IAC VOICE, වෙළුම 4, නිකුතුව 85, ජූලි 2013, සංසරණය 4,361

සංස්කරණය හෝ

වොෂින්ටන් ස්මාරකයඑම
official start of summer has meant two things to us New Englanders: humidity
and severe thunderstorms! Additionally, for me, summer has been a whirlwind
of work and travel, including a trip to Washington, D.C. Visiting the many monuments
and memorials was an overwhelming and beautiful experience. In a place that
is dedicated to honoring the past, it is also a thriving community that is just
as focused on moving forward.

This sentiment of appreciating the past, present, and future, is a strong thread
in our articles this week. Our wonderful contributors discuss “compassion
fatigue” within coaching, archiving client records, while taking glimpses
into the future of coaching and revisiting the IAC’s foundation and past
methods. There is much to look forward to!

I’d like to send out a big thank you to Elizabeth Nofziger who volunteers
her time each month to help with the VOICE; she is an important asset to the
team and we very much appreciate her time!

අප අමතන්න කරුණාකර අප අමතන්න voice@certifiedcoach.org
with comments, questions, event notices, or article contributions. I hope you
enjoy the month of July, no matter the weather.

බෙත් ආන්

බෙත් ඇන් මිලර්


බෙත් ඇන් මිලර්
නිර්මාණාත්මක ලිවීම පිළිබඳ ශාස්ත්‍රවේදී උපාධියක් ලබා ඇති ඔහු ස්වදේශික නිව් එංගලන්ත ජාතිකයෙකි. ඇය
සංස්කරණය හා උසස් අධ්‍යාපනය පිළිබඳ වෘත්තීය පසුබිමක් ඇත
කලා ක්ෂේත්‍රයේ තරුණ තරුණියන් සමඟ වැඩ කිරීම. ඇගේ කතා පළ වී තිබේ
කුඩා මාර්ගගත හා මුද්‍රිත සඟරා වල ඇය නිරන්තරයෙන් රැකියාවෙහි යෙදී සිටී
නව නිර්මාණාත්මක ව්‍යාපෘති සඳහා.




- සූසන් මයර්

Susan shares her many adventures from the past few months and addresses the
importance of collaboration, experimentation, and playfulness in coaching.

Future of Coaching
- Tripp Braden

“The year is 2023”… Tripp ruminates on the future of the coaching
industry and how our current trends will influence us in the long term. Where
will you be in ten years?

Ethics of Record Keeping in the Business Coaching Milieu
මරිසා ඇෆ්ටන්

How do you organize your client records? Marissa delves into the potential outcomes
of record-keeping techniques and the importance of maintaining client confidentiality.

Coaches Care Too Much?
- මාර්තා පැස්ටර්ක්

Martha shares her experiences with nursing and “compassion fatigue,”
drawing parallels with the coaching world.

Original IAC Vision Finally Comes to Light
- නටාලි ටකර්

Revisit an article from our archives that discusses the past and future
of learning agreements.


නව බලපත්රලාභී පාසල්


සුසාන් ආර්. මේයර්,


පුහුණුකරුවන්, පැෂන් සහ ඉගෙනුම්

For me, June began with two intense IAC meetings and two equally intense learning
experiences. This has me thinking more deeply about coaches, passion and lifelong

ඉගෙනීමේ මැරතන්

I spent four days viewing TED Global with five incredible women. As you probably
know, TED stands for Technology, Entertainment, Design. Each presenter has eighteen
minutes to discuss an amazing idea, demonstrate innovative technology or display
or perform an artistic experience. This was the second of a two-event subscription.
One of my favorites from the fall event was අවහිර කිරීම
the Shake
. මෙම වතාවේ මා විසින් ආනුභාව ලත් විය මෙය
’s decision to drive, and astounded by what we can learn by recording
sounds in nature that we would not otherwise notice. As I watched talk after
talk, I could not help but notice the passion each speaker felt. Even if the
topic did not interest me, the passion enticed me to listen.

