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LEVEL 1: Coaching Foundations LEVEL 2: Certified Professional Integrative Coach TRANSFERING: Transfer Students ...................................... 00:02 Laurel Elders I'm curious. Have you ever wondered why companies require an ICF credential? Well, let's talk about it! I'm Laurel Elders, founder and CEO of the Institute for Integrative Intelligence. I've been a professional coaching geek since 2005. Currently hold a master certified coach credential with the ICF. And I have with me today our senior partner at the institute, Michael Tucker. Michael is a PCC credentialed coach with the ICF and also an executive coach. Welcome, Michael. It's good to be back on the call with you! 00:41 Michael Tucker Oh, yeah, it's good to be back. Thanks for having me back. 00:44 Laurel Elders Yeah, absolutely. Well, today we just want to talk about ICF credentialing. And, um, Michael, you and I have been noticing an uptick in missed opportunities for coaches to really vastly grow their businesses because they either skip the coaching education or they skip the credential. And I was just curious if you wanted to share more with the audience about why was this on your heart in particularly. 01:09 Michael Tucker Yeah. You know, what really sparked this conversation was, um, a couple of weeks ago, and you and I were talking, and I got this email from this coach that phenomenal, um, phenomenal coach. From everything that I know of her and seen of her, I, um, had this opportunity for her, and, um, I said, hey, I want you to work with me on this project. I can't think of a better person. I noticed that I don't see, um, your ICF credentials on your LinkedIn. Are you credentialed and certified? And she goes, no, but I've been through all this training, and she's right. I mean, she was. She had gone through just about every training that I had gone through, but she hadn't gotten the ICF credential. And in that moment, I felt like this anger just come over me because I wanted to work with her. And the thing, what I'm seeing is, I'm seeing that there are so many opportunities out here for coaches, um, with organizations, as coaching is starting to become more mainstream. Um, and companies are specifically requesting ICF coaches, and sometimes they're specifically requesting black, uh, or hispanic or some other group of coach. And I know people will probably think if you're watching, you might be thinking, oh, my gosh, like, you know, what does the race have to do with it? But I. Let me tell you something. That's not even a part of this conversation. People want to coach who they want to coach with, and if that's you, and you're unique, you are wanted. 03:01 Laurel Elders Yeah, yeah. So I think for me, and thank you for sharing that. I just, uh. I really wanted to have this discussion also because, um, I think some coaches are on the fence of and even wonder why the companies are requiring this. And so I really wanted to speak to that today to provide some clarity and some things to consider and how the credential can open doors. But why it opens doors too. Right. I've noticed that, um, a couple things. One, that IcF credentialed coaches are really sought after because they're educated and trained in taking people 100% into their potential, whereas coaches without the education are skilled to take people maybe halfway. And so trained and uneducated coaches tend to rely heavily on what they know. Certified and credentialed coaches are required to lean into what they don't know. And it seems counterintuitive, but this leverages the effectiveness of the coaching because it requires the client to do the internal work of reaching their potential. So I know at the school we talk about human potential, we specialize in human potential. That's what, um, sets us apart. And the first part of human potential is being shown the way. So leaning into leading, telling, advising, guiding, um, that's only going to help someone get so far, because the second part of reaching one's potential is about going within and it's through self discovery. So as much as I would love to give everyone their personal power, I can't. That's an inside job. As much as I would love to give everyone their confidence, that's an inside job that comes from being coached, that comes from self discovering. An ICF trained and credentialed coaches are skilled, um, and assessed to make sure that they've, they've reached that level of, um, you know, those skill sets in the field. 