Coaching Ignites Transformation: Key Lessons from the 1st ICF Philippines Coaching Summit

Earlier this month, I was able to attend the first ever ICF Philippines International Coaching Summit which was well attended by coaches, top management, academe and aspiring professional coaches just like me. 

Held at the grand ballroom of Marriott Manila
last November 6, it was indeed a huge success;
an indication that many Filipinos are now seriously considering Coaching
​as a way to ignite transformation
in their lives and in their organizations.
Even the international speakers were amazed by the large turn-out for this first ever international coaching summit in Manila.Congrats to ICF PH!

Congratulations to the #ICFPhilippines for successfully staging the 1st #ICFSummit in the country which happened yesterday @manilamarriott #marriottgrandballroom □ #solesearchingsoul #taap #SSSevents #vblog

A video posted by Sole Searching Soul (@msappleallison) on Nov 7, 2015 at 12:33am PST

So what is Coaching? 
After listening to different resource speakers, it became clearer to me that Coaching is NOT consulting, mentoring and training. It is definitely not counseling which I had a formal training way back in high school and college when I became a peer counselor.

Coaching is future focused with the primary focus on creating actionable strategies for achieving specific goals. Below is the exact definition by ICF. 

To help us better understand what Coaching really is and how it ignites transformation, here are some of the key pointers shared by the plenary speakers:  

Transformation and the Power of Coaching 

Dr. Marcia Reynolds discussed about Discomfort Zone and the role of coaches to create that moment of uncertainty so that clients can see themselves in an entirely different way. 

While there is no one way to coach, she emphasized that coaching happens we got the client to “stop and think.” Coaches help their clients to stop and question themselves. To create that crack in the wall where breakthrough and transformations happens. 

“We do not tell people what to do!” but instead coaches brings their client to their discomfort zone, to an unchartered space leaving the person vulnerable enough to learn. 

"Coaching happens in that moment of uncertainty, that space where we make that crack by asking that questions, by making that moment for disruptive reflection and the light shines through, we create transformation…"

Coaching is about receiving, not just active listening. Coaches listen with curiosity, care and courage to receive what is keeping the person from moving forward. Listening is truly receiving. We listen not only with our ears, but coaches must listen with their mind, heart and gut. 

I was able to get a copy of Dr.Macia's book "Wander Woman: How High-Achieving Women Find Contentment and Direction" which she also signed. I'm delighted when I read her dedication about wishing me to enjoy many adventures. 

During break time, I was also delighted to see one of my closest friends in college. Oskie is one of my fellow peer counselors and we both have a stint as a student-coach too. Now, we would like to pursue professional coaching that's why we attended the ICF Summit. 

From #GKeadz peer counselors and student-coaches in college to (professional) coaches, yes we can!Reunited at #ICFSummit with Oskie.#ICFPhilippines #TAAP #solesearchingsoul #SSSevents

Posted by Apple Allison on Thursday, November 5, 2015

Accelerating Leadership Development
Through Coaching

“We need leaders to learn faster and faster; and learn new different kind of things in a new different ways.” 

Dr. David Peterson, Google’s Global Girector of Executive Coaching and Leadership, stressed the need for leaders to expose themselves to VUCA intentionally. In a Volatile, Uncertain, Complex and Ambiguous environment is where we need leaders; to make more things efficient and to make things happen.

It is in this context that managers needs to learn how to coach. More than just active listening to employees, leaders in organizations needs to advance their skills, particularly in coaching.

Grow and Evolve... 
It it during this time when Coaching can provide exercises for leaders to have clearer vision of the future and the decisions they need to make. It challenges them to pinpoint what’s the right decision today. 

He also shared his observation that people who learned how to adapt to different challenges and fail earlier in their career are more prepared for the future. 

This resounds to me closely because I wasn’t really used to “failure” and earlier this year, I felt like I fail big time when I didn’t get the scholarship that I wanted and I wasn’t prepared for it. I felt so bad but one of my mentors told me to take it as a learning experience and now I fully understand what he meant by it. 

