Performance Breakthrough Sessions are for those who from time to time realise that they are not fulfilling their true potential. The session process is designed to aid people go beyond any perceived blocks for any situation and in any environment and to achieve breakthrough results rapidly.

But What Happens in a Performance Breakthrough Session?
Once you and the coach have agreed that the Performance Breakthrough Session is the most appropriate way to provide results fast, the coach will ask you to answer some pre-session questions. You will also be asked to complete a pre-session questionnaire. During the first half of the process the coach asks you a series of questions, including how you will be completely confident by the end of the session that you have had your Breakthrough. The main purpose of the questions is to get to the nub of the issue.
The second half of the process is aimed at helping you remove the issue, using creative techniques. The process continues until you know without doubt that you have had your Breakthrough.
Typically the Performance Breakthrough Session lasts 4-6 hours, and is done in one day at discrete premises in Bath, light refreshments are provided.

For more information please click here. Or for a confidential, no obligation discussion regarding the sessions contact Dr Sally Vanson at: sally@theperformancesolution.com

Enrolment Dates 3 x a year!

Length of Study
Students can be enrolled for up to 6 years. Full time students would normally complete within 3 years. Part time students can take up to 6 years although from our experience we would expect completion in 3-4 years.

Fees

*All prices exclusive of VAT and Subject to change

Application
To apply for a place please send us your ideas for your research topic and arrange a discussion with Dr Sally Vanson who will give you an honest appraisal. All enrolments are arranged by appointment with a University supervisor once your application is successful. Please be aware that it can take between six and twelve weeks to consider a complete application.

Contact us now for more information or to arrange a discussion with Dr Sally Vanson

My Dear Friend,
Heartfelt thanks for the trip you offered me. I visited many lovely places: I was at ‘Lacul Rosu’ (‘The Red Lake’ – a lake in the Carpathians between Piatra Neamt and Harghita county) I got there via ‘Cheile Bicazului’ (a mountain gorge above Lake Bicaz, through which the road passes under an impressive series of rock overhangs) which i enjoyed very much. I’d like to invite you to visit us and to you “Happy Christmas” as the festivals approach, thousands of thanks for everything and much health for you and your family.Much respect from your friend.

It just illustrates how sponsorship really does make a difference. If you would like to sponsor a child through People against Poverty find out more here

This book is a delight to consume in depth when first starting your NLP business and for seasoned NLPers to use as a reference guide and keep on the bookshelf. As well as being an easy and entertaining read, it is full of tips and references, all of which will guide your business planning and development process. It provides a framework for ‘being’ a professional and highlights the pitfalls that many NLPers have fallen into, while gently challenging those who have not yet been as congruent and ethical as the profession deserves.
Karen modestly shares her own journey into the NLP world. Her unique experience of ‘having lived the profession from a meta position’ enables her to provide expert guidance on how to ‘get it right’ from the beginning in a style which is full of common sense, integrity and fun!

Sally Vanson
Director of post-graduate NLP and Coaching programmes; The Performance Solution

You can order Karen’s book from our Amazon Book Shop http://astore.amazon.co.uk/theperformanc-21

“I am so glad that I took opportunity to wear the board and gown and to take part in the Graduation ceremony. I admit to being a little hesitant at first; usually, I’m a bit shy about ceremonies. Katie insisted and I’m so pleased she did because it was the perfect way to complete my MA journey. Every step of that journey – especially the challenging times – felt worth it when I graduated. A fantastic day!”

- Bob King

“The graduation was a journey of learning and exploration as well as reflection.It was an honour to graduate and it was great to meet so many amazing people on this learning journey .It has changed my life and opened many new doors “

- Ugesh Rattay

The Professional Coaching Skills course is for people who are looking to learn to coach to a standard approved by the International Coach Federation, Association for Coaching and the Institute of Leadership and Management.

The Higher Professional Coaching Skills course is for experienced coaches who are looking to add to their coaching knowledge and develop their skills as team coaches and coach supervisors.

The NEW Professional Coaching Development for Experienced Coaches and Therapists is for practicing coaches and therapists with a range of professional experience who have yet to gain the benefit of formal accredited coach training. We will mentor you to gain the full ICF ACTP qualification!

Remember these courses contribute credits on the MA in Applied Coaching at the University of Derby Corporate. DON’T FORGET TO ENROLL FOR JULY TO BEAT THE FEE INCREASE!!!

For more information about the courses contact us today

ICF Provisional Member: If you have less than 60 hours of coach specific training (or your training hours do not meet the requirements*), you will assume the ICF Provisional Member status on April 1, 2012 for a maximum of one year (until April 1, 2013) or until MER is fulfilled (if completed before April 1, 2013). Coach specific training hours accumulated so far as well as those collected between now and the official policy launch on April 1, 2013 will be applicable.
ICF Coach Member: If you have at least 60 hours of coach specific training (and it meets the requirements*) and do not hold an ICF Credential, you will be considered to have fulfilled MER and will retain ICF Coach Member status on April 1, 2012.
ICF Credentialed Member: If you hold a valid ICF Credential (ACC, PCC, or MCC), you will automatically fulfill MER. You will retain ICF Credentialed Member status on April 1, 2012.