05:14 Michael Tucker Yeah. You know, it's interesting, as I'm hearing you talk about this, one of the things that, um, came to my mind was how I was coaching before I became ICF credentialed coach. Um, and I share this because I get it. I mean, I was what I like to call a maverick coach for about six years prior to getting credential. And I will tell you there were a number of things that transformed, um, in the way that I coach. And of course I was already getting good results with clients, but this really helped me get great results consistently and most importantly from a mental and emotional, um, state. What I noticed was prior to doing, um, my ICF training, I felt that I was responsible for getting results for my clients. So I would have a client with all of these different things going on. And by the end of that session, I was completely drained and exhausted. Um, and immediately I thought, after having that experience so many times, it made me think, man, this is not a sustainable, um, profession for me. But one of the things that I learned through the coach training and through the ICF credentialing process is how to not have that happen and instead leave the coaching engagement inspired and uplifted and alive. So even being stronger than I came into the coaching engagement with and what you're talking about, Laurel, I mean, ties directly into this generative way of being and this generative invitation that we're taught to allow clients to, um, enroll in and participate in for themselves and for their life. 07:15 Laurel Elders Yes. Yeah. That is so well put. And I love that you said generative because, you know, I think, um, taking someone through that self discovery process without stepping in to do the work for them, without leading, without, you know, um, doing, basically guiding them, they're guiding themselves and the coach. What I've learned and love about coaching is the coach is the expert in the coaching framework and process, in the self discovery process, and putting aside bias and putting aside the leading and letting the client dig deep. The client is the expert in themselves. And one of the things I think the biggest value I've taken away is I used to, uh, it's kind of embarrassing to admit, when I came into coaching, I thought, oh, I have so much I want to share. I have so much I want to teach. I have so. And I wanted to, like, impart my wisdom, and I realized my wisdom's for me. What's the wisdom within that person? What is their success formula? And I realize that I could be the expert in all these external things, but I will never, ever be the expert of someone else's truth, period. They are the expert of their truth. And I am here as the coach to bring that out and to honor it and to help them build on it. And it's, yeah, just. 08:44 Michael Tucker I love that. And I get fired up about that as well, because the types of outcomes that clients can create when the space is made for them to just be present and co create. Like, you're never, whatever you think that you, you know, it's never going to be better than what the client can come up with for themselves. 09:03 Laurel Elders Yeah. 09:03 Michael Tucker Uh, you know, now, I will say this. There are sometimes, there are some times, sometimes in coaching engagement, a client wants some very specific guidance and direction based on your experience. And so as a credential coach, what you learn how to do is you learn how to capture that for the client in those moments and then move back into allowing the client to. To, um, lean into their own wisdom. And there's an art to this. There's an art. It's a science. And you can do this gracefully. And what I will tell you is, if you do it ungracefully, well, now you move into a place where you're advising and telling the client things that could potentially create a liability for you, um, as a coach. And so maybe you could talk about liability, um. Um, a little bit. Laurel. 10:02 Laurel Elders Oh, yeah, absolutely. But first, I just want to say I'm so glad that you brought that up, because there's two things that can block someone. One, it could be lack of information. Right. And the client might need information, external information. But sometimes we want someone to give us the answer because we want to give our power away. Then if we have to come up with our own answers, we have to be responsible. That could be scary. So, part of the co, uh, trained, uh, know, ICF training is really to say, let me just double check what's within the client first. What's within them, what is their motivation for asking for advice? Right. And just being able to hold that space, too. 10:45 Michael Tucker Yeah. You know, it's so funny. I love it when some clients are asking me, what do you think I should do? And my question is, what? What does it matter what I think? 10:57 Laurel Elders Yeah. Yeah. My mentor used to say, "Why do you want to give your power away?" 11:02 Michael Tucker Wow. 11:03 Laurel Elders All right. 11:05 Michael Tucker Yeah. Wow. 11:06 Laurel Elders All right. So now, yeah, let's go into the second reason why companies are requiring the ICF credential. And that is the liability and the legal component, because ICF coaches are trained and educated in the ethics and the process of coaching, because it's self discovered. We're not advising, we're not assessing, we're not, um, diagnosing. Seeing coaching, when done properly, is way lower liability because the client's responsible. The client's responsible for their own process, for taking action, for coming up with their solutions. So just consider, when you tell someone what to do, your responsibility in that and what happens next does go way up. And ICF coaches know exactly where to draw those lines. Um, and they're assessed on their capacity to know how to draw those lines. So the other thing to consider is companies are requiring that ICF credential because non ICF coaches are seen as a potential legal liability. You just don't know what you're getting versus if you have