He also reiterated the need for coaches and leaders to put ourselves into the Discomfort Zone and be in different situations that challenges us instead of choosing comfort and familiarity because that's how we can truly develop our skills and grow.

Transformation level is where coaches and leaders need to focus... Coaching is more valuable when leadership challenges are difficult, complex and ambiguous. When things are simple and straightforward, you don't need a strong leader. 

"Most leaders do not keeping phase with the phase of change. They are not growing as fast as the phase of change. Coaches need to learn faster than leaders and to always look forward." 

Coach Transformation: Learning Masterful Art of Coach

During the coaching demonstration of Damian Goldvarg in one of the 4 breakout sessions I attended, he showed how important it is for the client to realize what he needs to achieve within the given timeframe. This can be done when the coach ask follow-up questions based on what the client tells him and then redirect the conversation to the objectives of the session  when the topic seems to be off. 
Quality of Time, not Quantity. He emphasized the importance of putting “quality” on the time spent with client by coming up with clear goals through active listening and powerful questioning.

He reiterated that coaches with experience are comfortable with silence. They don’t rush the conversation or cut the client but rather  they take time to go deeper to be able to help the client see what they don’t see.  This way the coach can create awareness, design actions and manage accountability… creating Aha moment for the client. 
​

Building Organizations through a Coaching Culture

Organizations nowadays spend more money and time in building a coaching culture as they realize that it makes a difference in the lives of people. In his plenary speech, Damian Goldvarg shared that in designing a coaching culture, it is very important to answer these questions at the first phase:

1. What are the motivations behind offering coaching?
2. To whom is coaching offered to and for what reasons?
3. Through what method is coaching offered?
4. How often is coaching delivered?
5. What are the barriers to designing a coaching culture?
6. What are the differences between modalities? (e.g. External coach, internal coach, managers and leaders using coaching skills. 

With his sharing, I realized that building a coaching culture in any organization will entail a lot of humility, especially for leaders... Humilty to seek for assistance to see what they don't see. Coaching is a vehicle for employee development at all levels that's why more and more organizations are realizing its importance. "When you coach, it brings the best in you and in your organization." he said. 

Transformational Skills for Changing Times

Eileen McDargh of The Resiliency Group perfectly ended the summit with her overwhelming presentation. Her title as Chief Energy Officer was way indeed a testament of what she does best... channeling positive energy in the room full of eager learners. I love it when she started her talk with a groovy song and a little dance! 

In her sharing, Eileen talked about how coaches challenge people at looking what's possible. She said that coaching is about exploring new choices and different possiblities by asking effective questions. "Ask me questions to see what I'm not seeing." Curiosity is one of the major trait of a coach, she added. 

What do we need to adapt? She emphasized the need for us not to be "too comfortable" especially in the workplace. We need to unlearn things and learn new things in a totally new different ways. For her, "to know and not to do is not to know!" This is her 5 Tips for Holding Work and Yourself Together:

1. Pitch out what doesn't add value
2. Spend Wisely (This also includes time and other resources, not just money)
3. Follow your Values and offer value for what you give
4. Talk to your team and customers. Better still : LISTEN.
5. Sullyize your workers. 

Top 10 Tips for Leading Yourself and Others in Challenging Times

1. Say Thank You
2. Upsize your way to greatness
3. Do what others are not willing to do
4. Celebrate small wins
5. Communicate without ceasing
6. Court and carry your valued customers
7. Fire up. Don't flame out
8. Stop reading and listening to "the news"
9. Go with what "brung ya"
10. Stop re-arranging the deck chairs

It's also important to remember the top 5 characteristics of a resilient coach... Adaptability, Agility, Laugh-ability, and Alignment. At the end of the day, it's our WHY that keeps us moving despite all the challenges and difficulties.  

This ICF International Coaching Summit also reminded me of my WHY... I'm inspired to pursue a professional coaching career knowing that coaches makes a difference in the lives of other people... It also aligned with my blog's purpose.

"Coaches dedicate themselves to make that difference... we will change this world."