By: Kim Anthony

"Gratitude makes sense of our past, brings peace for today, and creates a vision for tomorrow." – Melody Beattie

Studies show that the more you express gratitude, the more appreciative, healthier and happier you will inevitably become.  Science, is also proving that a focus on gratitude could be the answer to improved personal health. It’s no surprise that grateful people tend to see the world from a more positive perspective, appreciating and noticing the good over the bad. Their positivity can lead to better sleep, ward off depression, reduce anxiety and stress, and improve overall health.

When you commit to practicing gratefulness you’ll begin to view and appreciate everything that you have as a gift. This can lead to some surprising benefits. Being thankful, will help you to be happier, and strengthen your relationships.

For the next 30 days, I challenge you and me to practice gratitude. Gratitude, although it is such a simple concept, we often forget to practice it. Participating in a gratitude challenge has been proven to make being grateful a little easier because it serves as an ongoing reminder and it helps you to look for and see the gratitude that surrounds you.  Not only was this challenge introduced to be inspiring, it’ll be fun too!

If you’d like a hard copy version, feel free to print this image.

Simply snap photos inspired by the daily prompts listed above and share them on social media with the hashtag #ThisIsMyGrateful. A simple yet effective way to kickstart the year with a grateful and optimistic outlook.

I hope you’ll join me in participating in this 30-Day Gratitude Photo Challenge!  It’s going to be fun. Are you in? If so, check out 4 fun facts about this challenge:

#1. You don’t need to be a professional photographer. You don’t even have to really like taking photos to participate. All it will take is an interest in focusing on things you’re grateful for and cultivating appreciation in your life.

#2. Any kind of camera works. You can take your photos anyway you want to — with your phone, a digital camera, a Polaroid. No limitations here! Anything goes!

#3. Don’t be alarmed by the word “challenge.” This is not a competition.There’s no reward, no punishment — just an opening to be more grateful and inspired.

#4. Start at any time. You can start at any time. This is your challenge. You are free to make it what you want. However, keep in mind the more you put into the challenge, the more you’ll get out. Gratitude isn’t just an assignment, but a habit. A habit that needs to be practiced and nurtured.

* Use #ThisIsMyGrateful. If you post your pics on Facebook, Pinterest, Instagram, Twitter, etc., be sure to tag them #ThisIsMyGrateful so others can see them. I’ll be posting mine daily on Instagram as well.

I’m looking forward to sharing my photos with you all month long — and I can’t wait to see your photos too!

Feel free to journal as well. Documenting your thoughts as they correspond with your picture selections. Here are some journaling ideas that can help boost gratitude and enhance your wellness:

• List at least three things you’re most appreciative of each morning. This daily prompt can boost your level of optimism even on challenging days.
• Reframe taxing situations. Transform difficult situations into positive events by looking for the favorable aspects or benefits of the experience.
• Create and practice positive affirmations. Affirmations re-wire the brain, raising the level of feel-good hormones and helping maintain positivity to reach goals. Gratitude can grow from achieving desired actions.

For more gratitude journaling tips, visit bit.ly/tips-gratitude-journal.

Kim Anthony is the Resident Life & Wellness Coach and Editorial Director of FitnessGalore.net. Additionally, as an adjunct psychology professor, she is an avid believer in the mind and body relationship and its connection to fitness and overall wellbeing.

Just back from Ethiopia for a Leadership Coaching Summit, we found that female leaders there walk the same fine line as they do in my own US state. They may be asked or feel compelled to speak up more, yet are easily drowned out by male voices or even criticized for speaking up too much.

Our course is based on our acronym for being successfully DIRECT:

• Dealing with Uncertainty
• using Intuition
• Recognizing and managing Cultural Differences
• Expanding Perspectives
• Clear, “Compassionate Edge” Feedback
• Transforming through Metaphors

In our VUCA world we crave certainty. Yet besides the danger of moving to being too directive (decreasing ownership, results and impact), some confuse being direct with being rude (what is acceptable for one culture may be considered rude in another), which may result in losing clients, business, direct reports; with a negative effect on the bottom line.

Others may bully people and try to excuse it by calling it “direct”. Part of the International Coach Federation definition of Direct Communication (1 of the 11 Core Coaching Competencies) is “Uses language appropriate and respectful to the client,” which is the opposite of bullying and varies according to culture.