a credential, the company can go, okay, they are being held they're holding themselves to the ethical standard. They know, um, exactly how to take someone through that self discovery process, which is a um, you know, development process. It's expanding skill sets, but it's all coming from within versus being told, yeah. 12:38 Michael Tucker Well, you know, the other piece of this is really about effective performance of the coach. So, and this is not to say that you can't be an effective high performing coach without an ICR credential, but from a company's perspective, if they bring you in, you start off with, hey, this person can reasonably do a good job. Of course there are people who don't go to do a good job in all professions, but at least you start off from that perspective that hey, at least we know this person has this credential, we know what we can reasonably expect from them, and we know the kind of outcome we can reasonably expect. And so from a performance standpoint, that's also important to um, to companies. And I gotta tell you, I mean, companies, they spend big money on coaching. They really do, because coaching, in the latest research that I, they saw, said for every dollar that's spent on coaching, a company will receive a five, um, x return on their investment. And that's an old statistic. So maybe it's a little better with um, some of the newer forms of training out now, but this is a very important thing for them, especially. You start to look at the younger generations and what they value in terms of benefits from their um, their organizations. Coaching is, is a big one they're looking for, for this. And so that's another thing that's driving demand. It's just a change in generations and, and coaching is just, it's, it's expected. It's interesting. I was talking to um, a woman, she just got picked up as a CEO of an organization. And I asked her, I said, did you um, did you ask for coaching as a part of your compensation package? And she said, absolutely. And the employer is going to provide it. So people are asking for this, um, and you want to make sure that you are prepared completely to be able to step into these opportunities when they show up. 14:51 Laurel Elders Yeah, yeah, I couldn't agree more. Um, especially like you're saying, if you want to work with companies or be hireable, the ICF credential opens way more doors. Way more doors, right? 15:05 Michael Tucker Yeah. And you know, the last thing I'll talk about on this, Laurel, is um, about consistency of income. 15:12 Laurel Elders Mhm. 15:13 Michael Tucker Um, there was a period of time where my uh, income was like this. It was very much up and down, and the highs were high and the lows were low. And I find that a lot with coaches. People have this calling. They feel it in their heart and they, you know, they might go and, um, do, I'll say, uh, some type of a certification that's not ICF, and they're wondering why their income is up and down the way that it is. And this is not to say that you can't come up with some kind of other program that people call coaching, but it's not actually coaching, because I see that a lot of, however, um, when you have this credential, it opens doors for things like contract coaching. That's a really, really big one. A really, really big one. You can make a six figure income just doing contract coaching with larger coaching organizations. And I'm just thinking about some coaches that I've hired to work with clients. Um, I mean, I've paid coaches anywhere from $250 an hour to $1,000 an hour to work with clients who have very specific, very unique needs. And so this, from an income standpoint, that's another reason that this makes, um, sense. The other thing is it just gives you that credibility, um, when you're being compared to other coaches. So if I'm a HR director of a major corporation and I'm looking at five coaches that I want to provide to my, you know, directors or my CEO, you're not getting on that list if you don't have that ICF credential. And I don't really care how amazing you are as a person. You have those, those, you know, the Anthony Robbins of the world, but those guys are outliers. 17:06 Laurel Elders Mhm. 17:07 Michael Tucker So why would you want to create that kind of gamble with your career? 17:12 Laurel Elders Yeah, yeah, that's really good point. So, in summary, companies, uh, are requiring ICF credentials for two primary reasons, efficacy and ROI. They know that the ICF coaches are trained in the full self discovery process and taking people fully into their potential. And then also the second reason is the ethics and sustainably, um, um, or substantially lowered liability, um, um. You know, that is something companies need to consider. And so they, they know that ICF coaches do follow a code of ethics and know exactly where to draw lines, um, on the advising pieces. So we hope that our experience as seasoned coaches has been illuminating to your path, professional path, today as a coach, or even a future coach, if you're considering coach training and if you are ready to become a credentialed coach, we would love to help. We have three options. So if you're already a trained coach and have kind of piecemeal some of your trainings together. We do see this a