The Columbia Coaching Learning Association (CCLA) Program Committee began the conversation today (8.11.15) about establishing the theme for our 2nd International Columbia Coaching Program Conference scheduled for October 2016! Columbia Coaching Programs Faculty Director, Dr. Terrence E. Maltbia, outlined strategic inputs that should inform the creation of the conference theme.

The ideas below align with both program and university priorities of FY 2016 and beyond, theme should:

• Highlight Columbia's University-wide emphasis on Neuroscience (i.e., cognitive, social, and behavioral) with the planned opening of the Jerome L. Greene Science Center (https://www.youtube.com/watch?v=CRdncAfENpY);
• Provide an invitation for the exploration of the generation of evidence-based practices focused on executive and organizational coaching;
• Be a continuation, expansion of the 1st Conference Theme: Spaces for Executive and Organizational Coaching; and
• Shed light on expanding the profession's emphasis on differentiating coaching from other helping work (e.g., mentoring, consulting, therapy, etc.) to laying the necessary work of aligning coaching with other important development work and processes in organizations (e.g., talent management, leadership development, organizational development, change management/leadership, facilitation, and so on).

Given this framing, we invite our growing learning community to provide suggestions for consideration for our 2016 Conference!

Regards,

Dr. Terrence E. Maltbia

David Matthew Prior and Dr. Terrence E. Maltbia lead a session entitled "Developing a Culturally Competent Faculty Team: Early Work and Implication for Coaching Competencies" on May 8th during this year's Association of Coach Training Organizations (ACTO), a gathering of directors, educators, and trainers representing numerous coach training schools. Our intent was to: (a) provide space for leaders of coach training organization to clarify their point-of-view regarding what constitutes culturally sensitive coach education and training: (b) share a common frameworks, structures and tools for understanding cultural variation; and (c) begin the conversation connecting culture and coaching.

There was an interesting discussion that took place during the "open space" segment of the conference (immediately before our session) where the idea of creating a multi-school collaborative learning event in November of 2015 where the focus will be to intentional start building the foundation for making explicit connection between cultural competence and coaching competencies - Stay turned for more information.

If you were be interested in being a part of such an event, please reply to this post, so we know how to reach out to us as the planning process unfolds.

You can download a PDF of the slides used for our ACTO session below - feel free to share observations, insights, and/or raise questions based on your review of this content.

Regards,

Maltbia

ACTO%20Cult%20Competence%20CET_5.8.15_Attendees.pdf

Hello,

This discussion thread is intended as a space for continuing the conversation I had the opportunity to engage in with over 50 attendees on Thursday March 26th during an OD Network, NYC Chapter Event. The conversation centered on a topic for which I have much interests and passion: Emotional Intelligence, as it's enabler Emotional Competence.

If you are a member of our learning community and did not have the opportunity to attend the live session you can use the link below for a full description of the session. Topic: Emotional Competence (EQ): Implications for OD Practitioners. Use the link below for a full description of the session:

http://www.odnny.org/civicrm/event/info?reset=1&id=2399

Everyone:

• I've attached a PDF of the Slides used for the presentation;
• Feel free to post questions here and I'll try my best to response;
• We would also like to hear any additional observations about the ideas shared during the session and any ideas you have about implications for practice (including OD, Executive Coaching, and/or Change Leadership); and
• Finally, please share useful related to this topic you have found useful, as well as, success stories.

ODN_NYC_Maltbia_3.26.15_Audience_v2.pdf

I look forward to continuing the conversation!

Regards,

Maltbia

A corporate client with a major presence in the entertainment industry seeks certified professional executive and organizational coaches who have completed the entire Columbia Coaching Program. The coaching is part of leadership development program for the company Vice President Level. General requirements are outlined below. Successful coaches for this engagement:

• Are located in the Metro New York City Area;
• Have at least 10 years for full-time work experience (leadership/managerial roles a plus);
• Demonstrate knowledge of delivering 360/180 feedback and supporting leaders with development planning;
• Will attend 3-hour orientation session to be scheduled for the 1st or 2nd week of April;
• Able to lead a "group coaching" session on the afternoon of April 23rd (in Mid-town) Manhattan; and
• Can complete 3-session follow-up engagements (with up to 4 VPs) after the program by the end of July 2015.

The organizational client plans to run this program at least once per year, sometimes more, depending on internal demand. Given that coaching is a referral business, success with this engagement can lead to other coaching opportunities within the organization.

All interested coaches should:

1. Use the attached template to create a 1-page bio (please full the guidelines); and
2. Email completed bio, along with most recent resume by no later March 15, 2015. 

NOTE: if you would like to see a sample 1-page bio, email Dr. Maltbia (he will provide you with one).