Between sessions, we laughed, we debated, we dissected, we shared meals, we
enjoyed each other’s company. We created our own community of intellectually
curious women learning together. We supported each other and we coached each
other. Over the four days, we learned about many topics, but, perhaps more importantly,
we learned about each other and about ourselves.

සංගීතය, සංගීතය, සංගීතය

Immediately after TED, I spent two days on the Hudson River immersed in music
at the Clearwater Great Hudson River Revival, a music and environmental festival.
Of the many wonderful performances, two left me thinking about how masters practice
their craft – David Amram and Josh White, Jr. Amram, now 84, has composed
more than 100 orchestral and chamber music works, written scores for Broadway
theater and film and is considered a pioneer of jazz French horn. He also plays
piano, numerous flutes and whistles, percussion, and dozens of folkloric instruments
from 25 countries, and is an improvisational lyricist as well. White, 63, is
the son of a legendary folksinger, and was an acclaimed actor before moving
into composing and singing.

I wondered how they remain so young and vibrant. In both sets, it was easy
to see and hear the dedication of the artist. Their passion for music, for performing,
for delivering a message was clear. There was a playfulness in both performances.
There was evidence of experimentation. At one point, Amram was revising a composition
as he played. There was also collaboration. Both performers called fellow musicians
up to join them on stage in spontaneous collaboration. Both acknowledged the
influence of others on their own work.

පිළිබධ තවදුරටත් පරික්ෂණ

Although none of us may have been coaching as long as Amram and White have
been playing, many of us are into, or beyond, our second decade in this profession.
So, I wonder, for myself and for all of us: what sustains us? Do you still feel
the dedication that you felt earlier in your career? Do you feel that flutter
of passion for your work?

I came away from those two learning experiences with what feel to me like important
factors in keeping that passion in my coaching:

1. ප්රජාව තුල ඉගෙනීම

Coming together with others to share ideas always enriches my own thinking.
Communities of Practice are spontaneous groups that arise in organizations to
promote individuals learning together. We try to create opportunities to come
together within the IAC through chapters and through member chats. How can each
of us create these communities for ourselves? Can you form a TED group? A Mastermind?
A coaching triad? Join online discussions?

2. පරීක්ෂණ

There are so many new things to try, so many techniques to tweak or tinker
with. In a conference presentation, past president Bob Tschannen-Moran reminded
us that constant experimentation and repeated approximations bring us closer
to the ideal. Every success is the result of many, many attempts that we too
easily label as failures. What can you try?

3. එක්ව

Sometimes, we’re very protective of our ideas, and often that works against
us. I’ve been reminded that there really is nothing new under the sun.
If that’s true, why not share? If you follow the history of an idea, you
often can see how that idea has been improved by the contributions of many people.
One of the beauties of folk music is that artists come together to collaborate
on songs and that each singer builds on and improves on a common base. Musicians
coming together to jam create marvelous new music. How can we do that as coaches?
Who are you jamming with? How are you sharing ideas and building incredible
new things?

4. ක්රීඩාශීලීත්වය

It was clear that both the TED presenters and the Clearwater musicians saw
their work as play. They all were enjoying themselves and that joy was contagious.
Yes, of course, we do serious work and we help create serious and important
change in the world. And we can have a really good time doing it! How often
do you laugh with your clients? I laugh at myself, too.

ඔබට උවමනා වන්නේ කුමක්ද?

උණුසුම් ලෙස


පුහුණුකරු හා උපදේශන අංශයේ සභාපති සුසාන් ආර්
සහ ජීවිත වැඩ පුහුණුකරු. ඇය පුද්ගලික සහ විධායක පුහුණු කිරීම් සපයයි
සහ ජීවිත සැලසුම්, චිත්තවේගීය ඇතුළු මාතෘකා පිළිබඳ සම්මන්ත්‍රණ සඳහා පහසුකම් සපයයි
බුද්ධිය, නායකත්ව සංවර්ධනය, සන්නිවේදනය සහ පුහුණු කිරීම
කළමනාකරුවන් සඳහා කුසලතා. www.susanrmeyer.com.