There is no need to submit documentation or verification of completion of your coach specific training—as a member of the ICF, you are bound by the ICF Code of Ethics (prohibits misrepresentation of coaching qualifications). ICF will retain the right to verify a member’s coach training hours or proof of accreditation from a coach training program or school at any time.

Also beginning April 1, 2012, all new ICF members will fall into the following membership categories:

*MER states that, in order to continue as an ICF member, you must complete 60 hours of coach specific training by April 1, 2013. The ICF is not requiring you to pursue or have an ICF Credential to remain an ICF member.

Definition of Training that is accepted as coach specific training:
(These are aligned with the requirements for the ACC Portfolio Application credential path.)

Requirement for 60 hours:
At least 48 of the hours must be:

The remaining hours may be self-study, from an ICF event, teaching coaching-related topics, or a combination. However, all hours must be part of a program with the purpose of training coaches.
[Note: The ICF is in the process of developing guidelines to acknowledge that ICF membership requirements may be met by a competence equivalency of coaching credentials awarded by other coaching organizations.]

*Info from ICF membership categories update

With the April 2013 deadline looming there couldn’t be a better time to get your hours…..so call Ailsa today to see what we can do for you! 01225 867 285

The new membership eligibility requirements state that, in order to continue as an ICF member, you must complete 60 hours of coach specific training* by April 1, 2013. The ICF is not requiring that you pursue, or have, an ICF Credential in order to remain an ICF member.
To allow adequate time for current ICF members who have not completed the required training, a Provisional Member category has been created. This member category will allow current members one year to obtain or complete 60 hours of coach specific training prior to the policy taking full effect on April 1, 2013. Other membership categories that will be in place beginning April 1, 2012 include ICF Credentialed Member and ICF Coach Member.
You do not need to submit documentation or verification of completion of your coach specific training—as a member of the ICF, you are bound by the ICF Code of Ethics (that prohibits misrepresentation of coaching qualifications). ICF will retain the right to verify a member’s coach training hours or proof of accreditation from a coach training program or school at any time.
Read below to learn more about each membership category.
Hold an ICF Credential? Those members who hold a valid ICF Credential (ACC, PCC, or MCC) will automatically fulfill the membership eligibility requirements and will retain ICF Credentialed Member status on April 1, 2012. It is important to note that ICF membership and the ICF Credential are on two separate renewal timelines: ICF membership runs from April 1 to March 31 each year and must be renewed annually. An ICF Credential is valid for three years from the original certification or latest renewal and must be renewed every three years.


Have at least 60 hours of coach specific training but do not hold an ICF Credential?
If your 60 hours of coach specific training* meets the requirements, you will be considered to have fulfilled the membership eligibility requirements and will retain ICF Coach Member status on April 1, 2012. If you have concerns about your coach specific training or hours, please ensure they meet the ICF requirements below.


Have less than 60 hours of coach specific training?
Current members of the ICF who have less than 60 hours of coach specific training* will assume ICF Provisional Member status on April 1, 2012, for a maximum of one year (until April 1, 2013) or until the membership eligibility requirements are fulfilled (if completed before April 1, 2013). Coach specific training hours accumulated before and between now and the official policy launch on April 1, 2013 will be applicable.


*Definition of Training that is accepted as coach specific training:
(These are aligned with the requirements for the ACC Portfolio Application credential path.)

– All hours approved in Core Competencies will be accepted.
– A maximum of 12 hours outside of the Core Competencies will be accepted.

Requirement for 60 hours:
At least 48 of the hours must be:

The remaining hours may be self-study, from an ICF event, teaching coaching-related topics, or a combination. However, all hours must be part of a program with the purpose of training coaches.


* Info from ICF

Starting April 1, 2012, there will be the following ICF Membership categories:
For more information on each membership category click links below.

Also beginning April 1, 2012, an ICF Student Membership will be available for new ICF members.

Definition of Training that is accepted as coach specific training:
The 60 hours of coach-specific training needed to meet the minimum eligibility requirements for ICF membership is aligned with the requirements for the ACC Portfolio Application credential path.

- All hours approved in Core Competencies will be accepted.
- A maximum of 12 hours outside of the Core Competencies will be accepted.

You must ensure your coach training meets the 60 hours of coach-specific training needed to meet the minimum eligibility requirements for ICF membership is aligned with the requirements for the Portfolio Application credential path or to make it easier that you have attended an ACTP program.

The Performance Solution coach training is a full ACTP qualification. We can also work with you to top up your existing coach training to ensure you meet the new standards.

Please contact ailsa@theperformancesolution.com to arrange a discussion understand your personal learning journey

Le Royal Méridien Beach Resort and Spa
For those delegates wanting an inspiring international experience, we are delighted to confirm that ICF ACTP programmes will run at the fabulous Le Royal Méridien Beach Resort and Spa. The venue is situated on a stretch of pristine white beach overlooking the clear blue water of the Arabian Gulf, a truly magnificent setting for this creative course. Following a successful summer programme, bookings are coming in fast for 28 January – 3 February 2012.

