教練業在台灣的開展---2009/6/28第一個里程碑

6/26 精英人力資源顧問公司舉辦了一場關於企業教練的論壇，邀請鄧雲暉Sandy、曾郁卿Chrissie及陳朝益三位顧問，分享企業教練(Executive Coach)經驗，一百多位的參與者中，有許多來自各行各業的HR主管及職業的教練，而三位主講人的分享與風範，無疑為Coaching在台灣的發展立下了重要的里程碑。可以預見的是，教練業將邁入蓬勃發展的趨勢，而市場對教練的認知，對教練與訓練、顧問、諮商的區別，的確需要更多的推廣與教育。而我個人也深自期盼，能在此領域深究厚積，發揮貢獻，像三位前輩看齊!!

當天的部分重點由菁英人力整理如下：
曾郁卿認為一個企業的成功與否，在於領導者的態度與領導方式。企業教練 ( Executive Coach)的目的是輔助主管以身作則，藉以帶動下層員工的積極力量，引發員工改變的渴望。她歸納出三大類領導者應留意的盲點：一、「自以為是」是領導者最常犯的錯誤。 二、不認同他人的長處。 三、領導者常有的情緒管控能力差、愛搶功勞等個性盲點。 從過去經驗中，唯有發覺自己的盲點，讓盲點成為可改善的缺點，個人職涯發展才能更上一層樓。 陳朝益將教練工具分為三步驟--RAA：R(reflection)反省，沉澱自己是學習的基礎； A(appreciation)評鑑，觀察不同訓練模式的成效，以做出正確的判斷； A(action)行動，有效規劃，知道何時該採取行動。


6/30 Chrisse圓夢教練的辦公室
在6/28的論壇之前，樂善好施的Chrissie(應該說是樂於分享)就主動提出願意與我們這些後進分享coaching實務的想法，有這麼好的機會親炙best practice我們當然是把握機會排除萬難，遂約定6/30在Chrissie位於仁愛路的辦公室，時間剛好在論壇之後。
排除萬難畢竟不容易，原本四個人當天只有Wesley和我能夠出席，不過也因此，我們有更多的機會可以深入對談，了解Chrissie在推展Coaching方面的作法與想法，Chrissie也推薦了二本祕笈：Marshall Goldsmith的Up學，還有黃榮華&梁立邦的人本教練模式。
當天最大的收穫，是從Chrissie的分享中體驗到，coaching雖然一直強調It is all about the client.但是在確定能做到all about the client 之前，It's all about教練的自我修練，如果自我修煉正確而成熟，面對coachee時才能真正做好all about client。
教練的自我修煉，就像把自己當鏡子一樣在磨，讓自己成為coachee，與coach合作，磨去自己的缺點、不適宜的習慣、沒益處的信念、不管用的方法。暴露自己是第一步，然後就是不斷的磨，如果磨的越亮，就越能當一面好鏡子，越能照見coachee的真相，磨得最久、最辛苦的那一點，將來就是身為coach最能引發coachee洞見之處。如果在磨鏡子的過程中，讓自己立意隱藏的部分避過去了，就會成為鏡子上的隱晦之處，隱晦的點越多，鏡子越無法明亮，越不能如實反照真相、引發洞見。教練的修練各有其功法、心法，而持續的自我修煉以找到一以貫之的道，是絕對必要的。

SAPPHIRE--Jeremy's Coaching Model version 2

Thanks for Tina's great input ^+++^
This is the 2nd version of my coaching model--SAPPHIRE.
I changed the acronym of the last word. The "E" stands for "Empowring" which consolidates the meaning of enthusing and ecouraging.




• Searching: for needs, hints, values…
• Acknowledging: achievement, perseverance
• Possibility-finding: perspective sharing
• Planning: goal, strategy, tactic, pathway, experiment
• Hermesing: take a break, provide informations as a go-giver.
• Illustrating: for visualization, leverage the power of resources, supports and imagination.
• Role-playing: practice and face challenges, buffer setting
• Empowering: encourage, enthuse to step forward with confidence.