දැන් කියන්න

පුහුණු කිරීමේ අනාගතය
Tripp Braden

The year is 2023. The IAC is getting ready to celebrate their next big anniversary
with a bang. Coaching has changed a lot in the last 10 years. What does it mean
to you, the professional coach, ten years from now? I thought I’d share
the big trends impacting coaching in 2023 and how you might take advantage of
them. My goal is to share the future so that you might work with me to help
create it. I did significant research in preparing for what I’m about
to share with you. Here are five trends that I think will be impacting the coaching
profession in 2023 and a few ideas that can help you take advantage of it in
your coaching practice.

පළමු ප්රවනතාව වන්නේ මිනිසුන් දිගු කාලයක් ජීවත් වන බවයි. බොහෝ විශේෂඥයින්
predict by the year 2023 people will live to over 100 years of age. What this
means to you is that people will not only have second acts in their lives, but
most likely third and fourth acts. This provides coaches with an opportunity
to provide significant transition coaching to their clients. It also means individuals
who commit themselves to coaching will have plenty of time to develop their
coaching skills far beyond what we have today.

දෙවන ප්රවනතාව වන්නේ උසස් තාක්ෂණික මෙවලම් වෙනස් කිරීම හා සංවර්ධනය කිරීමයි.
People have devices and technology that dwarfs what is available to us in 2013.
If you saw the Star Trek movie, think that plus 100% more sophisticated devices.
The more we become dependent on the many technologies available to them, the
more we desire interaction with other people. High tech creates openings to
help others grow and learn faster than ever before. The lack of human interaction
prompts many people to seek contact with people they may never have come in
contact with in their pasts. Coaches can provide the human connection that many
people crave in 2023.

තුන්වන ප්රවණතාවය වන්නේ අප ගෝලීයව සම්බන්ධ වී ඇති බවය. We
no longer have individual national markets, but by now have a global market
place for our products and services. This provides coaches with an opportunity
to work with many different clients that they might never meet in person. If
we’re not careful, coaching may become a commodity in these global markets.
Coaches need to develop more authentic ways of connecting to the communities
they serve.

The fourth trend is that people who excel in 2023 value creativity
even more than we do in 2013.
Virtual business teams recruit and retain
the most creative people available globally. This means that our clients expect
to work not only on their own self-development but also on the increased performance
of their teams. There is an opportunity for coaches to help create these new
team models and then work with stakeholders to enhance their virtual teams.

The fifth and final trend I see is that celebrity and fascination continue
to impact us in ways unseen before in human history.
Since most publishing
and entertainment is done with virtual teams, your clients are able to choose
who they want on their teams and how they deploy that talent for the duration
of their projects. The gap between the educated and uneducated continues to
grow. It’s no longer only a financial gap but also an action gap. People
who are well educated and have marketable skills dominate our news cycle. So
what’s the opportunity for coaches? I believe coaches can help provide
tools and direction to individuals to develop their own strengths and gifts.
Coaches may also become facilitators of these virtual teams because they have
developed the skill of understanding talent and can help create virtual teams
with their clients.

Now what’s the good news about all of these trends? You are in control
of your own destiny. You are only limited by your own vision of yourself. Coaches
will be revered as pioneers in this new age of collaboration and innovation.
The best news is that these new trends provide you with an opportunity to create
and evolve at your own rate. In a strengths-based world, you have the opportunity
to create whatever you want when you want. Isn’t that great news for all
of us? See you here in 2023.

Tripp Braden 


මට තියෙනවා
been coaching and advising leaders around the world for over 25 years.
My blogs are read by over 100,000 leaders monthly. I’ve worked
on teams with two US Presidents, several State Governors and Senators,
over 30 Fortune Global 100 CEOs, well over 1000 emerging technology
business entrepreneurs, and many leading nonprofits and universities.
And yes, I still answer my phone and take calls from people who need
my help. www.trippbraden.com.


දැන් කියන්න

Ethics of Record Keeping in the Business Coaching Milieu
මරිසා ඇෆ්ටන්

The world of organizational consulting poses unique complexities with regards
to the business of coaching and record keeping. How a coach documents client
notes, who within the consulting firm and referring organization is privy to
them, and the how, when and why of notes transfer between coaches is nebulous
territory. This may lead to confusion on the part of coach/coachee at best,
or possible breach of confidentiality and integrity of the coaching relationship
at worst.