The Bath Spa Hotel
This venue is unquestionably one of the finest 5-star hotels in Bath in the UK. The Bath Spa Hotel offers first-class accommodation, stylish meeting and function rooms, private landscaped gardens and a recently upgraded luxury spa. Take time for yourself with a restorative spa treatment and relax in the tropical heat of the outdoor hydro-pool before dining in the award-winning restaurant or enjoy an evening stroll into Bath city centre and choose from a plethora of eating houses or visit the Thermae Bath Spa. The nearest airports are Bristol and London Heathrow both ACTP Part 1 and part 2 courses are run here several times a year.

Becajat
Auberge de Becajat is perched at 1000 metres altitude in the Bourbonnaise Mountains between Roanne and Vichy in France in the middle of a forest with a rope walk through the trees. Currently being used for small private groups for both coach training and personal retreats, we plan to run an open course here 9-15 September 2012. This is truly a place to get away from the rat race, enjoy pure mountain air, simple French food and wine, walks in the pine forests, mountain biking and horse riding. Nearest airports are Lyon and St Etienne and the journey is well worth the peace to be found at the end of it. Numbers for this course will be limited to guarantee full personal support and this is an ideal venue for those contemplating career and life changes and a waiting list is currently being compiled. Again, this is a casual and informal event where delegates will learn as much about themselves as they will about coaching.

Schloss Freudenberg
Schloss Freudenberg in Wiesbaden, Germany has been the background for two groups wanting a creative and holistic experience and ‘dinner in the dark’ added to the understanding of our own sensory perceptions. As well as thoughtfully designed ‘imperfection’ to awaken the senses, visitors to Schloss Freudenberg can enjoy over 80 different interactive ‘experience stations’ to explore “how the eye sees, the ear hears, the nose smells, the skin senses, the fingers touch, the feet (under)stand, the hands (be)hold, the brain thinks, the lungs breathe, the blood pulsates, [and] the body vibrates”.

Huge black and white and colourful discs rotate on the walls, creating dynamic images; a maze in the complete darkness rises and falls; steel bells are suspended from a ceiling, their clappers almost reaching the floor; metal plates on thin stems emerging out of a sand floor can be played with cello bows, creating music and tone paintings. Outdoors on the 16 hectare grounds, an Aeolian harp (named after the Greek god of wind, these harps are ‘played’ by the wind) graces a hillside next to a stone labyrinth; a barefoot-path made of smooth pebbles, bricks, stones, wood, and other materials snakes through a section of forest past a humming hole; the playground is flanked by mounds of carefully assembled logs and ropes; there are stilts, balancing discs, and a giant set of duet swings.

We are in the process of agreeing dates for 2012. The nearest airport is Frankfurt followed by a short train ride and local accommodation is plentiful. This venue is very casual and informal and here we focus on experiential holistic learning.

Future Locations
Plans are afoot to run further international programmes in Perth, Australia and in Scotland. We welcome partners who already have venues and motivated groups and will travel to most countries for in-house or guaranteed group sizes of 8+ delegates. Non UK group programmes include some virtual work and remote assessments. All courses gain credits towards the MA in Applied Coaching run in partnership with University of Derby Corporate.

For more information or to check availability for a course please contact us.

Coaching is not just about a conversation! It is creative and gets reflection ‘into the muscle’. A whole body experience. There will be time available for coaching and walking in the fabulous landscape of the Madeleine Mountains. Our coaching exercises are creative and interactive and whilst we will be using them in this rural environment and in the open air where possible, they are fully transportable back into the corporate environment and everyday life. Be prepared to be challenged, to be open to learning and to give yourself time to reflect on what you truly want from the rest of your life.
In order to ensure that you will receive maximum benefit from this programme, numbers are restricted and admission requires a telephone interview. In order to ensure accommodation at Bécajat you will need to book as soon as you are able.

The nearest airport is Lyon and delegates can be collected from Roanne station, or may wish to hire a car so they can truly experience the delights of this little known region of France, famed for its gastronomy and vineyards. (We will structure our days so that you can enjoy the regional offerings).
The fee of £3495 per person includes all facilitation, materials, your private coaching session, lunch and refreshments during the course. Accommodation and flights are not included. Horse riding, rope walking in the forest and vineyard visits can be arranged. The centre is in the national park where there are hundreds of miles of footpaths available to you.

For a map of the area click here and for further information please contact us.

Our CEO Sally Vanson has been awarded Member of the Month for her outstanding contribution and support to the work of People against Poverty and as an accredited member of Business against Poverty.

Business Against Poverty is a community of businesses in the UK who through their engagement with projects support the reduction of international poverty and who have a desire to change the lives of others through their chosen charity People Against Poverty. To find out more about People Against Poverty and their communities click here

“The one who listens does the most work not the one who speaks” (Stephen Covey)

Do I need to send in my training certificates, school transcripts, or documentation of hours?
No, initially you will be asked to verify that you’ve fulfilled the membership eligibility requirements by declaring your completion of at least 60 hours of coach-specific training. Remember that you are bound by the ICF Code of Ethics (which prohibits mis-representation of coaching qualifications), and the ICF will also retain the right to verify a member’s coach training hours or proof of accreditation from a coach training programme at any time.

