UPCOMING WEBINARS
The Diversity of Coaching
RESEARCH YOU WANT TO KNOW
Cultural Equity & Women in Leadership-Feb 14th Build an A Team: Play to Their Strengths and Lead Them Up the Learning Curve-March 8th
COACHING REPORT
DIRECTOR'S CORNER
A Framework for Developing Women Leaders: Applications to Executive Coaching
IOC Roundtable Learning Event - Los Angeles
Diversity in Coaching: Working with Gender, Culture, Race and Age, edited by Jonathan Passmore
EVENTS
Julie Carrier on Mindset Science: Lasting Change in Less Time
February 2018
BOOK OF THE MONTH
COACHX
The diversity of coaching has grown with the maturity of scholarship and professional practice. Coaches in organizational, executive and health coaching are working from different frameworks and approaches to coaching. They are also developing diverse coaching relationships - related to gender, race and ethnicity, nationality, and cultural backgrounds. At the Institute of Coaching (IOC) we have expanded our mission to include ensuring availability of coaching to everyone who might benefit. We presented this shift at the 2017 Coaching in Leadership and Healthcare Conference, and we continue to integrate it into research and practice. The topic of cross-cultural coaching, for example, has recently become more prominent. This is in line with the expansion of coaching to and within many geographical areas, and the international mobility of both coaches and potential clients. What this brings up for coaches is covered in detail in the book which we feature this month, Diversity in Coaching: Working with Gender, Culture, Race and Age, edited by Jonathan Passmore, with its second edition published in 2013. The topic of gender dynamics in coaching, and specifically coaching women leaders, is also receiving more attention, as organizational contexts are changing. For example, the journal Leadership Quarterly recently featured a special issue on Gender and Leadership. A special issue of the Journal of Applied Behavioral Science was devoted to “Illuminating the scholarship of coaching” and included an article presenting a framework for coaching women leaders , which you can see as our featured research for this month. Less often, however, do we see discussions about coaching at the intersection of gender/race/ ethnicity, as well as within the intersections of “power/privilege and oppression.” One example is the work of Shoukry, who discusses the emancipating potential of coaching in oppressive social environments and for social change. Our February 14th webinar, Cultural Equity and Women in Leadership, also addresses some of these gaps. Gail Greenstein, EdD and Carrie Arnold, PdD, PCC, will explore several challenges and barriers to equality in organizations, and ways in which coaching can take these into account. Gail will elaborate on the intersection of power and oppression and the role of coaching in “Got Privilege? What does it have to do with Executive Coaching?” Carrie will talk about her work on “The Silenced Female Leader: Coaching Women to Find Purposeful Voice.” We invite you to join this months’ webinar and explore these resources. Coaching can be a catalyst for developing egalitarian work places in which all people have a voice and thrive.
Director's Corner
A framework for developing women leaders: Applications to executive coaching
Yours, Irina Todorova, PhD Director of Research
By O’Neil, D. A., Hopkins, M. M., & Bilimoria, D. (2015). Journal of Applied Behavioral Science, 51(2), 253-276. Background This article reviews the issues which are relevant to women in the workplace, focusing on leadership development. It also reviews the role of coaching in leadership development, emphasizing that not much is known about the specifics of coaching of women leaders, since coaching has often been seen as “gender-neutral.” The article begins with data illustrating the relatively limited presence of women in leadership roles. It argues that existing organizational contexts and culture can be challenging for women’s development. Even though discrimination is not explicit, there are many subtle processes in organizations that can lead to what amounts to discrimination and ultimately to disadvantages and inequalities. The authors identify this as one of the core factors affecting women’s leadership development – challenging organizational contexts. Another group of factors identified in the article are related to work-life integration, since organizations are generally not attuned to such integration. Most continue to expect linear career development and clear separation between work and social/family life. The third group of factors relevant to women’s development is identified as life