Cultural differences can include gender as mentioned and also generation, nationality, ethnicity, region, religion, etc.

As a Leadership Executive Coach, Trainer, Mentor Coach and Coaching Supervisor, I see the other coaches and leaders I work with struggling to find this balance between being too directive or too indirect. We know that the best results occur when our clients and/or direct reports come up with their own ideas and solutions rather than our telling them what to do. (This can work in personal relationships as well!)

“The coach creates sufficient space for the client to have equal or more communication time than the coach,” is one of the markers of Master Certified Coach (MCC) level Direct Communication.  And it works for everyone-balance the amount of time you are communicating with allowing space and time for others to communicate.  I notice a big difference in beginning (asking lots of questions) and more experienced coaches in this regard, and it was one of my reasons for creating the class.

Coaches, sign up now to master this competency for successful client and credentialing results, and leaders contact me to customize this program for your group.

You are in good hands-I am known as a clear, concise, culturally intelligent direct communicator sharpened by coaching United Nations and other global leaders and teams, serving on the ICF Global Board of Directors and mentoring, training and supervising coaches.

ILCT was pleased to partner with DeeAnna Merz Nagel, ILCT faculty member and Director of Havana Wellness Studio, and Online Therapy Institute, to update the Ethical Framework for the Use of Technology in Coaching.

Originally published in 2011, we offer this updated White Paper to address the rapid changes in technology, and the ethical implications, especially as more and more coaches are using technology to deliver services. Professional coaching organizations have created and updated their codes of ethics but to date, these organizations have not incorporated the use of technology into the codes or guidelines to reflect best practice. This ethical framework therefore is offered as a point of reference for governing bodies, certifying organizations, and the professional coaches these bodies and organizations represent.

You can obtain the new Framework here, and join ILCT Dean Ellen Neiley Ritter, and DeeAnna on Tuesday, April 16th for a lively discussion about it... get more details here. 

An example of how I have used The Peoplemap with an executive coaching client may prove useful to demonstrate the power of this unique assessment. June (name changed) came to me for coaching. She wanted to improve on her role as Vice President of a department with a major international bank. She was very happy with her work, but having difficulty with her team. Specifically she heard subtle feedback that they often saw her as a tyrant, and that she often appeared aloof. She wanted some coaching that would help her be a better manager. 

I told her to be a better manager, she would need to learn to coach her employees rather than limit her interaction to formal supervision or managerial tasks. A good manager brings out the best in individual members so that the entire team improves. As part of my coaching, I told her about the Peoplemap and asked if she would be willing to use this tool and discuss the suggestions with me. She was very willing, having used the Myers Briggs assessment and a 360-degree assessment with her staff. I sent her the Peoplemap questionnaire, which is only 14 questions. She was amazed at the depth of insight generated from her input.  

June's profile showed her general tendencies to be Leader-Task personality, which is the most common combination for managers. As we reviewed the strengths and the weaknesses of her personality type, she was amazed at the accuracy and similarity to her Myers-Briggs profile. However, she commented on the user-friendly quality of this assessment. When we completed the process, she wanted to give it to her entire team.

As a Leader-Task, June's strengths made her a great manager. To improve on her goals, she used the recommendations to learn:

·    More effective communication strategies with the other personality types on her team

·    To appreciate each of their unique contributions to the team

·    To anticipate potential conflicts before they happened, so that she could address by coaching her team.

·    To accept that she was a "results-oriented" person and worked with an attitude of “get the job done.” June accepted this personality trait was both a strength and a weakness.

·    To be less resistant to change or letting go of some control. 

·    That she needed to relax with her staff more, and show them that she could appreciate her staff outside the goals, tasks and results.

We also spent time building on other training, June recently learned about Emotional Intelligence in the workplace. Apart from our coaching, she was beginning to believe that managers needed to care about the humanity of their team and not attach their value to the tasks she wanted them to complete. With the insight from the Peoplemap, she became aware that her potential weakness was overlooking the feelings of others. As a manager/coach, she could treat her staff as responsible adults, and still make place for their emotional needs for validation and a sense of belonging in the workplace. 

An effective team is like a family, and relationships will periodically manifest personality conflicts. The Peoplemap can help an entire team understand each member's unique strengths, Achilles heels, and how to communicate and interact with that understanding. June eventually gave the Peoplemap to her whole team, and on subsequent conference calls, we discussed the results. They all felt acknowledged and empowered toward working more effectively as a team. June also earned their appreciation for her openness to the willingness to change.

