You can now discover the wealth of learning and personal development insights from Converge 23 with our on-demand package. This convenient option allows you to access invaluable education from the comfort of your home or office. Learn at your own pace and choose from a comprehensive catalog of sessions on a wide range of topics. Whether you’re interested in coaching techniques, business strategies, leadership development, or personal growth, there’s something for every coaching professional.
Core Competency: 0.5
Resource Development: 0.5
The longer you do something, the more expertise you establish, and the more likely you are to develop blind spots. If we can uncover these blind spots, they can be huge opportunities for growth. And the secret is to get a lot more curious.
As coaches and educational and organizational leaders, we already ask powerful questions to help others achieve their personal and professional goals, but do we do the same for ourselves?
Diana Kander, New York Times bestselling author of the book, The Curiosity Muscle, will shift our perspective on how we think about curiosity and offer a simple methodology to level up the questions we ask ourselves on a daily basis to uncover blind spots, find better solutions to problems, and identify those initiatives that are holding us back.
Learning Objectives:
Note: Diana’s session (including all handouts and recordings) will expire on September 22, 2024, pursuant to her speaker contract.
Core Competency: 0.5
Resource Development: 0.5
In a world of constant disruption and change, it’s our goals that act as our personal vehicle for evolution. Integrating every aspect of our lives, Sebastian Terry’s keynote reframes not only our perspective on what it is to realize and attain personal and professional ambition, but how to remove boundaries so that we can explore and maximize our potential. In a story that has gained global attention, Sebastian shares how personal development inspires collective evolution. Combining masterful storytelling with goal setting and striving processes, Sebastian’s keynote integrates personal and professional development, and it is guaranteed to make you smile, cry, and think!
Note: Sebastian’s session (including all handouts and recordings) will expire on September 22, 2024, pursuant to his speaker contract.
Core Competency: 0.5
Resource Development: 0.5
We are lonelier than ever. Two-thirds of Americans are lonely, and friendship is at its lowest rate in 30 years. In the wake of the pandemic and the shift to hybrid work, only 30% of employees feel connected to their teams. It’s clearer than ever that our friendships are vital to our health and happiness. But why can it feel so difficult to keep those bonds alive? Why do we spend so little time with our friends?
In his recent book, Friendship in the Age of Loneliness, workplace belonging speaker Adam “Smiley” Poswolsky proposes a new solution for the mounting pressures of modern life: Focus on your friendships. Smiley will share how leaders and coaches can increase human connection and create more belonging by building supportive communities inside and outside of the workplace. Smiley will share practical habits on how to create meaningful connections, foster team psychological safety, develop a care mindset, and be a Minister for Loneliness in your community. In this inspiring and timely talk, Smiley reminds us that nurturing old and new friendships is a ritual, a necessity, and one of the most worthwhile things we can do in adult life.
Learning Objectives:
Note: Smiley’s session (including all handouts and recordings) will expire on September 22, 2024, pursuant to his speaker contract.
Core Competency: 0.5
Resource Development: 0.5
Hey superhero, take off your cape. Hey wise-old-owl, take off your mask. Hey coaches and coach educators, put away your ego. Let’s talk about your story. As humans, we can’t learn things from people who are perfect; we can only learn things from people who are imperfect. So, it is time to own who you are so you can be real to others and coach through your faults. This deep and hysterical session will leave you feeling simultaneously introspective and validated about the person you show to others, and it will enable you to recognize the rapport and trust-building power of authenticity in your communication and relationships.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.5
A disengagement epidemic is ravaging our workplaces. According to Gallup’s State of the Global Workplace: 2022 Report, 79% of the global workforce is disengaged. Just look around your office or Zoom screen. Seven out of 10 of your clients, team members, or direct reports are unhappy, dissatisfied, and probably experience the “Sunday night scaries,” dreading the thought of Monday morning.
Something has to give.
It’s time to rethink employee engagement.
