Work track sessions provide resources for those interested in building a coaching culture within their organization.
Note: Recordings viewed from this course are considered Self-Study, which falls into the category of Resource Development. When renewing a credential, individuals are to submit the name of the session(s) watched and the date(s) in the self-study section of the renewal application. This track totals to 9.75 credit hours.
Content active until March 2025
Work Session Descriptions
Coaching Smart Growth – The Key to Growing Company
Keynote Abstract: When working in an organization, it is important to keep in mind the most important funding mechanism for company growth is the learning and growth of the people. But somehow jobs muffle people’s innate desire to learn––they find themselves bored, stagnant, or simply wanting more at work. In this keynote, you will learn about the S Curve of Learning™, a model for smart growth and how to leverage this model to advance your coaching within organizations. We will address sticky coaching questions like, why, despite the desire to grow, can it be so difficult to start? What does it take to gain and maintain momentum once people start? And finally, why do people outgrow things so quickly? The answers to these questions prepare you to identify where each person, including yourself and your clients, is in his/her growth. When you know where people are on their S Curves, you can help and support them as they move forward. Grow yourself to coach your clients to grow their company. That’s smart growth.
Executive Coaching: Managing Relationships Between Coach, Client and Organization
Ana Pliopas, MCC
Session Abstract: This session deepens the understanding of the complexities embedded in executive coaching and proposes a model to help coaches and human resources professionals deal with potential conflicting interests between the client and the organization. I present results of a grounded theory research, conducted consistently with social constructionism. Data were obtained with conversations with 45 people, including 16 clients, 15 coaches and 14 professionals of human resources administration. As result of the study, the triangular and dyadic relationships present in executive coaching were re-signified, suggesting that the relationships between the different actors in executive coaching have different dynamics and relevance. The relationship between the coach and client is fundamental, and the maintenance of the confidentiality of the coaching sessions content is essential for preserving that relationship. Despite the importance of such a relationship, the organization affects the relationship between the client and the coach because it is expected that coach and client will also comply with the interest of the organization.
Thriving in the State of 'I Don't Know-ness'
Kathleen Curran, PhD, ACC
Session Abstract: You know how sometimes you (or other leaders or clients) struggle because you feel you’re missing critical information needed to make a good decision? This leads to sub-par or disastrous decisions that can cost time and money, creative opportunities, or sometimes even lives. This session explores the phenomenon of "I Don’t Know-Ness” (IDKN), the moment you or a leader runs into in that uncharted territory and wonders how to navigate. You will learn how to recognize IDKN triggers, what your typical knee-jerk response is and how to create a better way forward.
Harness the Power of Instinct & Human Spirit at Work
Flame Schoeder, MCC
Donna King, ACC
Session Abstract: Join us to learn a simple and effective coaching mindset that will help you break through the “people side” of leadership into your genuine leadership genius. We will teach you how to raise the bar in your leadership by recognizing the difference between people’s instincts (which are powerful, but not always helpful) and their innate longing to create, collaborate and contribute. When these primal instincts are active, they often give us tunnel vision. In that “tunnel of personality,” you have a lot of energy but you can’t see the whole situation. At work, this causes bottlenecks, arguments, extra work and disengagement. In this session, you will learn five surprisingly simple ways to soothe the primal fight, flight or freeze instincts so that you can make room for more of what you want at work—motivation, creativity, inclusion, sustainability and innovative problem solving (among other meaningful results). Once the instinctual energy is soothed, it is free to be used by the human spirit! You'll also learn three ways to activate the unique human spirit in each person you lead, as well as a set of insightful coaching questions to evoke their genius-level contribution.
The Importance of Coaching in Employee Engagement and Performance Management
Kevin Campbell, ACC
Session Abstract: Do your leaders and managers see employee engagement as a survey or a strategy? Do you want your managers and leaders to turn employee feedback and performance review conversations into meaningful action and growth? Unconscious bias, resistance to feedback and organizational politics can make it challenging to measure performance and act on survey results. A lack of coaching skills makes developing performance even harder. However, with the right coaching skills, even new managers can be equipped to have performance and engagement conversations that drive business performance while being fair and motivating for the employee.
Systemic Team-based Coaching: Organizational Transformation through a Co-Creative Process
Wataru Kurimoto, MCC
Angie Tong, ACC
Session Abstract: How powerful would it be if we could create organizations that drive their own changes before they are forced to change? COACH A is a coaching firm that coaches the dynamic activity of increasing the number of leaders within organizations who will create the future success of the organization. With 100 in-house coaches, COACH A works in tandem with project sponsors to spread the sphere of influence, to as many as 500 leaders simultaneously. The focus is to create a chain of "empowered" leaders within organizations who can serve as the foundation for change; leaders who have chosen to become agents of change themselves. In this session, you will learn about the unique Systemic Team Coaching model that enables the above impact, through examples of its application to actual client companies. You will walk away with new insights and ideas for what you can do as coaches to tie coaching to the sustainable success of the business and the transformation of the organizational culture that supports it, beyond leadership development and education itself.