Find additional FAQs, including the requirements of M.E.R. and how the ICF ACTP training is the one to achieve here

Carina Furlong, a student on our MA Coaching programme is modelling successful female leaders. Having sent her the following article we thought we would share it with you;

Women are often appointed leaders of some of the most successful companies in their most critical moments. Some well known examples are: the appointments of the prime minister of Sweden when the country suffered as a result of the global recession and the CEO of the oil company Sunoco, appointed when the share price dropped by 50%. But why does this phenomenon (known as the glass cliff), occur?
In 2005, a year-long study conducted by Caliper2, a Princeton, New Jersey-based management consulting firm, and Aurora, a London-based organization that advances women, identified a number of characteristics that distinguish women leaders from men when it comes to qualities of leadership:

1. Women leaders are more persuasive than their male counterparts.
2. When feeling the sting of rejection, women leaders learn from adversity and carry on with an “I’ll show you” attitude.
3. Women leaders demonstrate an inclusive, team-building leadership style of problem solving and decision making.
4. Women leaders are more likely to ignore rules and take risks.

Despite research showing that women have specific leadership qualities, Susanna Bruckmüller and Nyla Branscombe (2010) noted, in their research, that women often only became leaders in times of trouble because men lack the attributes to do so.

As part of their research, they carried out two tests on different sets of people. The first posed a group with a fictitious story of a company in trouble. Respondents would pick a female to take over if the previous bosses had been men but would pick either a man or a woman if they had been women. Why did it not work both ways?

In the second test, they provided the respondents with details of a fake supermarket chain and described to them two managerial candidates, one male and one female. The respondents were asked who they would pick if the business was thriving or if it was in crisis. They discovered that the man was often appointed leader in times of prosperity but the woman, thanks to her stereotypical attributes (e.g. more Emotional Intelligence etc), would be picked if the company was in trouble.

The work of Bruckmüller and Branscombe appears to have highlighted a real-life male leadership bias. They conclude that women only get their true opportunity to lead when it is believed that men can no longer do so, and not because of their merits.

The research highlights some interesting points. Do we perceive women’s leadership qualities only useful in a crisis? Being Emotionally Intelligent would seem to be not enough to ensure that women have the opportunity to excel at leadership. There are obviously some great women leaders (Indra Nooyi, CEO of Pepsi), however, it would appear to still be the norm to only choose a female leader in times of crisis, regardless of how many leadership attributes they may have.

Bruckmüller, S. & Branscombe, N. (2010). The glass cliff: When and why women are selected as leaders in crisis contexts. British Journal of Social Psychology, 49 (3), 433-451

Denis Coleman will be running Extended DISC training under our banner in Ireland, he will also be facilitating our MA programme (Masters in Applied Coaching) in due course. In addition The Performance Solution will be supporting Denis’ business; InnoChan Solutions, with the accreditation of Coaching courses. So with this in mind we have asked Denis to give us an insight into his journey in becoming a coach…..

Denis Coleman MSc, MIIPMM, MLBCAI, CMILT
Coach, Mentor & Behavioural Change Consultant

The last few years have seen a dramatic change in my work and in my outlook. In 2007, I was introduced to the world of Coaching when my employer (the last one I had) decided to contract an Executive Coach for his senior team (of which I was one). These sessions really opened my eyes. I realised that there was another way to deal with my workload. I was struck by the calmness and focus of the coach.

In 2008, I found myself in need of more coaching and, never one to do things by half, I decided to do a Coaching course rather than just attend a coach. It changed my life. In fact, it had such a dramatic effect that within a few months of obtaining my Diploma, I had left the role of employee and set up my own business. My focus was to bring my growing skills to people with a desire to help people just as I had been helped by coaching. I also wanted to pursue my desire and interest in educating and training others.

Since then, it has been a race to the bottom to gather more information and more qualifications. I started my MA in Coaching & NLP. That opened my eyes to just how much I didn’t actually know. The MA lead me to the world of Emotional Intelligence (EI) and Non-verbal Communication. I obtained special awards at Honours and Masters degree level in EI (including certification in the Bar-On and iWAM EI test methods). I also obtained certification in Extended DISC behavioural analysis and certification in Advanced Micro-expression. Phew!!

But it hasn’t ended there. I have continued with courses in iWAM trainer certification, Certification in Subtle Expression recognition, Higher Professional Skills certification in coaching, finishing the Masters and next year I will be completing the process with university accredited NLP Trainer certification.

Undertaking all this training while trying to set up a new company probably wasn’t the smartest thing to do and to be honest it has been hard to ‘share’ my focus between my own development plans and the development of my company.

Over the last few months, I decided to re-launch my business. Now that most of my courses are in the final stages, I believe I now have something worth selling. I have been strengthening myself, my knowledge and my service offering over the last few years and I am now ready to take them to market. My courses and experience have helped me to clarify who I am and what I do. My focus has become laser sharp, my resolve to succeed has become unbreakable. These changes, I believe, are mostly due to the level of training and development I have pursued since I first started the Coaching Diploma in 2008.

Watch out world…here I come!!