In this session, you will learn how coaches and a coaching culture can turn any job into a dream job. By applying the proven three-step, dream-job process you will unleash extraordinary potential in your clients and within your organization, attract and retain high potential talent, and create a culture where everyone thrives.
Core Competency: 0.5
Resource Development: 0.5
Today’s connected marketplace and evolving workplace demographic demand more agility in our ability to navigate differences in motivations, preferences, and communication patterns. Culture profoundly impacts interpersonal dynamics in your teams, as well as high-stakes relationships you need to build with clients. To succeed, you need to crack the unwritten “code” for understanding cultural differences in business. This new navigational skill will enable you to excel as coaches operating in today’s complex, changing, and multicultural work environment. Join this Fireside Chat as International bestselling author and executive coach Jane Hyun unpacks the skills of “cultural fluency” and teaches the principles for achieving high performance by bridging differences.
Note: Jane’s session (including all handouts and recordings) will expire on December 31, 2023, pursuant to her speaker contract.
Core Competency: 0.25
Resource Development: 0.75
The business world has fundamentally changed forever. Our client’s expectations and businesses have been pushed forward by years due to the pandemic. We are now looking for coaches to be fearless in a world of uncertainty.
These drivers are forcing everyone to reimagine their entire businesses. How do we stay relevant and on the cutting edge as coaches? How do we tackle mounting client expectations? How do we disrupt ourselves before someone else does? Today, we need to be bold, brave, and experimental.
Shawn Kanungo provides a bold, unique, and contrarian view of the near–term future. He outlines how today’s coaches can embrace these new disruptive trends, while at the same time, restore the human experience. Weaving together storytelling, humor, inspiration, and actionable takeaways, Shawn explores how we can take unexpected approaches to innovation to remain competitive and relevant.
Learning Objectives:
Note: Shawn’s session (including all handouts and recordings) will expire on March 22, 2024, pursuant to his speaker contract.
Core Competency: 0.25
Resource Development: 0.75
Torin Perez believes that inclusive leaders hold the keys that will unlock an inclusive future for all. In this engaging can’t-miss session with Torin — the TED and Forbes featured bestselling author of Who Am I to Lead? The World is Waiting for You — you will get a glimpse of that future and the keys you already have to make it better for everyone.
This session is an invitation to come alive on your leadership journey with one of the most trusted and sought-after speakers on the topic of inclusive leadership. Featured in media outlets as a trailblazer, influencer, and top DEI leader to follow, Torin delivers a fresh perspective, a touch of optimism, and a penchant for making moments.
Note: Torin’s session (including all handouts and recordings) will expire on September 22, 2024, pursuant to his speaker contract.
Core Competency: 0.25
Resource Development: 0.75
The use of Artificial Intelligence (AI) in coaching is going to revolutionize the way coaches approach their professional development. This session explores the ways in which AI can support coaches in the crucial processes of self-reflection, supervision, and progress tracking.
Self-reflection is a vital aspect of personal and professional growth, yet it can be time-consuming and subjective. However, with the help of AI, coaches can receive objective insights into their coaching sessions, including data on language, communication, and client reactions.
The aim of this approach is for AI to enhance rather than replace human skills and abilities. With AI’s ability to accelerate the process of self-reflection, coaches can quickly and easily analyze their sessions, identifying key moments for reflection and growth. This allows coaches to continuously improve their practices, achieve their full potential, and most importantly, help their clients achieve theirs.
Core Competency: 0.25
Resource Development: 0.75
Disruptive changes in the health care industry, along with staffing challenges and hybrid work environments, place considerable demands on health care leaders. As a physician-led organization, the Mayo Clinic optimizes the best evidenced-based approaches for physician leadership development including coaching. Physicians are continuous learners and tend to embrace coaching for professional growth and improvement. Coaches are well positioned to positively influence physicians’ leadership effectiveness, emotional intelligence, and well-being.