- Patrick Williams. Ed.D, MCC

from The Peoplemap in Action by E. Michael Lillibridge, PhD

To learn more about the PeopleMap model and how it can benefit your coaching practice, click here.

By: Marilyn O'Hearne, MSW, MCC

Do you find yourself on the thin line of wanting to be direct without crossing the line into being too directive where you lose clients, customers, direct reports (and fail your coaching exam)? My desire to see you getting the best results and being more impactful led me to create a 7 session virtual course on this topic.

As an Executive Coach, Leadership Coach, Coach Trainer and Mentor Coach, I see other coaches and the leaders I work with struggling to find this balance. We know that the best results occur when our clients and/or direct reports come up with their own ideas and solutions rather than our telling them what to do. (This can work in personal relationships as well!)

And as a Culturally Intelligent Coach, I recognize cultural differences. I am known as a clear, concise, direct communicator. And I check in with my clients about their culture and make adjustments to my level of directness based on their culture (nationality, region, generation, ethnicity, etc.).

My last blog was on Practicing the Refresh Pause for Greater Impact and PEP in our VUCA (Volatile, Uncertain, Complex, Ambiguous) World. We crave certainty, clarity, directness. Yet besides the danger of moving to being too directive (decreasing ownership, results and impact), some confuse being direct with being rude (what is acceptable for one culture may be considered rude in another), which may result in losing clients, business, direct reports; with a negative effect on the bottom line.

Others may bully people (previous blog post) and try to excuse it by calling it “direct”. Part of the International Coach Federation definition of Direct Communication (1 of the 11 Core Coaching Competencies) is “Uses language appropriate and respectful to the client,” which is the opposite of bullying.

I offer this acronym for being DIRECT:

• Deals with Ambiguity
• uses Intuition
• Recognizes Cultural Differences
• Expands Perspectives
• Clear, “Compassionate Edge” Feedback
• Transforms through Metaphors

More about each of these in future blogs!  Again, this is based on the ICF  definition of Direct Communication.

“The coach creates sufficient space for the client to have equal or more communication time than the coach,” is one of the markers of Master Certified Coach (MCC) level Direct Communication.  And it works for everyone-balance the amount of time you are communicating with allowing space and time for others to communicate.  I notice a big difference in beginning (asking lots of questions) and more experienced coaches in this regard, and it was one of my reasons for creating the class.

Marilyn O'Hearne is a Master Certified Coach with the International Coach Federation. Marilyn's coaching clients report breakthrough increased PEP (Performance, Effectiveness, and Profitability, and/or Peace, Energy, and Prosperity). For 30+ years, she has facilitated development through coaching, counseling, training, writing (Renewing Your Spirit workbook, etc); teaching at universities, ILCT, and in Brazil. Marilyn’s gentle strength ("the Velvet Hammer") provides a secure foundation while challenging clients (primarily leaders and those in transition) to be their best. Visit her website for more information.

On the loss of Michael Lillibridge, a good friend, colleague and ILCT faculty member.

I just heard the news of my dear friend and longtime teacher and coach, Dr. Michael Lillibridge’s passing. What a great friend, mentor, and buddy he was to me.   Mike was both a Licensed Psychologist and Marriage and Family Therapist, a Board Certified Coach, and Founder and President of the PeopleMap Company. I am sure many who read this took his  People Map training and Executive Coaching classes at ILCT, one of the most generous learning opportunities you could have.

I have special memories of plotting how to “save the world” at his beach house on Anna Maria Island, Florida, golfing and more. If you did not know Mike, you should learn from his legacy, which will, in part, continue with the PeopleMap assessment he developed for coaches.

This has been a year of loss for me, and with that, we all know that newness comes as well.  I share this especially for those who are nursing your own wounded hearts, and to the people who love you. This holiday season, share your “naked truth” about your grief, loss or disappointment. Invite your friends to love and support you.

If you are celebrating the holidays with a full, happy heart, reach out to those who could use a kind word and a reminder of how important they are in your life. You will both come away from those conversation feeling heard, understood and loved.

