If you missed my fantastic (if I do say so myself, but the high marks on the feedback is also an indicator) workshop that I did for the Denver Chapter, you have another chance to get this supreme foundational insight and tool.
Yes, I’ll admit that you’ve probably seen and heard something like this before–but not like this.
Yes, it’s a pretty simple formula–but don’t let the simplicity fool you. This is the foundation for POWERFUL and CONFIDENT coaching.
Yes, this applies to any type of coaching that you do–life, business, health, organizational, leadership–because it’s about six stages that we (us and our clients) are ALWAYS IN.
Yes, ALL coaches–from new to experienced, will discover exciting insight and valuable… uh… Value from this workshop–that you can incorporate into your coaching IMMEDIATELY.
You probably think that Bottom Lining is a simple tool in our coaching.
But you’d be missing out on a whole lot of amazing levels and layers.
The coaches who joined in our last CSF call certainly left with incredible insights and golden nuggets of information that they will definitely be using in their coaching.
Of course, while there’s nothing like joining the calls live (and that’s also how you get Core Competency CCEUS) I didn’t want you to miss out. So here is the archived recording for you to enjoy, learn and grow.
Even if you can’t join in the full 19-week class, do yourself, your coaching and your clients a favor and don’t miss this open call.
Yes, this is where we clarify all the value, learning and discovery this amazing and unparalleled course offers. But there’s so much more.
We’ll lock in what stake you have in the course (and in your coaching)—additional benefit and discovery that you want.
We also identify deep and powerful ways that define real MasterFull coaching and what that really means—and highlight which ones you’re already doing.
We’ll benchmark your current coaching confidence—so you can begin this journey powerfully.
And we’ll set you off with a simple 2 minute exercise that will have possibly the most profound and deeply inspiring impact on your coaching… ever. The five words that will totally explode your coaching.
All on just that first call. So I sure hope you can make it.
Friday, June 23 at 1:00 Central/2:00 Eastern. And it’s 2 super packed hours.
And you can join in.
It’s starting soon (like REALLY soon), like at 11:00 Pacific / 12:00 Mountain/ 1:00 Central / 2:00 Eastern
And this workshop will totally rock and break open some amazing doors for your coaching.
HOW and WHY coaching works. (the more you know this, the more you can trust it and own your coaching powerfully)
The difference between consulting, therapy, mentoring and coaching–it’s all right here.
What is REALLY happening when your coaching is sticky, sluggish and overall not working they way you think it should be. (the problem may not be what you think)
HOW to get back to deep, solid, confident and POWERFUL coaching… instantly.
I might as well be asking, “What makes the difference between “Hey, that’s some pretty good coaching you go there,” and “HOLY PINK PAJAMAS WITH WHIPPED CREAM ON TOP HOW DO THEY DO THAT???????” coaching.
You know the kind.
The kind that you see those amazing instructors doing. The kind of coaching you hear about. And perhaps… just perhaps (in fact, I’ll bet this is true) … perhaps it’s even the kind of coaching that you either currently do or have somehow managed to find yourself doing. But you don’t exactly know how you’re doing it. Or how to make it reliable and consistent.
Wouldn’t it be great to know what it is that you’re doing?
Wouldn’t it be helpful to know how you’re doing it?
Wouldn’t you want to be able to intentionally, purposefully and consistently access your awesome coaching power?
Well, this first call of the Advanced coaching course “The Fast Pass to MasterFull Coaching” unlocks all those doors for you.
I made up this exercise with a client today and thought this would be fun to share, assuming you might have a client in a similar situation.
My client is stuck in that typical trap: Should I quit and find a new job or should I stick around?
And when I ask her where she’s leaning towards, or what she wants, her reply has always been that wonderful, “I don’t know.”
Now, I know some of you love to ask the question, “Well, what if you did know?” (I’m not a fan of that question, but if it works for you, go for it.)
However, I realized that what was likely causing the “I don’t know” syndrome was that she’s got compelling reasons for both sides and they keep warring with each other. Every time she starts to think to leave, she reminds herself of how lucky she is to have what she has and maybe she’s making a big deal out of nothing and should tough it out a little and perhaps this will be good for her. And then when she resigns to stay, she sees how her boss doesn’t respect her the long grueling hours the overworking and the challenge of her values and what’s important to her.
So while hearing both sides yanking her back and forth I asked her to get a piece of paper and draw a line down the middle. On one side we were going to list all the “reasons” and “opinions” and “voices” that are telling her to stay, and then in the other column list the ones that tell her why she should leave.
And then we just kept digging and digging, listing and listing. She ended up having about 10 each—really cluttering up her brain.