Priscilla Gill, PCC, EdD, is an executive coach, author, and leadership/organizational development practitioner who leads the Mayo Clinic’s Leadership and Talent Development Division, supporting physicians, scientists, and administrative staff in adapting to the rapidly changing health care environment.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.5
Culture is constructed of unspoken rules and boundaries, and it is largely conveyed through people who enforce this through behavior. Often, these unspoken boundaries are only realized and recognized when they are crossed. As a result, culture is constantly evolving in its relationship with the individual and with the organization, in a nuanced and significant manner. Having spent the last decade coaching across Africa, presenter Nankhonde Kasonde-van den Broek has been curious about how middle managers filter their organizational experiences through peculiar cultural dimensions that are visible and invisible participants in the coaching process.
Culture shapes and molds us and anchors us to our identity. How we work is not separate from how we live, and a lack of insight into our culture may result in a limited understanding of why we think, interact, lead, and act the way we do. This could lead to an inability to truly grasp the aspects of culture that can work for us, and the aspects that may limit us in achieving set objectives in the workplace.
Learning Objectives:
Core Competency: 0.25
Resource Development: 0.75
Officially, 15-20% of people are “neurodivergent” (ND) (autistic, ADHD, dyslexic, dyspraxic, dyscalculic, Tourette syndrome, and others). However, numbers are suspected to be much higher (30-40%). Therefore, every coach will work with ND clients — whether each party knows it or not!
ND minds work differently, often with more extreme strengths and struggles. Most ND people have issues with executive functioning skills, and many have experienced trauma, which can either be from being labelled as ”othered” in this world or by not fitting in and not understanding why.
Join this session to explore how we navigate difference in coaching and how to adapt your practice.
Learning Objectives:
Core Competency: 0.25
Resource Development: 0.75
The purpose of this session, and the case study it is based on, is to discuss the integrative impact coaching leaders can create and contribute at the interconnected levels — individual, institutional, professional, and social. The core of this case study is a value-based and innovative-driven partnership initiative implemented by the ICF Ukraine and Metro DC Charter Chapters during the unprecedented challenging wartimes in Ukraine.
This case study will be presented during the interactive session aimed to help coaches:
This case study can be used as a transferable framework to strengthen leadership capacities for coaches and coaching organizations (chapters, communities) to increase their responsibilities and impact in society.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.5
Courageous conversations require participants to speak candidly and listen openly about topics that are often considered “undiscussable,” and call for having the courage to communicate with honesty, vulnerability, and mutual respect. These conversations contribute to building a learning culture among members of the International Coaching Federation and greater community while also leading to a better understanding of the unique needs of others.
Panelists
Resource Development: 0.75
AstraZeneca and OQ, the 2023 ICF Coaching Impact Awards — Organizations winners, reveal their means to measure return on investment (ROI) and return on expectations (ROE) to measure the impact of coaching at their organizations.
Panelists
Facilitator: Rosarii Mannion, PCC
Resource Development: 0.75
In this profound session, winners of the 2023 ICF Coaching Impact Awards — Professional Coaches will share the highlights and setbacks of their journey and their views on the future of coaching with you. Facilitated by Rosarii Mannion, PCC, chair of the 2023 ICF Professional Coaches Global Board of Directors.
Panelists
Resource Development: 0.75
The 2023 ICF Coaching Impact Awards — Coaching Education winners uncover their secrets to impactful coaching education, which empowers future coaches.
