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The Columbia Coaching Learning Association (CCLA) and Columbia Coaching Program (CCPs) where proud partners with The ICF NYC Chapter to host a site for The Regional Live Streaming Event Organized by the Maryland Chapter of the ICF on Friday, August 28, 2015 from 9:00 AM - 12:30 PM, Entitled:

"Co-creating Coaching Cultures: How Partnerships between Business Leaders & Coaches Make It Happen"

How will coaching need to evolve to meet future business demands?

It was good to be with CCP alums; CCLA members (including Teachers College Graduate Students); and members of the broader coaching community inn the Metro-New York City Area - over 46 people were in attendance.

Event Description


Choose from three different opportunities to attend an August 28th workshop hosted by ICF-MD that will bring together employers and coaches to better understand the current, and delineate the future, foundations of successful coaching cultures.

Coaching has gained significant momentum as a resource for workforce development in corporate and non-profit organizations. These institutions constantly face new challenges, such as how to guide and support the explosion of the Millennial generation in the workplace. Many are employing a coaching approach to address this and other system-wide issues. A 2014 research project conducted by the Human Capital Institute and the International Coach Federation dives deep into this topic and has resulted in the publication entitled Creating Coaching Cultures.

A senior leader and a coach representative from three organizations will present justifications, methods, and outcomes of their coaching initiatives. The featured organizations are: Rogers Communications, LifeBridge Health, and NASA. Following the presentations, the facilitator will pose a future focused question to the participants.  Small groups will work together to answer the question.


This is a unique opportunity to hear directly from multiple organizations that are integrating coaching into their professional development strategy, explore how it is working for them, and consider how best to prepare for the future.

Post Event Discussion Thread

The purpose of this discussion thread is: (1) for attendees to share their observations, insights, and action commitments resulting from being apart of this event and (b) to post sessions resources (e.g., handouts, links to recordings, etc.) in order to facilitate ongoing learning regarding this important topic.

Below is the agenda for the 1/2 event:

  • Opening and Welcome
  • High-Level Trends in Coaching: Coaching Cultures Research Report (ICF and HCI)
  • Three Case Presentations: (1) Rogers Communications; (2) NASA; and (3) Northwest Hospital
  • Questions and Answers with Panel (organizational case representatives)
  • Table Group Discussion
  • Wrap-up and Closing

The agenda for the session is posted as part of this post (see link below), with bios for all the speakers! More to follow.

To start, for those in attendance, please continue our learning by posting:

  • 3 Personal Insights from the Session;
  • Ways These Insights can Inform Your Coaching Work, In and For, Organizations; and
  • If Columbia University Were to Partner with the ICF NYC Chapter to Organize a Similar Event, What Would You Like to Learn!

I look forward to hearing from many of you who attended, and I'll post my insights as well!

NOTE: ICF NYC and NJ Chapters Members in Attendance are welcome to "Join" The Columbia Coaching Learning Association (CCLA), as "Friends of the Program!"




NOTE: Updated 9.2.2015

During the opening presentation, ICF research on "Coaching Cultures" was summarized, report included here!


E-mail me when people leave their comments –

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  • TERRY: Thanks for hosting last week’s event. You’re the best host! I appreciate your willingness to create a space for colleagues who share a similar passion for learning and for coaching to co-create on a ½-day exploration. The agenda’s subtitle, “How Partnerships…Make it Happen,” kind of says it all.

    MARGARET: I agree: “amazing” really does capture the three presentations! Each case provided powerful stories for how to infuse coaching in various arenas. My vote for the “truly-amazing” story goes to NASA. Andrew Hunter and Kim Haney-Brown presented out-of-this-world examples of strategic coaching launches going on at the space agency.

    REPLY TO CALL TO ACTION: I’ve spent the last 10 days mulling over the themes that repeated themselves among the presentations and group conversations. Four lessons rise to the top of my mind:

    1. NO INDIVIDUAL/ORGANIZATION IS EXEMPT FROM COACHING.  Where there’s a development challenge, coaching can be tailored and scaled as a solution, for the telemarketer focused on product sales, to the scientist hard wired to focus on aeronautics and space.
    3. NO RESPONSE MODE OR COACHING MODALITY IS MORE IMPORTANT THAN THE ONE THAT EMPOWERS CRITICAL THINKING AND NEXT-BEST-STEP DECISION MAKING.  Transformation is achieved by taking steps. In the words of Neil Armstrong, that would include the “one small step” for the individual contributor, and the “giant leap” that contributes to the humanity of an organization. “It’s-all-good,” as we commonly say! Besides, taking small steps every day is better than planning big steps and never taking them.
    4. NO COACHING MISSION IS COMPLETE UNLESS IT RETURNS A WEALTH OF DATA MEASURING THE SUCCESS OF COACHING. Of course, the term “wealth of...” is relative to that which is mission critical. As the presenters from Life-Bridge Health pointed out, mortality –of all marvels – is a metric.

