improved. You'll tell your clients what they can do to help you to do
your job even more effectively. Typically, these conversations create fabulous
opportunities for you to a) ask for testimonials, b) ask for referrals, and
c) ask about your clients' upcoming challenges, projects or needs, so you can
shift the lessons learned conversation into a sales conversation. It is a highly
effective tool to actively, strategically and consistently build your business
while reducing the cycle of non-billable time between engagements!

We often think in a box when it comes to our business development mindset.
"Rainmaking"—generating new business— requires a systematic
process entailing concurrent, seamlessly integrated action in the areas of networking,
marketing and sales. When we recognize our innate strengths and eliminate our
self-deception in these areas, we can get out of our own way, allowing ourselves,
our clients, and the organizations in which we coach to easily seal the deal.



Pomerantz, MT, MCC, is an award-winning master coach and author of two books
and 25 publications on coaching, ethics and business development. She teaches
at top coach training programs worldwide, and serves on several boards for coaching
in organizations. Learn more about Suzi at http://www.suzipomerantz.com.



Comment Now


by Alison
Davis, IAC-CC

About 15 years ago I was persuaded by a girlfriend to attend a weekend personal
development workshop where one of the exercises was to share with a group how
we were feeling spiritually. All I could do at the time was to copy some of
the things that I heard the other participants saying, words like, connected,
alive, dead, disconnected, inspired, isolated, etc.

The experience left me with a deep desire to be able to describe myself spiritually
with truth and a clear understanding of what I was feeling. Since then I have
become a coach and I’ve found that many of my clients also have an urgent
interest in understanding themselves spiritually. They ask for spiritual coaching.
They seek spiritual intelligence. But what does that mean?

Spiritual intelligence (SQ), emotional intelligence (EQ) and intellectual
intelligence (IQ)

There are three types of intelligence that determine our inner and outer success
in life. You have no doubt heard of IQ (measure of intellectual intelligence).
This is about linear, logical thinking and facts. It’s about structuring
processes, sequencing, organising and planning. It is a measure of our rational,
strategic, mathematical and linguistic talents. Intellectual intelligence can
be helpful for solving problems and understand ideas and concepts. We connect
to others using this form of intelligence by discussing and exchanging factual
information or engaging in logical thinking processes with others.

EQ (measure of emotional intelligence) is equally important in determining
success. People with a high EQ are able to feel their emotions and use them
as a guide, responding appropriately to different situations. Hence, they relate
to others in a healthy way, with empathy, and know how to balance self-regard
and regard for others. They have high self- esteem, having focused in their
development on becoming confident.

Both IQ and EQ have become part of our normal vocabulary. But as well as IQ
and EQ, all human beings possess innate spiritual intelligence (SQ), which is
also essential to our well being, though we tend to ignore it in favour of the
others. We now know that all three forms of intelligence are complementary.

Notice how both IQ and EQ work within the confines of existing information
and what is known, while SQ is a measure of our ability to be aware of and connected
to all that lies beyond the physical realm – things we may not be able
to see, hear, feel or touch.

Only SQ is capable of thinking beyond what is known and of seeing a higher
truth in a situation. SQ operates through knowledge of the spiritual laws on
which our world is founded. It comes from the premise that we are not just physical
bodies but also energy fields that affect each other in subtle ways. When our
IQ, EQ and SQ work together we are able to fully manifest our potential in the

People with high SQ

SQ puts our individual lives in a larger context. It provides meaning and purpose
in life and allows us to create new possibilities for ourselves, for others
and for the world. Our SQ allows us to utilize our IQ and EQ to express our
gifts in the world, improving our own lives while impacting the entire planet.
Great leaders such as Gandhi, Mother Theresa and Martin Luther King all had
high SQ as does Nelson Mandela. A high SQ is increasingly becoming a determinant
of success.
All living things possess life force energy. SQ is the key to identifying and
managing this life force energy. It is through this subtle life force energy
that we attract, repel, bond with and influence other people and it can be a
very powerful form of communication.

People with strong energy fields can influence others just by their presence.
We see this on both ends of the spectrum. Some people have positive, life-affirming
energy, while others have draining, toxic energy.

People with high SQ can manage these energy fields and transform them into
a productive force. They know how to partner with the universe and as a result,
they experience ease, flow and contribution. People with low SQ tend to experience
life as hard work because they have to do it all themselves.

Coaching tools for developing spiritual intelligence

People develop spiritual intelligence through practices such as meditation,
journaling, reading spiritual books, practising yoga or tai chi, eliminating
limiting beliefs and working with a coach who has a high SQ.