For one organization I have consulted with, these very concerns came to a head
recently as the company considered refining records procedures to enable coaching
notes to be recorded and stored electronically on the company server (rather
than being kept by individual coaches as had been common practice). The argument
for the move was to establish a more rigorous system that would ensure adequate
record keeping which could then be used for reporting purposes, as well as to
develop a procedure for coachee transfer in the event that a coach moved on
from the organization. The argument against this move highlighted the risks
of privacy infringement and the potential loss of documentation should a technological
glitch occur. A debate ensued—who would be able to access the notes on
the server—only the coach? What about IT? Should each coach keep notes
under a security key? How would that be monitored and maintained? And what data
would be culled from the coaching notes for the reporting of coaching efficacy
back to the client?

වාර්තා තබා ගැනීමේ මාතෘකාව පිළිබඳ ආචාර ධර්ම සංග්රහය මෙසේ සඳහන් කරයි:

“(a) Coaches create, maintain, disseminate, store, retain, and dispose
of records and data relating to their practice, and other work in accordance
with the law of the country in which they practice, and in a manner that permits
compliance with the requirements of this Ethics Code.

(b) Coaches are recommended to appropriately document their work in order
to facilitate provision of services later by them or by other professionals,
to ensure accountability, and to meet other legal requirements of their country.”

While these guidelines do provide some parameters regarding the practice of
record keeping within a coaching discipline, they do not offer precise instruction
as far as privacy or other concerns relating to a business coaching environment.
Because coaching is still an unregulated profession, there is no licensing body
to refer to for guidance in such matters. It continues to be up to the ethics
and integrity of the individual or organization to uphold a standard of accountability
when it comes to records management.

For the above company, it was decided that certain essential components of
the coaching sessions would be stored in a private and secure folder on the
server, accessible by the individual coaches and the coaching supervisor for
each client. These essentials might include coachee goals, action items and
a progress report as well as any specific follow-up points for the coach to
enact. What would not be included were those personal details that naturally
emerge during coaching sessions—the type of details that an individual
coach may wish to preserve in order to achieve Mastery 1: Establishing and
Maintaining a Relationship of Trust

As an added measure to maintain the privacy of coaching sessions, this organization
decided to embrace a practice of confidentiality when sharing information within
the company via e-mail or other traceable media.

The particulars that were deemed appropriate to potentially transfer from the
coaching sessions include data such as coachee attendance or overarching themes
relating to the coachee’s team and organization. Each coachee was explicitly
informed that, while coaching sessions were intended for their own benefit and
professional development, not all aspects of coaching could be kept confidential
and may, in fact, be fed back to their supervisor and/or other client stakeholders.
A formalized working agreement was put in place which outlined the terms and
conditions for coaching and confidentiality—terms which were also clarified
by the individual coaches during initial sessions.

As the coaching profession continues to expand within organizations, the subject
of record keeping will need to be further investigated and refined. Ideally,
a standard approach should be developed that all coaching bodies can adopt in
order to provide the support and guidance needed to navigate complex coaching
scenarios. Until then, a formalized system integrating the above concerns is
recommended for the assurance of professional, cohesive and effective coaching
in the business setting.

මරිසා ඇෆ්ටන්


Afton is the Director of Client Solutions for Americas & Europe
at Sentis—a global company dedicated to creating inventive and
applied solutions to transform the safety, wellbeing, leadership and
organizational performance of clients worldwide. Marissa has been
a member of the IAC since 2003 and coaches at the executive level
in organizational settings throughout the United States, Canada, Europe
සහ මැද පෙරදිග.



පුහුණු කළ හැකිද?
මාර්තා පැස්ටර්ක්

රැකබලා ගත හැකිද? ඇත්තටම? පුහුණුකරුවන් රැකබලා ගන්නේ කෙසේද?