lot. We take Transfer Students. We will help you take your trainings and put them into a fast track towards your ICF credential, um, PCC, or towards your MCC credential, and even ACC. If you're just starting out, we also start LEVEL ONE- Foundations and LEVEL TWO- CPIC trainings October 5. And if you would love to be a deeper dive human potential coach, we would love for you to consider us. I love to say that, um, if you're only looking for coaching skills, we'll refer you to a different program. We don't do that. We go deep. We go deep into human potential. And, um, you will learn all of the ICF standards, competencies, the art and the science of masterful coaching. But we're also going to take you deeper into human potential so that you can take your clients even further. So if that sounds amazing to you, reach out to us at: [email protected] We can walk you through, um, all the options and answer any questions that you have. So that's it for now. Michael, anything else before we. We hop off today? 19:38 Michael Tucker I would just say, don't sell yourself short. Don't sell yourself short. And I've seen this way too many times. I did it for a long time, and had I known what I know now, I would have gotten credentialed way, way sooner. 19:54 Laurel Elders Uh, same, same. Yeah, I piecemealed my education together, and then I realized later it would have just been great to just go for it and just go, just go for it. M. Yeah. All right, thank you. Hope everyone's having an amazing week, and, um, happy Wednesday. We hope to see you next time.
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00:00 Laurel Elders I just wanted to welcome you. Today we are going to be discussing, um, leadership. And if you're new to a leadership role and you're feeling a little thrown into the deep end, let's talk today. Today's mini, um, discussion is for you. I have with me one of the executive coaches on our team of leadership and executive coaches, Jill Aronoff. Jill, I would love to hear what are you seeing show up in leadership? 00:44 Jill Aronoff It's a great question and it's so interesting, the things that are showing up. And this is for new leaders and people, people that have been leading for a while that have been put into management roles, they've been promoted. They've worked so hard to get to where they are now by doing, and now all of a sudden they're expected to lead and they're not getting any training and they feel lost. And so they're really looking at, how can I be a better leader? How can I be a coach, like leader? And it's just so prevalent right now across the board with all of my clients in different avenues. 01:22 Laurel Elders Mhm. Yeah. And you were one of those leaders. 01:24 Jill Aronoff I absolutely was one of those leaders. And I worked so hard to get where I was, and I did so many self help and seminars and little mini trainings. I got this addiction to learning. So I always thought I was ahead of the game, but I really didn't have a clue because I hadn't done the work myself. And once you start doing the work yourself, you start understanding and you start developing some EQ skills and some empathy. Um, it's funny, I always felt like I wasn't an empathetic person because I'm so direct and I've learned through coaching and coaching your coaching program that you can develop empathy skills. 02:13 Laurel Elders Mhm. 02:13 Jill Aronoff And understanding exactly what that is. 02:16 Laurel Elders Yeah, yeah. And that's, that is so key. Um, especially I'm thinking of some of the research. I love quoting these because they're so profound. Um, for their, the first one that comes to mind is Forbes put out an article January 23 on some of the research. And the finding was that for almost 70% of people, their manager had more impact on their mental health than their therapist or their doctor and equal to their partner. And I, um, had the opportunity to go LIVE with one of my favorite leadership coaches and consultants the other day, Love. And she said, you know, that also goes towards the positive. And I was like, uh, that is so true. Right. So do we want to have 70% positive impact or not so positive? 03:07 Jill Aronoff Right. That is so true. And I can say from my personal experience as a leader, like, I. I didn't have a leader that was necessarily, um, had. Was high in EQ skills. He wasn't emotionally attached to understanding himself and how to be a good leader. And as a result, I felt like I had to be pigeonholed into this. But I think back to my past, and I had a leader that was amazing because she really cared about me and what I was going to learn and who she was as a leader. And she had done the work. And I learned so much more from her about how to be a good leader and how to be a team player and even personally, how to be an amazing person. So I really appreciate her. And it's 100% true that if you can have the positive influence, it's incredible. 