The W.I.N. Conference gathers people who recognize the call to shift to a new level of consciousness and create a future that benefits all. This meeting is inclusive, international, sophisticated, unique, high content, magic and increasingly relevant. Some return to join year after year while others are new, participating for the first time. They come from all over the world, have different ages, numerous professions and a variety of responsibilities. They allow themselves to flourish, creating interesting careers, contributing to making their work sustainable and in small and big ways serving with their uniqueness to a world in transformation.
They are gathering in Rome between October 5-7(8) and this is the final call for you to join them…
Here are some of the 750 people who will be there:

• Sally Vanson (British), Founder and CEO,The Performance Solution
• Emma Bonino (Italian), Vice President, Senate of the Italian Republic
• Umran Beba (Turkish), President, PepsiCo Asia Pacific Region
• Marguerite Barankitse (Burundian), Founder, Maison Shalom
• Dominique Turcq (French), President, The Boost Institute
• Saadia Zahidi (Pakistanian), Senior Director, Head of Constituents, World Economic Forum
• Dr. Kumkum Malik (American), Founder, Dr. Malik & Associates
• Karen Tse (American), Founder and CEO, International Bridges to Justice
• Dr. Jemilah Mahmood (Malaysian), Senior Visiting Research Fellow, Humanitarian Futures Programme at Kings College London
• Lorella Zanardo (Italian), Author & Director, Il Corp delle Donne (Women’s Bodies)
• Prof. Nuria Chinchilla (Spanish), Professor, IESE Business School
• Gabi Zedlmayer (German), Vice President of Global Social Innovation, HP
• Avivah Wittenberg-Cox (French/Canadian), CEO, 20-first
• Jeanette Horan (British), CIO, IBM
• Mikael Ohlsson (Swedish), President & CEO, IKEA Group
• Hélène Ratte (French), Consultant, DIVERSEO
• Helen Wyatt (British), SVP HR Category & Global Functions, Unilever
• Jennifer Rickard (American), Chief Diversity Officer, Hewlett-Packard Company
• Jean-Michel Monnot (French), Vice President, Group Diversity & Inclusion, SODEXO
• Wendy Papworth (British), Diversity Leader, IBM Corporation
• Fabrizio Castlelucc i (Italian), Professor of Leadership, SDA Bocconi
• Dr. Debra Clary Gmelin (American), Corporate Director, Humana, Inc
• Zoe Yujnovich (Australian), President & CEO, The Iron Ore Company of Canada, Rio Tinto
• Yolanda Hegngi, PhD . (American/Cameroonian), Founder, Stimulus, LLC
• Binna Kandola (British), Senior Partner, Pearn Kandola
• Dr. Amany Asfour (Egyptian), President, Egyptian Business Woman Association, Business & Professional Women Egypt BPW, Egypt African Alliance for Women Empowerment, Afro Arab Network from Women Empowerment
• Dr. Lyly Rojas (Nicaraguan), Humanitarian, Professor of Humanization of Global Leadership/Corporate Social

Follow your intuition, clear your agenda and treat yourself and your company to this marvellous spa for the mind and soul. Become a part of it – now http://www.winconference.net/eng/WIN-Conference/2011-global-W.I.N.-Conference/Registration-Information.
Sally Vanson looks forward to welcoming you in Rome!

Or “Why don’t they teach this stuff at school?!”

Well the great news is finally, they do!

I have recently been finding out about NLP4Kids – a series of self-development techniques for children adapted and developed from powerful NLP (Neuro Linguistic Programming) skills.

The co-founder of NLP4Kids has put together a free report for you called “13 Ways to Create Positive Change in Children” which shares tips and techniques that NLP4Kids use in their work with children. click here to get it.
Gemma Bailey is the co-founder of NLP4Kids and has been a qualified Nursery Nurse for 14 years. She has worked with children and teenagers from all walks of life in a variety of education and care settings. In 2007 she decided to combine her childcare qualification with her NLP skills and NLP4Kids was born!
There are NLP4Kids practitioners trained in the NLP4Kids techniques in the UK and Hong Kong. They have been using the skills with children in workshop, in schools and on a one to one therapeutic coaching basis. You can find out more about the techniques they use with children and teenagers in this free report “13 Ways to Create Positive Change in Children.”

NLP4Kids are looking to take on some more NLP4Kids practitioners this is a fantastic opportunity take a minute to check it out….

For more information and to get your free report click here.

What’s been said about NLP4Kids so far…

“Excellent and very good support”
- Judy Bartkowiak, NLP4Kids Licensee.

“Excellent – fantastic rapport and presentation skills, loved the energy and humour.”
- Stuart Nunn, NLP4Kids Licensee.

“Excellent standard of professionalism! Outstanding teaching ability and very encouraging. All questions were answered and I feel so much more confident in what I have learnt.”
- Annette Wickenden, NLP4Kids Licensee.

“Amazing, super, brilliant!!! Nuff said!”
- Frank de Souza, NLP4Kids Licensee.

“Gemma is an exceptional woman with loads of energy and business savvy.”
- Paul Cassidy, NLP4Kids Licensee.

For more information and prices please click here.

One of the major issues with the previous system was the amount of time users had to spend searching to find the requirements for their particular credential. With the new system, only the forms that are required are presented to the user. This feature has simplified the application process and greatly reduced the number of applicants who had been submitting an unneeded or incorrect form. This improved system also allows ICF to review applications faster. The review of applications is an important and time consuming process for ICF staff. In addition credential applicants will now receive a much shorter service time while waiting for their application to be processed.