Core Competency: 0.5
Resource Development: 0.25
Have you ever become distracted by self-doubt, judgment, or internal biases in client sessions? Ever found yourself giving advice instead of letting clients discover their own insights, or holding the client’s agenda for them? These are some common distractions that can impede the open, flexible demeanor known as presence. In this presentation, you will learn “NICE!” (Notice, Identify, Calm, Express, and Explore), a simple technique based in mindfulness that will enable you to recognize and manage distractions so you can easily reconnect with the client. Notice how distractions arise in the body. Identify the distractor by name. Calm the system with a mindful breath. Express to the client if you need a moment to reconnect. Explore ways to address reoccurring distractions externally. This approach will elevate client outcomes by generating a coaching experience that leaves the client feeling seen, heard, and empowered to discover insights at the optimal pace. NICE! is appropriate for coaches at all levels.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
The presenters will propose a reflection that perhaps the concept of ethical maturity should be expanded by bringing a systemic perspective to how we think of different stages of ethical maturity in respect to specific regional markets. What happens if some markets are still in the process of creating ethical sensitivity and mindfulness, such as the case of Latin America?
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
You’re already ah-mazing at sales (seriously)! Sales expert and coach Michelle Rockwood will explain how the eight ICF Core Competencies are vital to a successful sales call. Although similar to a coaching call, there are three big differences. She will walk us through each and show you how to:
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
Coaching readiness is a concept often applied to how well prepared a person is to engage in and benefit from a coaching relationship. Much of the work on coaching readiness has looked at a person entering into a coaching relationship, how a person experiences change, and those characteristics and behaviors that facilitate transformation. This presentation builds on that work to propose a framework describing how the coachee’s awareness and points of tension influence how they progress through change when being coached. Identifying specific stages that a coachee may experience can create awareness around common mental, emotional, and behavioral barriers and transitions. This awareness, when explored before and during the coaching engagement, can help both the coach and the coachee prepare for roadblocks and facilitate even deeper exploration and change throughout the coaching process.
Learning Objectives:
Core Competency: 0.75
By choosing to walk the coach’s path, we mount a sustained challenge to the primacy of knowledge. The journey is exacting. It goes against attitudes we’ve embraced from an early age: Questions have answers; it’s better to be right; knowledge is power. It also flies in the face of what many clients say they want.
When clients ask us to tell them what we think they should do, it can feel awkward — as though we’re eroding our partnership — to hold a dynamic tension. Wouldn’t clients be happier if we imparted our sagest advice? Only if we’re willing to step away from our own path toward masterful coaching and sacrifice our clients’ growth!
The horizons we discover when we meet our clients with curiosity is spellbinding. We develop an ability to limit our expertise. We become less dependent on knowledge. We make room to reliably access the creative force of intentional ignorance that is the beating heart of masterful coaching.
In our knowledge-is-power culture, clients will shortchange themselves by shopping exclusively for expertise. Let’s discuss our responsibility to help clients grasp how a coach’s virtuosic “not-knowing” can accelerate them meeting their objectives.
Let’s talk about how we can hold the path toward coach mastery.
Learning Objectives:
Core Competency: 0.75
To thrive in the future, you must possess the mindset, presence, and awareness to rise with vitality, grace, and love. Each of us individually — and also together collectively — must examine how to regenerate and radiate a vibration of real hope and possibility through honest and deliberate action and engagement.
This experiential session will apply the concepts and skills of the ICF Core Competencies to develop unlearning so new responses to personal disruption are embodied. From this new awareness, we will examine how to recognize opportunities for bolder engagement with disruption to invite clients to move more quickly into expansive and deliberate action.
This session will introduce the neurobiology of fear that must be engaged to break through resistance and choose to unstick thinking. We will explore the four capacities for being generative, how to notice paralyzing plateaus, the “tensions of presence,” and three main actions to assist in developing unlearning and enabling expansion for self and clients.
We will build on our learnings throughout the session with self-reflection and paired activities. Plus, there will be time to share learnings with the larger group and to ask questions, deepening what was ignited in the session. The hope is to anchor the personal session exploration with a path for how to apply with clients to create a resulting expansion of value that supports clients to face the complexity of tomorrow’s world generatively.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
In our metrics-driven, bottom-line oriented world, people can become overly fixated on results and outcomes. This emphasis manifests in the coaching partnership with clients expecting tangible results and coaches feeling pressured to deliver value.