04:09 Laurel Elders Yeah, absolutely. And I love what you brought up about being a coach, like, leader, um, because, you know, it's one thing to manage. I think of management, and I think of work, work, work. When I think of leadership and transformational leadership, not transactional leadership, I think of inspiration, inspiring work, inspiring the team. Like, it's a completely different, um, feel the culture is different. Um. And then just to geek out on another statistic, I wanted to bring forward, based on, again, what you just shared about the emotional intelligence piece. So, emotional intelligence 2.0. Bradbury and Greaves, they found that EQ is critical, so critical to success that it accounts for 58% of performance in all job types. 05:00 Jill Aronoff Wow. 05:01 Laurel Elders That's 90% of high performers were also high in EQ. And EQ is a developed skill set. Right. We're not just born with EQ. I mean, some people might be. I don't know that I've met anybody that's just naturally super high in EQ. Um, yeah, the training can definitely elevate that. 05:22 Jill Aronoff It's very true. And, you know, I read that book years ago, and I tried to put it in practice, but it didn't really resonate, and it didn't click until I went through the coach training program. And only then, when I applied it to myself and was able to think differently and shift my lens, could I really put those EQ skills in place. 05:52 Laurel Elders Yeah, I had the exact same experience. It like, uh, the coach training brought the skills to life at a whole different level, especially as a leader. Um, wanting to inspire action and not just have a top down approach. 06:07 Jill Aronoff The other amazing part of coach training is working with a coach. And so as part of, um, the full program, we have our 6 hours with a supervisory coach, and you can really explore, okay, this is what I'm learning, and I'm not sure how this works. And having that answer deep within me but not being stuck and not knowing how it comes out and working with a coach to help me understand. Oh, yeah, this is what makes sense. 06:43 Laurel Elders Yeah. Yeah. And I remember, um, we were talking about how you were, you were sharing with me, like, gosh, my leadership could have been so different had I had the coaching and had I had the coach training up front. Can you share m a little bit more about what was behind that for you? 07:04 Jill Aronoff Yeah, 100%. Um, it really, going through the coach training program, in a way, it kind of humbles you and it helps you retrain how you think. So, I was a good leader before, and I wasn't really hearing what my team was saying. Even though I was bringing the skills out there, I was being in what I thought was a coach like atmosphere. I was still missing some of those things because I didn't have that full training. And I think this is happening so much to leaders that they just feel lost. They're being put in the situation, and they're just completely lost, and they don't know how to hear their team and not that they don't want to, they just don't know how to. And I think I was in that same situation and then learning how to be a coach, like leader, I could apply everything that I knew and that I learned in a new light. And so I was able to really just let go of my ego and be able to listen to other people. And, uh, had I had this information back then, I would have been an amazing leader, and who knows what I. 08:22 Laurel Elders Could have done, right, that transformational leader. Wherever the people who work with you, their lives are positively impacted. 08:30 Jill Aronoff Absolutely. And you do work so much and so closely with your team that those stats don't surprise me at all, even though it's startling to hear. But you spend more time with these people than anybody else. 08:44 Laurel Elders Yeah. Yeah, it is. It's so true. So if you're joining us and you are that leader that is new to the role and you are feeling a little bit thrown into the deep end, um, in case you haven't picked up right now, we've got two options that you can really consider to get you leveraged quickly. It's like a fast track to getting you, um, not even just on your toes, but from. To shift that mindset from, I'm managing people to, I'm leading and I'm leading as a transformational leader. So Jill, would you like to share a little bit more about these options? 09:25 Jill Aronoff Absolutely. And um, in my um, not so far past I um, worked with a coach who was not an ICF accredited coach. She was great and I learned from her. But ah, being able to work with an ICF coach, um, really gives you that opportunity to understand yourself and explore. Couple that ah, with coach training, the two of those put together, you can really accelerate who you are, um, as a leader. I have a friend that said, you know, usually you can get to your goals on your own, but when you work with a coach you get there faster and I think it's more powerful too. You learn more and with the coach training, you have that training that you're missing everywhere else. And so you're in a situation where you can train and learn and you can learn from other people and explore and then in coaching you can practice and understand yourself better, which would just make you a better leader. 