With the implementation of system updates, ICF has been able to study and monitor the complexities that make up the application process. More importantly, ICF can now target problems regarding a user’s application experience that were not possible under the previous system. System enhancements allow staff to track these problems as well as make adjustments to forms and instructions based on user feedback. This ability to quickly identify and respond to issues meets with ICF’s goals of continuous improvement of the applicant experience.

Currently, ICF is planning to introduce several more significant changes to its credentialing system. Users can look forward to seeing online renewal applications for credentials, which will again save members time and effort when going through the application process.
A new and improved Continuing Coaching Education (CCE) calendar is also being worked on, so that members will be better able to plan ahead and schedule their programs. The desire to integrate as much CCE information as possible into the credential management system is a driving goal behind system upgrades. Eventually ICF would like to eliminate the need for credential applicants to keep paper copies of their CCE information.

For more updates with the ICF keep in touch via www.coachfederation.org

The Single Market Observatory (SMO) of the European Economic and Social Committee (EESC) has established the Self- and Co- Regulation Database. This database includes now European Mentoring and Coaching Council (EMCC) and International Coach Federation (ICF) Code of Conduct for Coaching and Mentoring (www.eesc.europa.eu) as an example of best practices for alternative methods of regulation in the Single Market.

Self regulation requires a minimum of 60 hours coach specific training! To support the profession and to help you (and promote excellence from the UK) we are offering you a one off opportunity to attend our ICF ACTP accredited Professional Coaching Certificate from 15-23rd October 2011, in Bath at the special rate of £1,500 plus VAT instead of the usual rate of £2995 plus VAT. In turn we ask you to commit to getting a minimum of ICF ACC accreditation before the end of 2012.

This offer is limited to the first four applicants.
Contact ailsa@theperformancesolution.com to book.
Full payment required at time of booking.

There will be close to 1000 extraordinary women and men attending and thousands with us in spirit. We have knowledge, skills and experience. It would be impossible not to create something amazing together. It is so clear, with the times in which we live, that we need exactly this vision, collaboration, sensitivity and team work to create new solutions. We may not even know what is we are looking for but we trust and we are open and willing to receive and be inspired.

I am looking forward to meeting as many of you as possible in Rome on 5.6.7 October and there is still time to register at www.winconference.net.

With warmest wishes

Sally Vanson

I’ve thoroughly enjoyed my time at TPS and would like to thank all our clients for the fulfilling and fun opportunities I’ve had working with you. I leave you in Ailsa’s capable hands. Good luck with all your future ventures.

Meg

The joint code of conduct can be downloaded here and further details can be downloaded here.

If you are a coach, make sure that you are adhering to this new code of ethics in order to meet the growing regulation of the coaching industry.

Please click here to download the pamphlet.

Britain (and come to think of it, every other country in the world!) is full of talented, ambitious, creative and intelligent people who want to be proud of their work and yet all we hear about are the bad ones. Just like when raising children, spending the most time with the ones who act up will only encourage the others to act up. What about the well-behaved? What about the ones who try hard? Well they’re alright on their own so we let them get on with it! Wrong!

We should be nurturing our talent. With unemployment figures at staggering levels we have vast opportunities to find the right person for the role and then help them to grow into the best employees you have, who knows? You could be handing them the reins someday. So here are some tips for spotting undetected talent:

Graduates:

Graduates are funny aren’t they? For the most part their work experience is limited to a check-out job and a degree that earns them no life skills. They are in a catch-22 of no experience –no employment – no experience. And with so many of them unemployed they are literally ripe for the picking by clever companies. Why are graduates so great?

1. although they may not yet have much work experience, they are intelligent (Uni’s not that easy you know) and they are used to working to deadlines. Give them something to do and they will get it done!

2. they are used to learning, so they are happy to learn new skills and grow in your company. If you are willing to support them they can become an excellent asset in a short space of time.

3. they know their stuff. Use them for what they have studied for 3 years. If it’s computers and you have hired them for sales, why not get them to set up an online marketing plan where they will need to do all the coding. If they studied law and you’ve hired them for admin, why not ask them to review the company policies and make sure they’re inline with what’s required.

So you’ve got your talent, but how do your nurture it?

1. Mentor them. Remember when you first started? You weren’t always so clever! Let them learn from your experiences as well as their own.

2. Ask them what they need to help the transition between university and working life. If you can support them with this they’ll be more willing to help the company grow.

3. Train them! You’ll be amazed how fast they’ll learn and apply new skills. If you want to preserve your best people you have to give them opportunities to develop and training is a great way of doing this.

4. Coach them. When you see them for a review, run through the GROW model with them and help them take responsibility, they’ll thank you for your trust and they will repay it.

And most of all, never forget the bottom line: Experience doesn’t always mean Competence. Give someone new a chance, they might just surprise you!