හොඳයි, මම දන්නවා හෙදියන්ට පුළුවන්. 70 හි නව හෙදියක් ලෙස අපි එය හැඳින්වුවෙමු
“දයානුකම්පිත තෙහෙට්ටුව” සහ එය පිළිස්සීමට මුල පුරයි, එනම්,
වැඩ කිරීම හෝ පීඩනය නිසා ඇතිවන කායික හෝ මානසික බිඳවැටීම. අපේ රැකියාව,
අපගේ වෘත්තිය ඔබ කැමති නම්, පරිසරයක් නිර්මාණය කිරීමෙන් වේදනාව හා දුක් වේදනා සමනය කිරීමයි
එය සුව කිරීමට හිතකර විය. ස්වයං රැකවරණය ගැන අපට උගන්වා නැත; අපේ වැඩ
සියල්ලම “ඔවුන්” ගැන විය.

සෑම කෙනෙකුම වේදනාව සමනය කිරීමට කැමති නැති බව දැන ගැනීම මට කම්පනයක් විය
සහ දුක් වේදනා. ඒ හා සමානව, අපගේ සියලුම සේවාදායකයින් සැබවින්ම පුද්ගලික වෙනුවෙන් කැපවී නොමැත
වර්ධනය, ස්වයං දැනුවත්භාවය සහ ස්වයං නිර්ණය. (ඇත්තෙන්ම නැහැ? එසේනම් ඇයි?
ඔවුන් ජීවිත පුහුණුකරුවෙකු කුලියට ගන්නවාද?)

අපගේ සේවාදායකයාගේ අභිප්‍රායයන් පැහැදිලි කිරීම පුහුණුකරුවන් වශයෙන් අපගේ කාර්යභාරයයි
අපේම ලෙස. ඔවුන් කැමති කුමක්ද? ඔවුන් සැලකිලිමත් වන්නේ කුමක් ද? අප සැලකිලිමත් වන්නේ කුමක් ද?
අප කැමති කුමක්ද? මගේ සේවාදායකයා සහ මම ඇවිදිනවා වගේ මම ඒ ගැන හිතන්න කැමතියි
එකම මාවත දිගේ. පුහුණු කිරීමේ ක්‍රියාවලියට ඇති අපගේ කැපවීම මගින් අප සම්බන්ධ වේ
ප්‍රති come ලයට වඩා. එහි අභිරහස පවතී.

ඉතින්, මුල් ප්‍රශ්නයට කෙටි පිළිතුර “පුහුණුකරුවන්ට ඕනෑවට වඩා සැලකිලිමත් විය හැකිද?”
යනු: ඔව් සහ නැත. එය ඔබ සැලකිලිමත් වන දේ සහ ඔබේ රැකවරණයේ ප්‍රභවය මත රඳා පවතී.

මෙය තවදුරටත් ගවේෂණය කරමු. ඔබ පුහුණු වීම් වලට පිවිසීමට ඇති අවස්ථා නිසා
ඔබට අවශ්‍ය වූයේ:

  • වඩා හොඳ ලෝකයක් ගැන ඔබේ සිහින සේවය කරන්න
  • මූල්ය ස්ථාවරත්වය ඇති කිරීමට හැකි වීම
  • ඔබේ නිර්මාණශීලී හැකියාවන් ප්රකාශ කරන්න
  • ස්වාධීනත්වය, ස්වාධීනත්වය සහ අව්යාජ ස්වයං ප්රකාශනය සඳහා ඔබේ ආශාව අගය කරන්න
  • ප්රයෝජනවත් ආකාරයෙන් අන් අය ගැන සැලකිලිමත් වන්න
  • ඔවුන්ට හරි දේ කුමක්දැයි දැන ගැනීමට අන් අයගේ සහජ හැකියාවන් විශ්වාස කරන්න
  • සෞඛ්ය සම්පන්න අනාගතයකට දායක වන්න
  • මිනිස් දුක් වේදනා පහසු කරවන්න

ඔබේ කාර්යක්ෂමතාවය සහ සාර්ථකත්වය පුහුණුකරු ලෙස ඔබ කල්පනා කර ඇත්නම්:

  • ඔබ සේවාදායකයා කොපමණ කාලයක් ඔබ සමග රැඳී සිටීද?
  • කෙතරම් ඉක්මනින් එය "ලබා ගන්න"
  • ඔබගේ සේවාදායකයාගේ අභිලාෂයන් අන් කවරෙකු සමඟ සසඳන්නේ කෙසේද?
  • පුහුණු කිරීමේ මැදිහත්වීම්වලින් ගිනි ඇවිළෙන ගිනි මැඩවලින් ඔබ කෙතරම් ඉක්මනින් කිව හැකිද?
  • ඔබ තීරණය කරන මැදිහත්වීම් කොතරම් කඩිමුද?
  • ඔබ ඔබේ සේවාදායකයා මත රඳාපවතින්නේ ඔබ විසින් සැනසීමක්
  • ඔබේ සේවාදායකයා ඔවුන් කරන දේ ගැන වඩා හොඳින් ඔබ දන්නා බව විශ්වාස කරන්නේ කෙසේද?
    ඔවුන්ට ගැලපේ
  • ඔබගේ සේවාලාභියාගේ විචක්ෂණශීලීත්වයේ අනුබලය මත ඔබ කොපමණ ප්රමාණයක් රඳා සිටීද?

එවිට ඔව්, ඔබට ඕනෑවට වඩා සැලකිලිමත් විය හැකි අතර අනුකම්පාවේ අද්දර සිටිනු ඇත
ඔබ දැන ගැනීමට පෙර තෙහෙට්ටුව සහ වෘත්තීය පිළිස්සීම.

ඔබේ කාර්ය සාධනය සාර්ථක කර ගැනීම සඳහා පුහුණුකරුවෙකු ලෙස ඔබ කල්පනා කර ඇත්නම්:

  • ඔබගේ සේවා දායකයින් කෙතරම් උනන්දුවක් දක්වන ස්වාධීන ක්රියාවකින් ඉදිරියට යා යුතුද?
  • තීරණ සඳහා පුද්ගලික වගකීම ඔබේ සේවාදායකයින් පිළිගන්නේ කෙසේද සහ
  • ඔබේ ගනුදෙනුකරුවන්ගේ පෞද්ගලික හැකියාවන් හඳුනා ගන්න
  • ඔබේ ගනුදෙනුකරුවන්ට ඔබ “ඒවා ලබා ගන්න” යැයි හැඟෙන්නේ කෙසේද (ඔවුන් තේරුම් ගනී
    සහ වලංගු)
  • අභිප්රේරණය අරමුණු කරගත් අරමුණු, අනුමැතියට වඩා වැඩි යමකි
  • ඔවුන්ගේ අරමුණු, සිහින හා ආශාවන් ඔවුන්ගේ අවබෝධය විදහාපාන ආකාරය
  • අනුකම්පාවෙන් ඔවුන් තම මනුෂ්යත්වය පිළිගන්නා අයුරු
  • ඔවුන්ගේ ජීවිත සමඟ ඉදිරියට යාමට ඔවුන් කොතරම් උනන්දුවෙන් සිටිය යුතුද?

එවිට නැත, ඔබට ඕනෑවට වඩා සැලකිලිමත් විය නොහැකි අතර ඔබට අතිවිශාල පෞද්ගලිකත්වයක් අත්විඳිනු ඇත
ඔබේ සේවාදායකයින්ගේ පැත්තෙන් වර්ධනය. ඔබේ රැකවරණය ජීවිතයේ අභිරහස සමඟ මුසු වේ.