Information should be emailed to:

Dr. Terrence E. Maltbia: Maltbia@tc.columbia.edu

He will: (a) review the bios/resumes; (b) forward those who met the client's general requirements to his contact; and (c) inform those selected by the client organization. Dr. Maltbia will also notified those he intends to forward to client with more information regarding the coaching fees for the engagement (the client pay's a competitive rate based on 2014 market data).

CCLA%20Coaching%20Services%20Bio%20Template.doc

Regards,

Maltbia

Hello CCLN Members,

I recently ran across this short, yet interesting article on coaching in the Harvard Business Review's web page (see link below). It has some useful insights about select coaching competencies:

https://hbr.org/2015/02/how-great-coaches-ask-listen-and-empathize?utm_campaign=Socialflow&utm_source=Socialflow&utm_medium=Tweet

What do you think?

We've attached a PDF of the slides from Dr. W. Warner Burke's talk on Learning Agility! Additional information will be posted in the "Member Blog" section, over the course of 2-Days.

Regards,

Maltbia CCC14%20Burke%20Learning%20Agility%20Presentation.pdf

Hello,

One of the most common lines of questioning we get from participants in our coaching program has to do with the use of assessments. Yet in scanning the available resources on the subject over the past 6 years, I've only located one useful book focused on the topic, "Psychometrics in Coaching: Using Psychological and Psychometric Tools for Development" edited by Jonathan Passmore; however as the title of the book suggest, psychological based assessments in only approach to assessment and measurement.

In response to this line of inquiry, I put together a short think piece, that:

• Presents Four General Categories of Assessments;
• Provides Samples from Each Category of Commercially Available Instruments or Tools (with websites where possible); and
• Describes structure of thinking about the use of assessments as part of a broader approach to determining the effectiveness of coaching engagements.

At the end of the piece I provide a citation to a recent article written by Hagen and Peterson (2014) that presents a comparative analysis of coaching scales. I would love to hear your: (a) reactions to the "think piece" posted here (i.e., what is useful, what questions do you have, etc.); (b) recommendations for additional examples of tools in any of the 4 quadrants presented in Figure 1; and (c) experiences with using various assessments as part of your coaching practice.

In reviewing what I've written it this "piece" it occurs to be, for example, that each of these categories of assessments have associated strengths and limitations, yet I do not speak of these explicitly - an idea for an update. Related to this point, in my practice, where ever possible, I try to identify one assessment from each of the 4 quadrants to help expand client awareness from multiple perspectives and dimensions.

I look forward to hearing from many of you!

Regards,

Maltbia

______________

NOTE: I reviewed the links from the initial post on 10.10.14 to: (1) reflect Jay's correction on Page 4 references 160 feedback, where it should have been listed as 180/upward feedback (the figure was correct, yet not the text) and (2) post an MS Word version so that the links are easier to use.

Four%20General%20Categories%20of%20Assessments_v2.pdf

NOTE 2: I've also posted a PDF of the article entitled "Crafting Effective Executive Coaching Engagements" published in Choice Magazine this Fall (Volume 12, Number 3).

choice_v12n3_corporate%20Leadership%20T%20Maltbia.pdf

Those of you who have attended Columbia's Coaching Program know that since before starting the program, I've been compiling a list of my favorite coaching books, as part of my own continuous professional development strategy in this space. I ran across a blog listing the author's "Top 20 Best Best Books in Coaching and Mentoring," see link below:

http://blog.readytomanage.com/top-20-best-books-on-coaching-and-mentoring/

In reviewing the list, I noted he and I had a few in common, not in any particular order:

• 50 top tools (very practical, good way to expand one's tool kit);
• Leadership Team Coaching (an area of great interests to me as a strategy for making coaching more scalable in organizations);
• Coaching for Leadership (for me leadership and executive coaching go hand and hand, so connected to the 2nd on this list);
• Coaching Questions (no explanation required, use of questions is key in coaching); and
• Business Coaching Tool Kit (another book I found useful in expanding the options at my disposal, the more tools you have, within reason, you are less inclined to same hammer, when it may not fit).

What are some of your favorite coaching and mentoring books, I'm always on the look out for ideas?

Some time ago I read an article by Robert Witherspoon where he outline 4 roles in executive coaching that I've found useful over the years, they include: Coaching for Skills, Coaching for High-Performance, Coaching for Development and Coaching for an Executive's Agenda. For those interested, he later wrote a chapter, "STARTING SMART: Clarifying Coaching Goals and Roles" in the edited book by M. Goldsmith et al. entitled Coaching for Leadership.