Of course, it’s important that you can point to evidence that goals were met, and desired change was achieved. The challenge is when the pursuit of that evidence comes at the expense of sustainable transformation and attending to the totality of the client’s being.
The drive towards results is present in the work of new and experienced coaches alike. You’ll benefit from the presenter’s experience and training as both a musician and coach to learn how performance anxiety is a natural response to having high expectations of our work and how that energy can be productively redirected.
Together we’ll explore how the tension between performance and presence expresses itself and look at that tension through an ethical and competency lens. Through discussion designed to facilitate self-awareness, we’ll look at the impact our performance mindset has on our capacity to be skillful coaches for our clients, and you will be asked to consider your own barriers to presence and partnership. Through self-reflection and group discussion, you will learn how to redirect any existing performance mindset into a productive, healthy growth mindset that supports your ongoing well-being and your clients’ development.
Learning Objectives:
Resource Development: 0.75
The power of “and” is a new approach to ethical dilemmas resolution founded on a fruitful collaboration and joint activities of external coaches and supervisors with their peers within organizations. The benefits of having internal coaches are undoubted, nevertheless, external coaches continue to be the preferred choice for internal coaches mainly for the perception of potential conflicts of interest and breaches of confidentiality.
During this session, we will share with the results of a survey that looks at the ethical dilemmas on internal coaches, the impact of combining internal and external coaches in group and team coaching activities, and the benefit of a joint internal and external coaching supervision. The survey sample consisted of more than 100 internal coaches working in multinational companies across different industries.
We believe the exchange of experiences and best practices through coaching testimonials and supervision case studies will not only help internal coaches envision new possibilities for themselves but also inspire external coaches and supervisors to look for opportunities to partner with their peers in companies for mutual learning and growth.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
Overcome the negative messages of your inner critic voice with a process that combines skills of a performing musician with coaching principles. You’ll gain what is needed to train the mind successfully, sustainably, and predictably into new, more beneficial thought patterns.
In the session, we will explore how to reprogram thought, as well as uncover the importance of the beliefs you hold about yourself and why you do what you do. It’s these last two that make the difference between temporary and lasting change. You will learn:
The power and sustainability of this method comes from the depth of understanding and compassion each phase brings to the client. People often use affirmations to reprogram the mind. The reason some don’t experience success is because the affirmation they’re using, regardless of how powerful it may be, isn’t right for them. The four phases of this process get to the root of the issues clients face and create custom-designed solutions/affirmations to their custom created blocks. You’ll discover how when affirming with compassion, the intention of the inner critic not only allows it to step back but also provides powerful information with which to move forward.
Learning Objectives:
Core Competency: 0.75
This interactive presentation offers a fresh perspective on the intersection of coaching and change. The joint task force between the International Coaching Federation (ICF) and the Association of Change Management Professionals (ACMP) has built on prior years’ work to engage both the coaching and change professional communities in a deeper exploration of how the two professions can partner and learn from one another.
We believe there is power in both professions that translates to better results in navigating change. Coaching is a relationship, a process, and a commitment to change for the sake of greater personal and professional fulfillment. Professional coaches are well trained in the competencies and ethics of coaching. Coaches have an opportunity to learn more about how change works from our colleagues at ACMP. This engaging session will bring a fresh look at the change curve; how our clients experience change; and ultimately how to adopt, internalize, and own the change. It will address essential questions and provide suggestions for helping clients navigate change in a transformative way.
Learning Objectives:
Resource Development: 0.75
Rock & Roll is “to start out or get going energetically.” So, what better way to expand yourself? In this highly interactive, thought-provoking, and fun 45-minute workshop with music, you will learn why strong relationships — in your private life and business — help build meaning, trust, and visibility while providing a space to exchange ideas, be creative, and confidently expand. You will begin by connecting to those around you, and then explore why relationships are at the core of our coaching, businesses, and lives. Next, you’ll discover what you need to start channeling relationship building: yourself and your network.