අන්‍යයන්ට සේවය කරන බොහෝ වෘත්තිකයන් රැකවරණය ගැන කතා කරන්නේ සංවේදනය හා සමානය.
සංවේදනය වෘත්තීය සඟරාවල ලියා ඇති අතර වෘත්තීයමය වශයෙන් උගන්වනු ලැබේ
මම ක්ෂේත්‍රයේ සිටි තාක් කල් පාසල්. මට කතා කරන්න පුළුවන්
ඉදිරිදර්ශනය මා විශ්‍රාමික සෞඛ්‍ය සේවා වෘත්තිකයෙකු ලෙස සහ දැන් සහතික කර ඇති අයෙකු ලෙස ඇත
ජීවිතය පුහුණුකරු. සංවේදී වීමට ඇති හැකියාව වැදගත් බව අපි ඉගෙන ගතිමු
සුව කිරීමේ පරිසරය ස්ථාපිත කිරීම. එහෙත්, වෙන්කර හඳුනා ගන්නේ කෙසේදැයි අපට උගන්වා නැත
සැලකිලිමත් වීම, අනුකම්පාව, අනුකම්පාව සහ සංවේදනය අතර. ඒ සඳහා රැකියා පුහුණුව අවශ්‍ය වේ.
සංවේදනය පිළිබඳව මගේ සංසිද්ධි නිර්වචනය ඉදිරිපත් කිරීමට මම කැමතියි "වීම
වෙනත් පුද්ගලයෙකුට තමන්ගේම හැඟීමක් ඇති කර ගැනීමට ඉඩක් නිර්මාණය කිරීමට,
තත්වය සහ චේතනාව.
ඉහත අර්ථ දක්වා ඇති පරිදි, මගේ වෘත්තීය ජීවිතයේ වඩාත් සංවේදනයෙන් කටයුතු කිරීමට මට හැකි වූ අවස්ථා,
මගේ සේවාදායකයා හෝ මගේ රෝගියා සමඟ ප්‍රමාණවත් ලෙස පෙනී සිටීමට මට හැකි වූ අවස්ථා
ඔවුන්ගේ අත්දැකීම් ලබා ගැනීමට අවකාශයට ඉඩ දීම. එය ස්වාධීන විය
මගේ. අප පොදුවේ බෙදාගත් දෙය නම් අපට අද්විතීය හා පෞද්ගලිකත්වයක් තිබීමයි
ජීවිතයේ අත්දැකීම්.

අපගේ සේවාදායකයින්ට ඔවුන්ගේම දෑ ලබා ගැනීම සඳහා අපගේ පුහුණු සැසි තුළ ඉඩක් නිර්මාණය කිරීම
අත්දැකීම් එක් එක් IAC ශාස්ත්‍රයට අත්‍යවශ්‍ය වන අතර එය අපගේ අවංක සහ සුදුසු ය
අපගේ පුහුණු කුසලතා වර්ධනය කරන විට අවධානය යොමු කිරීම.

මාර්තා පැස්ටර්ක් 

මාර්තා පැස්ටර්නැක් MCC www.CircleofLifeCoach.com
ජීවිතයේ සුන්දරත්වය හා අභිරහස දැකීමට මගේ ආශාව, සෞඛ්‍ය සම්පන්නයි
සුව කිරීම සහ පෘථිවියේ සාමය ප්‍රවර්ධනය කිරීම මගේ දෛනික කටයුතුවලට අත්‍යවශ්‍ය වේ
ජීවිතය. මම 2004 සිට වසර 30 වැඩ කිරීමෙන් පසු ජීවිත පුහුණුකරු ලෙස කටයුතු කරමි
සෞඛ්‍ය සේවා වෘත්තිකයෙකු ලෙස.

දැන් කියන්න


Learning Agreements—An Original IAC Vision Finally Comes to
නැටලී ටකර් මිලර්, එම්එම්සී

In the IAC's 10th anniversary year, I thought it would be useful to revisit
a question and answer from the early days of the IAC Learning Agreements implementation.
Here we explore the original vision of the IAC regarding continued professional
development. – Natalie

Question: Are these new Learning Agreements aligned with the early vision of

The buzz and the questions regarding the newly instituted Learning Agreements
for Certified Coaches and IAC Practitioners continue! We’ve covered much
of the “how” and some of the “why” from the standpoint
of the recent member-driven strategic planning project.

Today we'll look back to the early years of the IAC to understand how this
process (of creating the learning agreements?) is part of the picture that began
with the earliest visionaries of the (then named) "IACC."