10:32 Laurel Elders Yes, yes. Very well put. And the other. Okay, I have to drop another statistic, um, the human capital, because I guess I'm a coach geek like that. Human capital Institute found that 51% of companies with a strong coaching culture. So think coach like leader reported higher revenues than industry peer groups. That's big. 10:54 Jill Aronoff It's huge. 10:55 Laurel Elders Yeah. 10:56 Jill Aronoff If I think about, you know, people will say, oh, coaching is really expensive. What's really expensive is being in an environment that is, quote, toxic because people love to throw that word around right now. And some environments are toxic and some are just being feel that way because there's no uh, that lack of training. But coach training is so much less expensive than dealing with all of the HR headaches and having a uh, team, uh, that isn't producing and isn't meshing well because people are not getting along or they're not even not getting along, they're just not being collaborative. 11:42 Laurel Elders Yeah. And not to mention the impact on health. I know so many colleagues that, um, working in a place where they would consider it toxic, they go home with knots in their stomach, their heart is racing every time it's Monday, they wake up just not. Well, physically too. So I mean there's so many emotional, physical, um, mental and even spiritual components to, um, all of this. So 100%. 12:13 Jill Aronoff And that reminds me of, um, um, the training at the institute is integrative and so it works on all parts of your life. 12:22 Laurel Elders Yeah, yeah, absolutely. And I just wanted to share, we felt inspired to hop on this call because we were talking earlier today about this dynamic that many leaders that are promoted quickly into a new leadership role. You're not alone. A lot of leaders are going through this struggle of feeling thrown into the deep end and wondering how to navigate it. So if you would love to look at the different options available to you, whether it's through our executive coach trainings, um, our coach trainings or executive coaching options, we have many. I would love to talk with you and just to see, um, even if it's not us, I would love to just get you connected to a resource or an approach that works best for you. I'm going to place, um, my calendar in the link below. Feel free to scoop up a spot with me to just chat. I'm also going to put a link to. We have a level one coach training coming up October 4, and we do accept teams. We love working with teams. So if you have three or four leaders that all want to enter into coach training who, who may or may not, uh, be struggling, but you just like to elevate the culture or the mood of the organization, we'd love to serve you. So I'll plug that in as well. 13:41 Jill Aronoff What an awesome opportunity to work with your team on this. 13:45 Laurel Elders Oh, my gosh. Yeah. I wish I had known about that Years ago. 13:49 Jill Aronoff Me, too. 13:51 Laurel Elders So, Jill, any other words of wisdom before we wrap up? 13:56 Jill Aronoff Um, I think, you know, we, as a culture, we tend to not take care of ourselves and really understand what self care is. And really investing in yourself is self care. And it's so important. So important. 14:11 Laurel Elders Yeah. Yes. And I think that's the one of, or, uh, one of the benefits that I've seen with coach training versus other trainings is it goes with you at home, in parenting, in relationships, in, in your legacy work, in your life. It goes a very, very long way, definitely. 14:32 Jill Aronoff If at the very least, going through the coach training program has just made me a better person all the way around, and I'm happier and joyful and understand my core values and who I am. And that's just a better life no matter who you are or what you're doing. 14:53 Laurel Elders Yeah, absolutely. Okay. One more benefit and then we can wrap up. You get to learn how to self coach, which is invaluable. You can stop and coach yourself in moments of stress. I mean, that alone, if you took nothing else away, is just completely, completely valuable. So, thank you for joining us. I hope this was really helpful. If you are a new leader, there is support, there is training, there are options to get you leveraged really quickly and effectively in ways that are very aligned with who you actually are and who your best self is as a leader. So we hope to see you next time, and please reach out if you have any questions. Thanks, everyone. 15:36 Jill Aronoff Thank you. 15:37 Laurel Elders Bye! .......................................... RESOURCES: Laurel here! Last weekend, my husband and I went lake kayaking early morning and the lake was covered with fog. A new experience! It would have been hard to navigate if we had not been to this lake before. The picture here is after the fog lifted. Before that, we could barely see five feet in front of us. So it is with leadership. When stressors or breakdowns arise, the fog crawls in, and it can be hard to view the correct direction. This week's resource is for you if you are a leader, work with a leader, or coach leaders. I was blessed to be interviewed by one of my favorite colleagues, Love Odih Kumuyi! We discussed "Limited Leaders vs. Leveraged Leaders." I hope you enjoy this rich discussion and find new ways for it to elevate you in all the roles you play and beyond. >>> CLICK THE IMAGE BELOW TO BE TAKEN TO THE RECORDING <<< https://www.linkedin.com/events/thelimitedleadervs-theleveraged7236501640759898113/theater/  |
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