To evaluate yourself, you will discover (or re-discover) an iconic coaching tool. As a group, we will assess and explore where we stand on five specific baseline points and roll out a plan to reimagine, redefine, reconnect, and expand yourself. Then we will assess and explore where our networks stand on eight specific baseline points, and where you want it to be. You will roll out your personal plan to reimagine, redefine, reconnect, and expand your networks. Next, determine your readiness with respect to each of the 10 steps and decide how to roll out your personal networking expansion. Lastly, you will relate everything developed to the ICF Core Competencies, connecting the use of the iconic tool for self and expanding its use to coaching. With this final vibe, you will better understand that you already have the rock-solid grounding necessary for a thriving coaching business and life!
Learning Objectives:
Resource Development: 0.75
You’re a coach and you want to spend your time coaching, right? To reduce your investment in getting clients, use the Net Promoter Score (NPS). NPS is a simple tool that helps you determine the likelihood that clients would recommend you to colleagues and friends. When used strategically, you can make changes to your practice that will allow you to turn clients into your full-time sales force so you can focus on delivering exceptional coaching. In this session, you’ll learn how to measure your NPS along with techniques you can use to enhance it. You’ll leave with a plan for expanding your practice by leveraging your greatest asset — delighted clients.
Core Competency: 0.5
Resource Development: 0.25
Join two inclusive leadership coaches with over three decades of combined experience in diversity, equity, inclusion, and advocacy. We’ll get into specific challenges experienced by Black professionals, how these challenges differ from those of other clients, and that magical word “nuance.” This session will move you from relating and understanding to respecting and empowering the lived experience of Black professionals, and it will supplement your impact with all other professionals in their development journey.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
The session commences with addressing the why framework: Why coaching family businesses is a sustainable and beneficial target group for coaches, and how working with them nourishes sustainable community and the entrepreneurship ecosystem.
Drawing upon global research, we will explore similarities and differences between family businesses in developed and emerging markets to provide valuable insight into how coaching can be tailored to the specific requirements of family businesses based on different cultures, geographies, and markets.
We will also look at two crucial context dimensions: the scale of operations of the business and the stage of professionalization of the business. These aspects of context play a critical role in crafting the value proposition of coaching, the contracting, and the designing of the coaching intervention.
Then, we will consider the unspoken challenges in coaching family businesses — the core of what makes working with family businesses challenging. These include aspects of the invisible organization and power dynamics inherent in family businesses.
You will gain a clear framework for coaching family businesses, which provides a concrete approach and solution to the challenges explored in this session. Plus, you will have the opportunity to actively learn, experiment, and apply the insights gained through the session to two different case studies with very different scales of operation and stages of professionalization.
Learning Objectives:
Resource Development: 0.75
In this session, you will be invited on a journey. We will sail off from a familiar port by analyzing the state of your business right now. Who do you serve? How do you deliver your work? How big is your business market? To what extent does a current situation satisfy you?
During the journey, Inga A. Bielinska, MCC, will share the top five problems coaching entrepreneurs face while managing their global businesses in a post-pandemic environment ridden with the great resignation, quiet quitting, and new market scares. Next, we will decide where we want to sail to by defining a global dream client with a simple, yet powerful three-step process. On the way, we will demystify certain common opinions that can stop coaches from being successful. We will discuss the transition from price-based offer to value-based offer. At this step, we will identify the role of mindset in developing a thriving business, converting prospects into clients, and expanding your network to attract more opportunities globally.