Companies use both external and internal coaches for a variety of reasons including improving retention and development of key people, improving productivity, achieving personal and company objectives, minimising or avoiding unproductive conflicts, making strategic planning more creative and supporting individuals who have been promotes to cope with new responsibilities. For the client coaching can enhance personal development and progress by learning to solve problems, reflecting on current experience, clarifying career direction, increasing self awareness, developing a greater adaptability to change, increasing personal impact on colleagues, enhancing the performance of their teams and direct reports, developing a better work life balance and adapting their leadership style.

In house coaches operating from within an organisation will already have knowledge of the culture, history and politics or the organisation. They are more easily available and perceived as less expensive and more easily managed by the organisation and as well as formally organised coaching sessions they are usually available for informal or “quiet” coaching conversations. Individuals can benefit from developing long term relationships with their coaches. An internal coach can help develop a coaching culture within an organisation and can act as a change agent in a way that an external coach cannot. The development of an internal coaching strategy is also usually seen as a statement that the organisation is moving towards a supportive coaching style of management.

Companies that employ external coaches benefit from their independence, objectivity and wider range of experience. In some cases they are able to provide sensitive feedback to senior staff that an internal coach would be unable to do. The confidentiality provided by external coaches can be very important in many situations and clients find external coaches are often able to give a new perspective enabling them to step back and view the bigger picture with no constraints. As they are not involved in or part of the day to day culture and benefits of the organisation they are perceived as being totally unbiased.

Which is best for your organisation?

Use a silent mentor

Step 1: Identify the person you want to mentor. This could be your boss, a subordinate, a close friend, a coworker, anyone at all who has a skill that you need. This must be a person that you see frequently enough that you can do the following steps.

Step 2: Get yourself a notebook. Easy!

Step 3: Whenever you are around your mentor and you see them do something that you wish you could do, watch their behaviour and mimic it. Sometimes it’s appropriate to let them know that you’re doing it so they don’t think you’re making fun of them, other times you can quietly copy them. Notice the following:

• Posture
• Breathing
• Facial Expression
• Tone of voice
• Types of words they are using

Step 4: As carefully as you can, make a note of these in your notebook however works for you and practice doing them in front of a mirror or video camera so you can watch yourself back. Do you remind yourself of them?

Step 5: Next time you need that behaviour, remember all those little elements that make your mentor so good at it and use them. It might be that all it takes is putting a smile on your face.

This way your mentor doesn’t have to do anything extra to help you other than behave as normal. Good luck and let us know how you get on.

As a result we have spent the last few years in and out of meetings with various professional bodies, attending conferences, hosting meetings, helping with research and contributing in any way we can. This is why we are so proud to be able to announce that the long awaited accreditation for our coaching programme has come through from the International Coach Federation (ICF)!

In order to obtain the prestigious title of Accredited Coach Training Programme we spent a year having all our course materials, rationale, exams and qualifications audited by the ICF and they have decided that we meet the criteria.

At the end of last year we were equally excited to be approved as a recognised provider for the Institute of Leadership and Management (ILM) and before that we were overjoyed to have our courses recognised by the Association for Coaching.

So what does this meant for our students? Any delegate who successfully completes our coach training programme can apply for personal credentialing through the ICF as an ACTP graduate and will not have to put together the entire portfolio that others do. We’ve done the hard work on that front so the ICF know that our graduates are competent. Anyone who graduates from our course also receives a separate certificate from the ILM and 6 months free membership to the ILM’s online materials. Our certificates also come with recognition from the Association for Coaching and students can apply for credentialing through them as well.

Last but certainly not least, we are currently working on our new Coaching Masters degree and our ACTP also counts as credits towards this, allowing graduates of the training programme to delve into the academia of coaching and its applications.

We are so proud to be setting the gold standard for coach training and we look forward to helping make sure that the coaching profession increases in reliability and validity in the future. We hope to see you on the journey.

The Professional Coaching Skills course is for people who are looking to learn to coach to a standard approved by the International Coach Federation, Association for Coaching and the Institute of Leadership and Management.

The Higher Professional Coaching Skills course is for experienced coaches who are looking to add to their coaching knowledge and develop their skills as team coaches and coach supervisors.

For more information about the courses contact us today.

When the clock struck midnight did you transform into the person that you’ve always wanted to be? No? How disappointing! Maybe you didn’t use enough fairy dust? … or the spell wasn’t quite right – you did say the magic words didn’t you? And you span round three times?

Ok then Cinders, it’s back to the drawing board! Maybe we’ll get it right next new year’s.

…Or maybe it just wasn’t realistic!

When talking about new year’s resolutions for 2011 I noticed that about 75% of people told me that their resolution was to “win the lottery”. So these people have started their year with a plan that they have very little control over (and before you tell me they have no control, they can buy a ticket – that’s control!)

The other 25% told me that in 2011 they were going to be fit, make more time for their families and friends, have a better work life balance, take up a new hobby, drop a dress size and get a promotion. When I asked them how they were going to do all of that they told me “well it’s just what I want to do”.

When I see them next I’ll find out how much they’ve done towards their goals. The truth is, those who want to win the lottery will probably already have bought a ticket, they’re taking control!