Two of the most important and valuable coaching tools for SQ are intuition
and a willingness to surrender to the greater knowing of the universe. Fundamentally,
coaches must work to improve our own SQ before we can help others to improve
theirs. Our clients can provide excellent mirrors to show us exactly where our
own work needs to take place.

As we lead the way by being willing to do our own transformation, we can help
our clients to connect to themselves. We can support our clients in embracing
transformation, helping them to ask themselves: What is this problem here to
teach me?

We can encourage clients to become accountable for everything in their lives,
helping them to ask themselves: Why did I create this?

What if the whole world had a higher level of SQ?

In our modern day world we are not often appreciated for just being ourselves.
We are constantly asked to prove our worth and measure our success in terms
of money, power and other external achievements. Many of us end up with a deep
feeling of worthlessness, feeling negative and inferior. Our education systems
have contributed a lot to this by valuing IQ.

But if the whole world had higher SQ terms, no one would be inferior because
each individual is unique. Everyone would be able to identify their unique gifts
and understand how to use them. Everyone would live their lives with meaning
and purpose.

When people align their lives with their own truths, their own values and the
principles that inspire their action (e.g., service to others, support, love,
beauty, connection), they feel more alive and can express their true essence.
In fact, aliveness is one of the key measures of SQ.

As more and more people develop their SQ, the world is becoming a different
and better place. People are acting more responsibly to help the earth and showing
more respect for the planet. Workplaces are becoming more ethical and life-sustaining,
and their services and products are being designed more and more to serve the
greater good of the world.

As we progress to these higher levels of SQ, families and communities will
experience more peace, ease and grace. We will become less judgemental of others,
more accepting of both ourselves and others. We will experience true partnership
and interconnectedness. We will have more creative energy and use this energy
to enhance life. We will embrace transformation and see others as mirrors of

We will act with more compassion and for the highest good of ourselves, others
and the world. We will be more spontaneous and fearless and more able to create
miracles and magic. A new humanity will evolve, one that affirms, loves and
celebrates life, makes wise decisions and treats others as souls on a common
human journey.


Alison Davis, IAC-CC, is the founder of Foundations for Living, a licensed
school of the IAC Coaching Masteries®, and is also a certifier
for the IAC. Alison has been coaching, training, facilitating and mentoring
individuals and in organisations in Europe, the US and South Africa for over
13 years. She is trained in psycho-spiritual integration, helping clients to
develop their SQ. For more information email alison@foundationsforliving.com.



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by Nina East, IAC-CC

Mastery #9 – Helping the client create and use support systems and structures

This Inside Scoop article is the final installment in a 9-part series addressing
each of the individual IAC Coaching Masteries®. You can review
the previous articles in the

When you are coaching a client, it is critical to help them create
and use appropriate and sustainable support systems and structures. It helps
the client to be more confident and secure in moving forward and to embrace
responsibility, and it addresses sustainability so the client does not have
to rely solely on their own willpower.

While it is the ninth mastery, and it is often focused on near the end of a
coaching session when coach and client are co-creating what comes next, elements
of this mastery are occurring throughout the coaching session. When the coach
understands the difference between system and a set of action steps, their value
to the client goes up dramatically.

Members, continue
reading here

To join the IAC, click


Nina East is the IAC®’s Lead Certifier and the founder of
a site for business owners and professional women who are enthusiastic about personal
growth. As a coach, she helps personal growth professionals turn creative edge
thinking into practical tools and resources, and helps coaches master the art
of coaching.


Please send your questions on the IAC
Coaching Masteries® and the certification
process to certification@certifiedcoach.org.

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"Coaching Moments" takes a
thoughtful look at how coaching
can be interwoven into our daily lives. 

Birds, bees and blogging
by Janice Hunter, IAC-CC

Before I created my blog, I was a hermit bee, living, not in a hive, but in
my own cosy wee writing cave, emerging to buzz away happily in other people’s
blogs, reading, writing guest posts and cross-pollinating for pleasure in their
comment boxes. All the writing honey from my life and my daily detail loving
was saved for this column. For you.

When I wasn’t writing, every moment was a chance to gather nectar, the
essence of moments spent in my home and garden.