and career stages, which have unique features for women in leadership positions. The three groups of factors are part of the framework for women’s leadership development, which the authors propose in this article. The other components of the framework are related to establishing leadership presence, and how women express this presence through their unique voices – having to do with self-confidence, self-efficacy, influence and authenticity. Throughout the discussion of these dimensions, the authors give research examples, illustrating how organizational contexts create stereotypes and expectations which may not resonate with women, thus silencing their voices and creating barriers to their development. A key statement in the article is that “women do not need to be ‘fixed’, organizational systems do” – thus drawing attention to the emphasis which has been placed on exploring how women could adapt to existing contexts even if they do not feel they fit, rather than on questioning the contexts and structures themselves. Implications for practice The article introduces that role of coaching and argues for its relevance, since it is a developmental, reflective practice which is not about ‘fixing’ the individual. The authors present three interesting cases with which they give examples of how the proposed framework can inform practice when coaching women leaders, while emphasizing the creativity involved in each coaching partnership and session. After briefly describing each case, they give examples of coaching questions, and a summary of the coaching outcome. Many of the coaching questions aim to promote reflection on the coachee’s sense of self, authenticity, and owning one’s uniqueness as a person and leader. Explicit attention to “fixing organizational systems” as stated above, is not given. Implicitly it could be expected that some of components of leadership presence and unique voices, emphasized by the framework and explored during coaching, can ultimately diffuse through organizational networks and lead to changes in organizational culture. This can be seen in some of the coaching questions proposed for the three cases which can challenge existing practices and stereotypes. Other research using network analysis has illustrated the relevance of organizational networks to coaching (Terblanche, 2014) and that the impact of coaching leaders spreads through the organizational networks (O’Connor & Cavanagh, 2013). The issues presented in this article can increase coaches’ awareness about some of the gender dynamics and specifics which are relevant to women’s behaviors, experiences and careers. The article presents many examples from research and practice, while also trying not to stereotype or essentialize women, or give prescriptive guidelines for coaching them. O’Connor, S., & Cavanagh, M. (2013). The coaching ripple effect: The effects of developmental coaching on wellbeing across organizational networks. Psychology of Well-Being: Theory, Research and Practice, 3(1), 2. Terblanche, N. (2014). Knowledge sharing in the organizational context: using Social Network Analysis as a coaching tool. International Journal of Evidence Based Coaching and Mentoring, 12(2), 146-163.
Edited by Passmore, J. (Ed.). (2013). Published by Kogan Page & The Association for Coaching. “Published with the Association for Coaching, Diversity in Coaching explores the impact and implication of difference in coaching. The book looks at how coaches can respond to issues of gender, generational, cultural, national and racial difference. Understanding how diversity impacts upon coaching is a crucial element to coaching effectively in today's diverse society and can give coaches the edge when responding to their coachees need. Written by an international team of coaching professionals, the book provides guidance on understanding diversity and how coaches can adapt coaching styles and techniques to meet individual needs, local demands and cultural preferences. It explores the impact and implication of difference in coaching, providing practical information to help coaches respond effectively to issues of diversity. [The new 2013] edition includes chapters on coaching gay, lesbian and
Julie Carrier reveals how to leverage the proven power of mindset science to achieve lasting change in less time.
bisexual clients, coaching people with disabilities and working with mental health issues. Diversity in Coaching provides practical information to help coaches respond effectively to issues of diversity.” From the publishers. You can also find a review for the first edition of this book, was written by a member of the IOC Scientific Advisory Council, Sunny Stout Rostron.