The IAC officially launched on March 11th, 2003, one month after the death
of its founder, Thomas J. Leonard. On June 5th of the same year, Step One (the
online exam) of the certification process became available! Since then, slowly
but surely, the remainder of the initial intentions have come to fruition, culminating
with the recent launch of the IAC Learning Agreements.

When the IAC launched in 2003, the following was included in the requirements
for maintaining IAC certification:

අඛණ්ඩ අධ්යාපන ප්රතීතනය
Certified Coach Professionals must renew their certification by satisfactorily
completing continuing education courses every year. We will begin reviewing
Continuing Education programs for IAC accreditation in May 2003. Please check
back for more information.

Alas, as with many a start-up organization, some initiatives took priority
over others; unforeseen opportunities appeared that required the organization
to refocus resources instead of putting that review process in place.

Speaking as a past president, I can tell you that this didn’t mean the
vision had disappeared, rather some of the steps needed to get there had. And
speaking as a coach who recognizes perfection, what has emerged in the time
and space between idea and implementation has served IAC coaches in a much more
personal and individualized manner!

What do you remember about the early days of the IAC? Or if your membership
does not date quite that far back, what are some of the things that have impressed
you about the organization? Please add your comments below or email me. I’d
love to be able to share more of these thoughts in the future – and maybe
even hear from some long-lost friends!

was fortunate to catch up with Michael “Coop” Cooper,
the IAC’s founding president, and සාමාජිකයින්
can click through
to read what he had to say about the launch
of the Learning Agreements:

IAC හා සම්බන්ධ වන්න, ක්ලික් කරන්න

ඔබ සහතිකකරුවන්ගෙන් විමසීමට කැමති ප්‍රශ්නයක් තිබේද?
ඔබේ ප්‍රශ්න මෙහි ඉදිරිපත් කරන්න: http://certifiedcoachblog.typepad.com/blog/ask-the-certifiers.html.


එම්එම්සී හි නටාලි ටකර් මිලර් ඊයම් සහතිකය සහ සහතික කිරීමකි
අන්තර්ජාතික ක්‍රිකට් කවුන්සිලයේ විභාග කරන්නා මෙන්ම අතීත ජනාධිපතිවරයා ද වේ. නටාලි නිර්මාතෘවරියකි
Ageless-Sages.com ප්‍රකාශන (www.ageless-sages.com),
සහ සාහිත්‍ය ප්‍රභේදයේ නිර්මාතෘ, වැඩිහිටියන් සඳහා පින්තූර පොත්.


කරුණාකර IAC Coaching Masters පිළිබඳ ඔබේ ප්රශ්න යොමු කරන්න®
සහ සහතික කිරීමේ ක්රියාවලිය certification@certifiedcoach.org.

දැන් කියන්න


IAC විවෘත කතාබස්

ජූලි 17th, 2013
කාලය: 10 am (නැගෙනහිර)

up here


IAC පුහුණු ශිල්පීන්® බලපත්රලාභී පාසල් සහ උපදේශකයින්

නම හැඟීම් රජයේ රට IAC-CC  
ක්රිස්ටි එක්ක පුහුණුකරු ලොම්බාර්ඩ් IL එක්සත් ජනපදය ඔව් දැක්ම


ඔබගේ ප්රතිචාරය

IAC හා සම්බන්ධ ඕනෑම ප්‍රශ්නයක් පිළිබඳව ඔබගේ ප්‍රතිපෝෂණය ලබා ගැනීමට අපි කැමතියි. කරන්න
වැඩිදියුණු කිරීම සඳහා ඔබට ප්‍රශ්න, උත්සුකයන්, දිරිගැන්වීම් හෝ අදහස් තිබේ
සාමාජික ප්‍රතිලාභ, සහතික කිරීම, VOICE, දිශාව සම්බන්ධයෙන්
සංවිධානයේ හෝ වෙනත් කිසිවක්? කරුණාකර විද්‍යුත් තැපෑලක් යවන්න
දක්වා voice@certifiedcoach.org.
කරුණාකර අපට දියුණු වෙන්න උදව් කරන්න.