Now, you might think that the obvious next step would be to go with the one that got the most items. But as I suspected would be the case, it was about dead even. Which is no surprise, considering she’s a really smart woman and has been wrestling with this topic for quite some time now. So clearly she’s explored all the reasons really well on both sides. And the fact that both sides are even in their arguments, that’s why she’s stuck.
If it was truly lopsided, then she would have realized her choice long ago and made peace with it.
And that would also be the next step if we were doing this exercise to come up with the answer. But as all coaches know, we’re not out to discover and create the answer, but to open up and find new information—to reveal the client to herself, to help her see something about herself that she either forgot or could’nt see. And in this case, considering she’s stuck in this trap, she really couldn’t see much beyond it.
So instead, I had her go back through the list and rate each “reason” one by one on a scale from one to five—one being not really that important and five being NON NEGOTIABLE. I suspected one or two on each side would be a 5, and of course, there would be perhaps a 2 here and there. What was so exciting was to witness her creating her own scale of what was important and adjusting each “reason” accordingly. What she thought at the beginning of the call was all 5s turned out to be a bunch 3s and 4s.
Sure, you might say, “Well, now just count up the total of each column and go with the higest score.” And that would be a way to go. But again, this exercise isn’t about coming up with the answer. It’s about helping her discover important information that will help her make her choice.
What she then realized was that there were some “reasons” on each end that could actually translate to the other column—you know, like, “If you’re going to leave, then you need to make sure your next job has this.” And the same argument if she stayed. Out of that she was then more able to realize how realistic her “staying” and “going” expectations were.
Lastly, I kept pointing out to her that we were simply using this to help her determine which way she chooses to go. Every time she brought up about how she was going to find a new job or how to make her boss change I reminded her that would come later. It didn’t make sense to plan those things until she was clear and committed to which direction she wanted to go. Otherwise, that other side would jump in and derail her—guaranteed.
Well, as it turns out, one side did get a bigger score than the other.
But instead of jumping on that and saying, “Well, so now you have your answer,” I had her be with this new information. Since she’s not in an urgent place and needed to make a decision immediately, she could let this stew a little, now that she has this insight and information.
Again, if she’s going to choose one way, it’s important that she choose with confidence. Otherwise, she’ll likely slingshot back with regret and doubt.
So who knows what will happen after this, but I thought it was such a simple and sweet little exercise you might have fun with it.
Remember, don’t jump in and assume the answer. Just keep asking your client what they notice. And if they bring up something that points to a next step in the assessment, then go for it.
For example, we could have easily moved to identify what values are tied in with what “reason”, on both sides. (Likely there’s a competition as to what values are more important.)
Then we could mark what fears each reason is revealing (because there are clearly fears that are keeping her from taking action.)
And I’m sure there’s more we could do.
Bear in mind, gang. These are simply things you can do with your client to illicit information and help them discover something. But It’s just a tool. So use them responsibly.
What happened on the last Fast Pass? What’s the Charge?
I am so excited about this last class we had. It’s actually a brand new lesson—all about different levels, types, and forms of Energy.
Actually, let me be more clear as I’m sure you already know something about energy.
Of course, it’s either positive or negative, right?
And you might also know that Thoughts are Energy.
Emotions are Energy.
Our bodies are physical manifestations of Energy,
And even how we show up—our attitude, beliefs and essence—is all pure Energy.
In fact, this is not really a new topic for the FPMC—we’ve been exploring how Energy shows up in our Coaching for a long time. But this is the first time I’ve culled together such varied resources to create a clear and solid distinction and learning platform for how to recognize it, and what to do with it, utilizing such already powerfully designed systems as:
The 7 Levels of Energy Leadership
BE Above’s model of 7 levels of Effectiveness
And more, all combined to create one awesome combination
And once we have this model in place, then we can go just about anywhere with, to and for our clients.
Chakras, Enneagram, Soul Typing, Classic Archetypes, Soul Typing, Co-Active Leadership, even colors and tarot arcana cards are all usable with this model and approach. In fact, while this is by no means a deep discovery of any of these, it’s a powerful overview of how these can apply and impact your coaching as well. (And I’ll be no one else is having this conversation.)
After all, it’s not the Action you take, but the Energy that you make.
And speaking of which, I invite you to focus your Energy on joining in the next round of the Fast Pass to MasterFull Coaching—one of the most powerful and complete Advanced Coaching Experiences available.
46 CCEUs, Mentor coaching hours, bonus recordings, and more.
Call for location help.
So I’m planning this awesome advanced coaching workshop in Denver in July, and I have a wonderful fellow coach who’s offering me her office space (Yea!), However, there is one little problem. It’s on a Sunday. Which means no A/C. In July. (Can you see where this is going?)
So before I lock this in, I’m checking to see if anyone might have an alternate space I could use. July 16 from about 4-8.
Hoping for 30 coaches to attend (could be more.)