coachx
February's webinar will cover the following topics by two presenters: Got Privilege? What does it have to do with Executive Coaching? Presenter: Gail Greenstein, EdD Host: Jeffrey Hull, PhD The International Coaching Federation promotes the use of Cultural Competence as a key competency for successful Executive Coaches. Serious limitations exist to using this as a framework. We will explore how Executive Coaches can build their critical consciousness by understanding the complex dimensions of social location, privilege, power and oppression. Research has affirmed that Executive Coaching literature mostly aligns with Cultural Competence. When Executive Coaches use an ‘intersectional’ lens and consider the matrix of power, privilege and oppression, clients will be able to experience an expanded and liberated view of their development and performance. This critical paradigm of intersectionality will also help coaches better understand themselves, avoid blind spots, and support their clients in a larger context to affect relevant, sustainable change to become better leaders. These critical frameworks and new paradigms will ultimately support and generate more resilience for coachees and promote liberatory practices that enhance development of diverse client populations. The Silenced Female Leader: Coaching Women to Find Purposeful Voice Presenter: Carrie Arnold, PhD, PCC Host: Jeffrey Hull, PhD Silencing theories have evolved over the last 45 years but have not intersected with women in leadership studies to explain how silencing is a variable for female leaders. Female leaders are subject to multiple forms of system, relationship, and self-silencing. Female leaders perceive their silencers as unknowingly incessant and experience silencing by both men and women. When female leaders are silenced, all their domains are virally impacted which causes a diminished sense of agency. Women may leave their leadership positions or opt out of leadership, but these changes do not consistently bring voice recovery. Coaching female leaders using new distinctions of silencing, purposeful voice and voice efficacy is a rich terrain for leadership coaches.
UPCOMING WEBINARs
FEBRUARY Cultural Equity and Women in Leadership February 14, 2018 1:00 PM-2:15 PM
Presenter: Whitney Johnson Host: Carol Kauffman, PhD ABPP PCC Worried about irrelevance? Is your client or your clients' organization about to get disrupted? If you are looking for a surefire sign, look at where your workforce is on the the S-curve. Based on my proprietary research around disruption, every organization is a collection of individual S or learning curves. You build an A team by optimizing these individual curves. In this webinar, you will learn how a manager can lead people along the S-curve and what to do when they reach the top of that curve. As employees are allowed, even required to surf their individual S-curve waves, disrupting themselves, your client will become a person people hire, and a boss people want to work for.
MARCH Build an "A" Team: Play to Their Strengths and Lead Them Up the Learning Curve March 8, 2018 12:00 PM-1:15 PM
events
IOC Affiliates David Bishop, Bob Dickman, Jayne Dundes and Peter Tran will join our IOC West Coast Roundtable local leader and host, Eileen Coskey Fracchia as presenters and discussion facilitators. We are looking forward to having an open forum with facilitated discussions surrounding best coaching practices in support of various organizational cultures. For those of you who have attended any of our past roundtable events, welcome back. For any of you who have yet to attend any of our past roundtable events we are excited to meet and connect with you in this new year. Registrants will be provided pre-work and details on the meeting location in advance of the event.
IOC Roundtable Learning Event - Los Angeles, CA Topic: Building and Working with Organizational Cultures February 22, 2018 10:30 am - 12:30 pm
You can now pre-register for the 2018 Annual Coaching and Leadership in Healthcare Conference on our website. Fill out our simple online form to get early-bird notification on registration details! Videos and highlights from the 2017 Coaching and Leadership in Healthcare Conference are coming soon, but in the meantime, please be sure to check out our past conference resources!
Pre-Register for 2018 Annual Coaching and Leadership in Healthcare Conference
First Call for Papers We invite you to share your research on all aspects of coaching during the 2018 Coaching in Leadership and Healthcare Conference, organized by the Institute of Coaching, McLean Hospital, and Harvard Medical School on September 28th – 29th 2018 at The Renaissance Boston Waterfront Hotel, Boston, MA. We invite submissions of proposals for: Oral paper presentations: Accepted papers will be presented in oral sessions according to topics. Posters: Accepted posters will be arranged in an exhibit during the poster session, with opportunities to interact with authors and audience. The purpose of these sessions is to have a stimulating exchange of information and discussions about coaching theory, research and its relevance to practice, as well as to expand the network of coaching researchers. Visit the Research Sessions website for information on paper and poster submissions and to create an account. Submission will open on February 15th, 2018 and the deadline for the receipt of submissions is May 1st, 2018.
2018 Coaching in Leadership and Healthcare Conference Research Sessions
call for papers
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