A topic that comes up often in my work with executives is their desire to raise the performance of their employees and organizations through coaching, a few years back I decided to write an article to captures what I've learned about this form of coaching with my executive clients: High-Impact  Performance Coaching Applying the four-Cs framework to define,  monitor and generate results!

I'd be interested in hearing from others: (1) your reactions to the ideas in the piece and (2) what other things you have found useful in supporting clients in the area of performance coaching.

I've attached the article here with the permission of Choice Magazine, www.choice-online.com

9_High%20Impact%20Performance%20Coaching.pdf

For the past few weeks there has been a discussion thread as part of the "ICF" LinkedIn site responding to the question: What is coaching with one word? One of the members was kind enough the summarize the results via a "Word Cloud" tool and share it with the group (see information below). Take a look at the graphic, what emerges for you as  you look at the visual depiction of the results of the discussion thread? NOTE: at the time of the posting, there were 100 unique words, the relative size of the font reflects the number of times a given word was posted. Thanks Ingrid!

Ingrid

Ingrid Nieuwenhuisen

Licenciada en Informática, con perfil técnico y amplia experiencia en liderazgo de equipos y proyectos de IT.

We reached 100 unique words! I share with you the new word cloud including all of them: http://worditout.com/word-cloud/377223

If you access to this link, you have the option of downloading the word cloud in a png format file.

_______________________

As we prepare for Columbia's 1st International Coaching Conference, as you consider our theme of "Space as Context for Executive and Organizational Coaching" combined with the various ways coaching is understood (via the Word Cloud), what surfaces for each of you? I would love to hear your observations!

Click the link below for an overview of the Conference:

http://columbiacoachinglearningnetwork.ning.com/about-the-conference

As an educator, consultant (including executive coaching) and former corporate executive, I'm committed to and interested in, evidence-based practice, that is, informing that work that I do with and for client, with the best possible research and knowledge, theory, and strategic insights available. Given the status of executive and organizational coaching as an emerging field of professional practice, I wanted to start a discussion space to share resources people have found useful to inform their practice. I've started with the list of peer review journals scan for emerging theories, research and framework to inform my work.

Coach-Specific Journals:

• Coaching An International Journal of Theory, Research and Practice | http://www.associationforcoaching.com/pages/publications/academic-journal
• International Journal of Evidence-Based Coaching and Mentoring | http://ijebcm.brookes.ac.uk/
• International Journal of Mentoring and Coaching | http://www.emeraldgrouppublishing.com/products/journals/journals.htm?id=ijmce
• Journal of Coaching Education | http://www.qualitycoachingeducation.org/info-center/journal-of-coaching-education/ (NOTE: sports coaching)
• The Coaching Psychologist | http://www.sgcp.org.uk/publications/the-coaching-psychologist/
• International Coaching Psychology Review | http://sgcp.bps.org.uk/sgcp/publications/international-coaching-psychology-review/international-coaching-psychology-review_home.cfm
• International Journal of Coaching in Organizations | http://www.ijco.info/

Journals That Publish Coaching Content 

• Consulting Psychology Journal: Practice and Research | http://www.apa.org/pubs/journals/cpb/index.aspx
• Human Resource Development Quarterly | http://onlinelibrary.wiley.com/journal/10.1002/%28ISSN%291532-1096
• Human Resource Development Review | http://hrd.sagepub.com/
• Human Resource Development International | http://www.tandfonline.com/toc/rhrd20/current
• Academy of Management Journal | http://aom.org/AMJ/
• Academy of Management Review | http://aom.org/amr/
• Academy of Management Learning and Education | http://aom.org/amle/

Please share journals you've found helpful in publishing coaching and/or coaching-related content.

HOT OFF THE PRESS: "Advances in Developing Human Resources" has recently published a special issue on coaching, that includes a total of 7 articles. You can go to: http://adh.sagepub.com

To view and/or download the entire issue. I've included the final article here that summarizes the entire issue. Evidence that coaching is gaining ground as an emerging academic discipline, yet there is much work to be done!

Regards,

Dr. Terrence E. Maltbia

Advances%20in%20Developing%20Human%20Resources-2014-Egan-1523422313520475.pdf

NOTE: 4.5.14 Post Update

Thanks Yaron for the tip regarding the Institute for Coaching Resource! I looking at the system, when you start a Blog, it seems as if you can upload at document at that time, or go back an edit the Blog, if you are the creators, and add a document.

Another useful summary of coach research is the "Workplace, Executive and Life Coaching: An Annotated Bibliography form the Behavioural Science and Business Literature" complied by Anthony M. Grant of Australia. I've included the link below.

Coaching_Bio_-1937%20to%20JAN_2011_GRANT.pdf