Building Inclusive Cultures Through Coaching
Rho Sandberg, MCC
Session Abstract: Coaches have a key role to play in building inclusive organizational cultures. However, before we can support leaders and employees to recognize and address hidden rank dynamics in the workplace, we must commit to our own learning in this complex, sensitive and potentially overwhelming frontier of change. This presentation enables coaches to reflect on themselves and their client interactions against the backdrop of power and rank dynamics. Raising our own rank awareness as coaches creates greater psychological safety for our clients, which helps us address the sense of uncertainty and sometimes fragility that prevents us from engaging in vital conversations about diversity and inclusion. In this presentation we will draw on an understanding of the systemic drivers of exclusion and marginalization, build coach awareness and identify practical coaching strategies and interventions that support cultures of inclusion. This presentation explores: the effective use of structural and social rank to identify and address systemic barriers to inclusion. the impact of marginalization and low social rank on identity and our ability to bring our whole selves to work or interpersonal encounters. the dynamics of internalized oppression, preparing you to intervene when clients turn the problem in on themselves.
Unlock a Strong Coaching Culture in the Remote Workplace
Ozlem Sarioglu, PCC
Session Abstract: Two of the biggest struggles of the remote workforce are (1) collaboration and communication and (2) loneliness. Coaching can be a remedy to these issues because it can improve communication by 42% and productivity by 39%. However, it is not always possible to scale coaching to the whole culture, due to various reasons set forth in the ICF's 2020 Global Coaching Study. Ozlem Sarioglu, ICF Young Leader Honoree of 2019 and co-founder of the digital coaching platform SparkUs, will share the experience of scaling a coaching culture to the whole organization and the tools it takes to get there.
Culture Coaching & Culture Action Planning: Executive Coaching's Missing Link
Timothy Tiryaki, PCC
Session Abstract: In this session, participants will learn about executive coaching as a way of coaching for strategy, culture and influence. As coaches, it is critical we build the confidence and acumen to work with executive leaders; these are the leaders that need to own, promote and influence culture as well as cultures of coaching within organizations to help both people and entities achieve their very best. Culture Coaching focuses on unleashing organizational culture potential and offers an approach all coaches need to learn about as the missing link to executive coaching. During this session, we will review the key concepts and share insights on how a culture action plan is different than other plans and why it is extremely important in the work we do with executive leaders.
Internal Coaching: Supporting the Whole Person Within Organizations
Beth Zimmerman, PMP, Prosci
Laura English, ACC
Session Abstract: Does your corporate culture have "growth mindset" as one of its key tenets of success? Is investing in your employees’ career growth a strategic goal? Are you getting the most out of the talent within your organization? Do you know what your employees want and need to feel successful? In 2017, Evans Consulting (a Washington D.C.-based management consultancy) set out on a multi-year journey to create a robust program to answer the ‘how’ of the above questions by creating a Career Coach Cohort. In this session, you'll learn how the consulting firm created a robust internal career coaching program focused on a high-touch, growth-minded and "whole person" approach. Beth Zimmerman and Laura English will share the details of the program, success factors, best practices and lessons learned. They will also describe their current efforts to scale the program using a service design approach to ensure the employee experience and ultimate success is maintained while the company continues to have aggressive growth targets.
Unclogging Talent Pipelines: Retirement Coaching as an Employee Benefit
Lisa Downs, ACC
Session Abstract: According to a recent Willis Towers Watson report based on feedback from HR managers within 143 large organizations, 81% of them think it’s important for the business to manage employee retirements. Yet only 25% report doing so effectively. Knowledge transfer, workforce productivity and promotion of younger employees are top concerns, yet in many cases, these issues are not being addressed to the extent they need to be. Talent pipelines get clogged, younger staff leave out of frustration and those headed toward retirement don’t know what life will be like outside of the organization. But exiting the transition to retirement need not be painful when a gradual "off ramp" is provided. Attend this session to explore how you and your organization can provide retirement coaching as an employee benefit to ease one of life's most challenging transitions. You can help employees leave with a vision for their future and goals, paving the way for successful execution of succession plans with less angst and stress for all involved. You'll come away from this session with a retirement coaching framework you can begin to implement immediately, key program elements to consider and an action plan to move forward.
Keys to Effective Manager Development
Kim Nicol, PCC
Session Abstract: Learning how to develop effective managers is a challenge faced by every organization in every industry around the world. And while culture and business practices may vary, there are some key insights that a coaching mindset offers which can be immediately useful in any workplace. This session is focused on manager development, with special consideration for new managers and those who do not have direct reports (i.e., product managers, office managers, those who manage volunteers, etc.). This session will also include discussion of how diverse cultural contexts influence manager development.
Unknown and Uncontrollable Challenges: Building a Gratitude-Based Culture
Star Dargin, PCC
Session Abstract: Gratitude transforms work. It is backed by science; it is not fluff nor a cure-all. There is huge personal and business value in both the short and long term. It’s easy to do once and hard to sustain in a business culture. But the benefits include healthier leaders, teams, and greater ROI. Gratitude builds engagement and innovation. It helps to handle difficult situations while learning and changing. Gratitude is a foundational approach for today’s unknowns and uncontrollable challenges. This session is packed with practical tools and tips, including a gratitude assessment and sample plan for you and your team. This is a step toward building a gratitude foundation for leaders using practical and immediately applicable approaches for leaders and teams.