I spent more time watching the birds outside my kitchen window, nature’s
bloggers, living and foraging side by side: blue tits and chaffinches sharing
the bird feeder happily; gangs of starlings swooping in and squawking loudly,
chasing off other birds and swiping all the berry-filled fat, leaving nothing
for the smaller birds; dunnocks hopping about in the bushes, silently feeding
on the scraps left after the flapping frays, and the serene robin, sure of his
territory, sitting on my fence, bobbing his head three times, choot choot choot,
doing his business, planting the seeds of trees and bushes that will shelter
his offspring someday.

March came and went in a flurry of blog-building, jury duty, illness, kids’
activities and shopping for my eighty-five-year-old dad. I missed birthdays
and deadlines, unaware that the weeks were flying by.

April and May settled into routines of burned meals, overflowing ironing baskets
and piles of dirty washing.

Wet clothes were eventually dragged unceremoniously from the washing machine
and dumped into the dryer. I no longer stuck my face into piles of damp line-dried
laundry smelling of flowers and fresh air.

It reminded me of the first time I went for Step 2 of the IAC exam, obsessed
and blinkered, neglecting all the other areas of my life. It came as no surprise
that I failed first time.

But still I blogged, driven by the urge to create a community, to do something
with my writing, to reach out beyond my garden and share more of myself.

I kept thinking I’d settle into a blogging routine, but never for one
moment did I realise that I was becoming worn out and weary right at the start
of my journey, a journey I’d hoped to savour and share with all kinds
of travelling companions for years to come.

My husband had a day off work last week and we planned to catch up on some
neglected gardening. He went to run a bath in the family bathroom after the
kids went to school and I found myself heading furtively towards the laptop,
thinking I’d just do a quick ten minutes, when suddenly he bounded into
the room.

“You’ll never guess what we’ve got on the window ledge outside
the bathroom!”


“A nest! With eggs! Four eggs!”

He sounded just like our young son.

We both crept to the back door like a couple of teenagers getting home late,
wondering what lunacy had possessed a bird to build a nest next to our garden
path, outside a family bathroom where our kids squabble loudly about everything
from toilet paper to toothpaste.

We opened the heavy wooden door slowly and took a step out, as quietly as we
could. And there she was. A blackbird, with a thin, sharp yellow beak and beady
black eye. Aware of us, she didn’t move.

I sneaked in for my camera and stealthily captured the moment, scared that
if we stood staring too long in awe at the magic of this little scene, that
she’d get spooked and fly off.

The kids came home from school and couldn’t believe it, smiles wild and
full of wonder.

That evening, while they were out with my husband, I started to worry. What
if the wind blew the nest off the ledge, if cats came prowling, if a sudden
noise from inside the bathroom spooked her. I felt I needed to do something,
to help in some way, so I got some bread crumbs, opened the back door and gently
scattered them on the ground in her direction. With a startled cheep and a flap,
she flew off.

Horrified, I closed the door and stood, cursing myself for interfering, for
having my own agenda, for doing too much and not letting things take their natural

For hours I was too scared to look. My husband and kids came home, asking if
she was still there.

“I scared her off,” I said, sadly. “I tried to feed her.”

“She’ll be back,” said my daughter. “She did choose

“Yes,” said my son. “It’s a good place. Sheltered,
and bricks absorb heat. She’s clever. She’ll be back. She knows
we wouldn’t hurt her.”

I couldn’t bear to look. The hours passed and I couldn’t settle
to anything. All I could think about were the little eggs, neglected, getting
cold, because I’d overdone it. As usual.

My husband came into the living room smiling.

“She’s back. And there’s this little pile of crumbs next
to her. It looks like she’s tried to spell out thanks.”

I threw a cushion at him as the kids teased me, asking if we should put worms
on the shopping list and start a university fund.

I gently opened our back door and looked towards the bathroom ledge. As she
sat there, her brown feathered body filling out the nest, she turned to me and
fixed me with a beady eye. I pulled the back door shut, ever so quietly, and
came back inside, smiling, trusting that everything would be OK. Sometimes,
we just need to sit still and do nothing but be.

The dad arrived on the scene and did a brilliant job. We watched the eggs grow
into four healthy chicks.

Janice Hunter is an IAC certified homelife coach who lives in Scotland with
her husband and two children. She created and co-wrote Sharing the Certification
Journey: Six IAC Coaches Talk About Their Journeys
, and her blogsite,
provides soul food and support for coaches, writers, parents and home-based

Janice has compiled all of her Coaching Moments pieces from the last two years
into a free 46-page ebook, 'Coaching Moments: a Collection of Articles about
Coaching in Everyday Life' which can be downloaded here
or from her site.

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