The point to this ramble is that despite the uncharacteristic pleasure of staying up until midnight, you are the same person at 1 minute past 12 as you were at one minute to. You are no more likely to achieve everything you want by simply saying it than you are to win the lottery! So if you have goals you really want to achieve this year, make a plan. If that seems too much effort, guess what? You don’t want it enough! If you really want this, you’ll make a plan and with prompts and guidance you can be the person you want to be just in time to come up with another person you want to be by next new year’s! If you’d like a free starter plan, drop us a comment or an e-mail and we’ll send you one to get you going.

Good Luck!

U2Coach based in Rome have joined The Performance Group so that we can ensure our European clients receive the best possible service. This also enables NLPU, ICF and Association for Coaching recognised programmes to be run acros Europe, thus providing our clients with multiple accreditations.

We call it the Five Firsts. This will take you 15 minutes maximum, give it a go.

Mission 1: Get a notepad and pen out and have a think back to the early snowy days of January 2010 when you were full of ideas for the new year. Don’t worry if you didn’t achieve everything you had hoped to, but write on your notepad 5 things you did for the first time this year. These can be big things that you’ve always wanted to do, or they could be tiny things that could even have gone unnoticed. The important thing is that you did them for the first time in 2010. Just write down the first ones that pop into your head.

Was that fun? No we’re not done yet:

Mission 2: thinking ahead. What are five things you would like to do for the first time in 2011? Again, this is not about resolutions, it’s not about big commitments. This is about little things that would make you smile if you did them for the first time. If it’s possible, write a date next to each of them when you’d like to have done them by.

Mission 3: If you feel so inclined, send us your list. We’d be interested to know, and we’ll keep track of whether you get round to doing them in 2011 and give you some help along the way. We’ve had some great fun doing this in our office. Share yours with your friends and colleagues, you may be surprised by all the things you’d forgotten about. Enjoy, and Happy Holidays from the TPS Team!

It’s so inspiring to discuss coaching qualifications with a group of people who are dedicated to providing the best training we can. The ICF is working incredibly hard to improve the credibility and level of coach training throughout the world. Over the last 15 years they have committed themselves to carrying out extensive research in the field of coaching and we recommend that you look out for Coaching at Work over the next few months for the publication of some groundbreaking new research.

We would also like to urge you to book early for the ICF European conference if you interested in attending because there is currently a very-early bird rate that will end soon!



We have been streamlining our courses over the last few weeks so that all our courses can now build your portfolio to become an accredited coach and, where applicable, can count as credits towards our post-graduate programmes at Kingston University. We strive for excellence in coach training and are proud to continue to produce some of the most sought-after coaches in the world.

I think a lot about language, and the actual meaning of the words we use. So here’s some definitions I looked up:

Made=
Prepared, created, designed, formed, produced, to cause to exist or happen, bring about, to bring into existence by shaping, modifying, or putting together material, construct, to form by assembling individuals or constituents, to change from one form or function to another

Redundant=
Superfluous, outmoded, disused, unnecessary, without purpose, needless, purposeless, pointless, obsolete, unessential, not required, unwanted, uninvited, unsolicited, unlooked-for, dispensable

Therefore:

Made redundant=
Created unnecessary
Designed without purpose
Produced needlessly
To bring about pointlessly
Prepared Obsolete
Constructed uninvited
Formed Dispensable

Is this really the message we want to put across?

So there you have it! 10 simple steps to losing staff and alienating your employees. Please feel free to add to this list, there are those out there desperate for these tips!

1. Contract! Before you even start coaching your new client, you need to establish a coaching contract. This doesn’t need to be formally written and signed by both parties, but you must lay out the boundaries of the coaching relationship and establish a set number of sessions. Usually 6 is a good number to start with. You don’t want to get dragged into an infinite relationship with the client because it will only make them rely on you when they need to rely on themselves.
2. If you feel at any point that you aren’t capable of coaching your client through a particular issue you must refer them to someone who can (of course you must get their permission. Do not break confidentiality!). This can happen if your client is exhibiting signs of needing care from the medical profession, psychologists, or counselors. Don’t bumble along thinking you can talk them through it if you really don’t think you can. Be honest with yourself and be honest with your client.
3. They say: “I don’t want to see anyone else”. Stop and think about this. Has the professional relationship overlapped into something more? You are not their rent-a-friend and you must be wary of becoming one. It’s true that a client must feel rapport with the person they are working with but you are not the only person they can have that with. Part of the learning is to rely on themselves, if they need you in particular you may well have become a crutch. The best thing you can do in this situation is to extricate yourself sensitively. Explain to your client why you don’t feel you are the right person for them to see anymore and give them a few contacts that you think could help. Don’t just say “see someone else”. Names and details are important here. With the client’s permission you can discuss their situation with the person you have recommended to ease the transition.
4. Talk to your supervisor. If you don’t have a supervisor, get one! (We can even help you with this if you like) Your supervisor will be able to help you spot these potential problems before they happen and advise you on what to do. It helps to talk this situation through with someone who knows the position you are in.
5. Finally: make it a clean break. No you can’t still be friends, no they can’t call you when they feel down. I know you want to help and this may be the hardest of things to do but it’s necessary. If you keep the relationship going you will end up coaching them for free and it’ll be even harder to get out of the relationship because you’ll have shed your professional shell. In the long run you have ended the relationship for a reason, stick to it. Remain professional and respect the boundaries you set out to begin with.

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