Loss at Holiday time is especially hard, but Mike’s love and devotion to his family, students, trainers and many friends will live on! Our thoughts go out to all of them at this difficult time.

Mike …I’ll sip a single malt in your honor tonight.

- Patrick Williams, MCC, BCC

By DeeAnna Merz Nagel. LMHC, BCC

Back in the day, we were all on listservs such as Yahoo Groups.  Now Facebook and Linkedin Groups have largely taken the place of other online “bulletin board” formats.   Various organizations and like-minded professionals often create groups to communicate efficiently with one another.  Once a member, you can usually be notified by email when new member activity takes place, or you may be like me and keep your Facebook open most of the workday.  Many coach groups focus on providing a place to network, share resources, find potential referrals, and even discuss cases. Yes. That is correct… discuss cases. Said differently, coaches talk about their clients in these groups.

The ICF Code of Ethics (2015) requires that coaches must “maintain the strictest levels of confidentiality with all client and sponsor information unless release is required by law” and that this should be clearly spelled out prior to the first meeting, as well as the Coaching Agreement.

Sometimes though, the person is not our client and we are seeking a referral for someone for any number of reasons. Perhaps your caseload is full or the person seeking a coach wants to work on a specific Life/Work/Wellness area that is outside your area of expertise.

Here are some points to consider when discussing client-specific information in such a Group.

1. When asking for a possible referral, keep in mind if you name the town and state the client’s need (e.g. seeking a referral for a client who lives in Anywhere, TN.  He was recently laid off from his factory job and is seeking a career coach) then you potentially disclose enough information to identify the client.
2. Since many coaches will conduct a short complimentary session to determine compatibility, your discussion/communications may include personal information beyond what would be necessary for referral (e.g. interested in hiring a career coach, but also made a few casual comments about health issues and inability to lose weight); sharing that information challenges the individual’s rights to privacy and should be discouraged.
3. Even when you “blind the record” removing all identifying information, if you talk about a client (e.g. 35 year old female client who is seeking in-person transition coaching after the death of her spouse who died several months ago) you may reveal the location of the client by way of your very own email signature line. (e.g. Respectfully, Jane Coach, BCC, http://www.janecoach.net). Anyone looking up the website can see the coach’s location and begin to connect the dots.
4. Not all colleagues follow the same code of ethics or interpret their codes similarly. Some colleagues do not understand confidentiality issues. If you are on an online group without a moderator who screens posts, a colleague may post a scenario that reveals much more than they should.
5. Not all colleagues are ethical. Intentional or unintentional, our colleagues get involved in ethical blunders. So Jane Coach may see an interesting case description, then copy and paste the information to another colleague who is not even in the group.
6. Clients have a right to know that their case will be discussed, formally or informally.  The most common statement I hear is, “We aren’t doing supervision.”  Peer supervision, case consultation, case supervision - in the end it boils down to telling another colleague your client’s personal business. Build consultation and supervision into your Coaching Agreement. Also consider whether recordings are being used,  and creating the boundaries so those recordings are protected.
7. Consider not participating in groups that engage in case consultation and consider an encrypted alternative. We are approaching a time when encryption will be standard for all online communication but for now, we must practice due diligence and protect our client’s case material to the extent possible.  Encryption used to be cost prohibitive but that is not necessarily true anymore.
8. If you decide to remain in an online group that discusses client information for the purposes of referral or consult, consider educating your colleagues about some of the issues discussed here.

I spoke specifically about online groups available through Facebook and Linkedin because many of us are members of these groups and have been for years. But these same points hold true for other social networks, forums and online methods of communication that are not encrypted. Maintain the strictest levels of confidentiality that you can for your clients.  It may not be as convenient but compare what I am saying to hearing a group of colleagues in a restaurant who are discussing cases over lunch. While they may not be revealing specifics or names, we discourage this behavior, don’t we?

Our sincere congratulations to ILCT Founder, Dr. Patrick Williams, MCC, BCC on being one of 6 coaches inducted into the International Coach Federation's new Circle of Distinction, which celebrates the best of the coaching profession who have made their mark on ICF and the coaching profession. Pat and the other honorees will be formally inducted into the Circle of Distinction and celebrated by their coaching colleagues during the 2018 Midwest Region Coaches Conference, June 21–23, 2018, in Pittsburgh, PA.

International Coach Federation Announces Inaugural Circle of Distinction Inductees