ICA-Lobii Taipei Gathering on 5/22

It was such a beautiful evening sharing with Bronwyn and Robyn and all the ICA students in Taipei. Bronwyn shared with us the exciting messages about the growing and opportunities in Lobii and coaching business. Robyn video tapped the interview with coaches and the coach to be. We shared together our learning in ICA and practice of coaching in our jobs and life. Lots of supports, kindness, laughters and the wonderful champagne decorate these happy pictures.












for more pictures please visit the following website:
http://picasaweb.google.com.tw/Jeremychen0112/CoachGathering#

Sapphire & Jeremy

It has been more than 10 years that I found this vocabulary "sapphire" and put together with my own signature.
I love the color of blue in all kinds, and sapphire is my favorite.
It is the color that touches me the most:
The color of sky in summer evening that makes me feel like a white cube sugar melting in the liquid of CuSO4.
The color of water in the deepest swimming pool that I take a deep breath to dive in and stay put and then feel peaceful.
The color of my favorite cuff links
.
.
.
Even my style of the True Color is Blue-Green
Sapphire, to me, represents the values of calm and cool, clear and wide,
And now it means much more to me as my coaching model.
I love it!!

SAPPHIRE--Jeremy's Coaching Model

Hereby announce the coaching model of mine just come into being.

SAPPHIRE
•Searching: for needs, hints, values…
•Acknowledging: achievement, perseverance
•Possibility-finding: perspective sharing
•Planning: goal, strategy, tactic, pathway, experiment
•Hermesing: take a break, provide feedback, resources, information as a go-giver.
•Illustrating: for visualization, leverage the power of resources, supports and imagination.
•Role-playing: practice and face challenges, buffer setting
•Enthusing: encourage to step forward with confidence

Coaching Model ~ Coach:Kathy Munoz

I am a coach, say it, believe it, and you are.

The Quitting Zone – Research has shown that many people will quit right before they are about to reach their goal. This is due to many reasons: fear of failure, fear of success, or simply the inability to hold the vision of what is possible. This is a very powerful place to coach from as the coach can hold the vision for the client even when they cannot see it for themselves nor believe they can actually reach their goal.
Am I this kind of person?

The Process Model looks like marriage, a job or any kinds of relationship.

A skilled coach is like a master working on a large project. Their real skill is not just in using tools, but in knowing what tool to use at each stage of a process and as each eventually arises.

A participant shared her own experience and Kathy opened the opportunity for others to help her. There was a kind of special dynamic in this teleclass.
We talked about what stage she is? the goal? UACs? Early stage of the journey?
Elizabeth asked a powerful question and I think that wuite useful:
What stop you to pursue your goal? What would you loose?

Effective Feedback ~Coach:Bill Turpin

Sharing ideas means a lot to other participants. If we both got an apple and share with each other, each of us still has one apple; if we both got a thought of our own, we share with each other, and then both of us have 2 thoughts.

1. How would you define “feedback”?
Feedback is an objective describtion of observation that giving forward to the observed, just like mirror back. There are 5 key points about feedback:
 Ask permission: feedback must be welcomed, if doubt, ask.
 Timely: avoild looking back to what being said that may causes defocused or being vague
 Neutral: suspend the judgement, no matter positive or negative, then it enables a coach to give feedback
 Objective: not subject mindset
 Truthful: for the safe environment to accept feedback

2. What’s the difference between opinion and feedback?
Our own opinions belong to ourselves only; no need to pursuade others accepting our opinions. Be aware of they are asking for opinions or feedback. And pay attention to the default switch of giving feedback ot just opinion.
Key difference:
 Feedback: giving a view of clients’ goals and values
 Opinion: giving a view of a coach’s goals and values
Only when a coach knows well the goals and values of clients then would the feeback be effective.