    That’s my reflection. I hope it encourages you to share yours. Our time together at the live streaming event was brief and the group discussion process – for the most part – only allowed engagement with the 4-5 people we sat with. That conversation was an education in and of itself. Let’s continue the conversation here on this forum. I too would love to hear your after-thoughts.

    Lisa Fenn

    P.S: Can I hear from you soon – I recently learned I’m not wired for delay.

  • As soon as the ICF MD Chapter makes it available, we will post the info here.  It was so good - I'm sure you will like it!

    • Wonderful - thanks so much Margaret!

  • I had asked if this event would be recorded but never received an answer. Does anyone know if this was indeed recorded and if there is access available for those who could not attend.

    Many thanks!


    • Hey Jacueline,

      We are waiting for the recording, I'll post it as part of this discussion thread when available.


  • Greetings Terry and Margaret. I am doing similar work with a F100 client in financial services and would love to listen to the recording from our 8/28 session in service of applying this learning to my client context. Will registered participants be able to gain access to the recording?

    Thank you!


  • The session included three inspiring and amazing presentations on how they developed a coaching culture within their organizations and improved the employee, client and company experience.  Rogers Communications reported great success with their program - the presenter said that in their call centers, they measure everything and had a solid baseline from which to measure results.  

    One of my insights was the continuum that Rogers used to help their leaders understand the differences in the roles that they played - self-discovery, empowering people to take ownership and be accountable.  Empowering employees was the sole purpose of coaching.  They described coaching with an open agenda, set agenda and follow up, and differentiated it from teaching, directive conversations and performance management.  

    the power of leading through this lens produced powerful results. 

    • Margaret,

      I too found all three presentations useful, and was especially drawn to Rogers Communications for many of the reasons you've outlined here!

      I'm sure part of what attracted me the Rogers presentation was the connection to sales and marketing. I started my career in field sales, where my customers were purchasers of packaging and packaging systems, as like Rogers, in the sales function, we measured everything. My journey to coaching, started years ago as a "sales trainer" for the same Fortune 200 corporation where I had been a rep, then when I expanded my skill-set to organizational development, that included, team facilitation, my internal clients were sales leaders, customer service managers, and technical sales directors, all very practical, results-oriented clients. What's interesting to me, is this was the late 1980 - early 1990s, coaching, a bit different than the way it is currently framed via ICF, was a significant way of work for these client-facing functions. In fact, the first training I attended as a sales manager back in 1987 included a module performance coaching and counseling, with a focus on understanding the difference between the two, and importantly when both were most effective. The point being that, as a sales manager, sometime the focus needed to be on coaching, while others on counseling - both were required for leading a high-performing unit. It was refreshing for me to see this presentation being well received by an audience made-up (I'm assuming) of mostly ICF coaches!

      What stood out most for me from the Rogers' presentation (and there were many useful messages), were the elements of their coaching culture strategy:

      • Coaching Demos (coaching leading in front of other leading and employees);
      • Approach Grounded in Neuroscience (evidence-based practices);
      • A Focus on 1-on-1 Coaching Conversations (with both internal and external coaches);
      • Clear Definition of Coaching (Company Specific);
      • Outlined Coaching Behaviors.

      One thing that I noticed about each of these case presentations was: (1) the role of culture (not currently made implicit in either the core coaching competencies, nor many coach training program) and (2) a more systematic view of coaching (i.e., included 1-on-1 coaching, yet also dis so with the support of multiple roles delivering the coaching in the organization, including professional external coaches, internal coaches, managers, leaders, and even peers - it appears that the notion of a coaching culture requires that the role of "coach" extend beyond the professional coach, otherwise, you have 1-on-1 coaching that might be useful and impactful for individuals, yet the impact for the organization and its performance is less clear).

      Call to Action: I would love to hear from others who attended the event last week!



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