Hear how successful coaches create trusted relationships with their global audiences in a way that is authentic, sustainable, and profitable. It will lead you to uncovering factors, habits, and strategies that help contribute to a thriving coaching business — the business that impacts the lives of many people all over the world. Hopefully you gain a passion for the process that inspires you to continue defining and redefining your business strategy long after this workshop finishes.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
The Health Resources and Services Administration finds that anxiety and depression among children ages 3-17 have increased over the last five years in the United States. By 2020, 5.6 million kids (92%) had been diagnosed with anxiety problems, and 2.4 million (4.0%) had been diagnosed with depression (JAMA Pediatrics, March 14, 2022.). Therefore, it is very important to take steps to positively influence children.
In today’s ever-changing world children need to face life’s challenges such as bullying, drugs, depression, and self-harm. Kids life coaching is one of those effective methods that can affect children’s well-being. This session will introduce you to the unfamiliar method of kids coaching.
Kids life coaching is a very effective way we can support them to face everyday challenges in a world filled with toxic influences. During this session, you will learn:
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
Strauss-Howe Generational Theory describes four generation cycles; each is defined by common age, location, beliefs, and behaviors. These attitudes are conveyed through archetypes, and alongside each archetype, are four turnings — a period in American history that describes the state of individualism, community, and institutions. Depending on the year born, generations act in accordance with their archetype and the era they live through.
Generational gaps and age differences are often left out of diversity, equity, and inclusion (DEI) conversations and coaching. Yet they play an integral role in local and global communities, the workspace, family structures, and more. Age is a universal social category. Demographers, historians, financial institutions, and even marketing agencies look for historical patterns to foresee what is to come and understand generational values as generations move into new social roles and moods, attitudes, and behaviors change.
This workshop will help coaches understand historical cycles, generational differences, and how to coach the youth. In understanding our perception of generational differences, we can remove unconscious barriers to connection. This results in changes in how we interact with the world and frees the flow of information from youth to elders and vice versa. By the end of the presentation, you will have a mental model of how generational gaps are fabricated; uncover biases towards baby boomers, Gen Xers, millennials and Gen Zers; and have simple practices to support the newest generation to be empowered.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
Functional Empathy (FE) is an approach that helps empathic coaches, leaders, and professionals to use their empathic abilities as their strongest skill set, create healthy relationships, and help others unlock their potential and create optimal performance. During this introduction to FE, you will learn about three core concepts of Functional Empathy (FE): Cycle of Depletion, Levels of Empathic Engagement, and Functional Empathy Roles.
You will start to see empathy as your biggest strength and learn to apply it as a skill set to improve your coaching and leadership and start applying FE in your workplace. You will be able to identify what different FE roles you play unconsciously, and which roles you ideally would want to play to promote high levels of motivation and performance in your team or work environment. In this session, you will gain hands-on experience applying a core FE exercise that will support you, and the people you work with, to identify eight different approaches to empathy, and advance ways of engaging, listening, and managing conversation. This session includes hands-on practice, handouts, personal reflections, and time for Q&A.
Learning Objectives:
Core Competency: 0.75
Are ethics something that we need to simply comply with in order to stay out of trouble? Or is there a deeper commitment to ethical practice and integrity being asked of coaches? Join us for a discussion about the ICF Code of Ethics to learn more about this important topic.
Learning Objectives:
Resource Development: 0.75
The ICF Credentialing Exam is a computer-administered exam designed to measure a coach’s understanding of and ability to apply the ICF Core Competencies, Code of Ethics and definition of coaching against a predetermined standard. Passing the exam is a requirement for candidates seeking an ICF credential. Launched in August 2022, the exam is informed by coach practitioners from around the world who served as subject matter experts in its development and in the establishment of the exam scoring standard.
In this session, Carrie Abner of ICF Credentials and Standards and Gavan O’Shea of the Human Resources Research Organization (HumRRO) will offer an inside look at the development of the exam, including the situational judgment methodology on which it is based, and offer insights on the exam structure and design that can support current and future candidates in their preparation.
Learning Objectives:
Resource Development: 0.75
As angst and uncertainty increase around the world, leaders are called to prioritize well-being. They must hold intimate, unfamiliar conversations about mental and emotional health with the people they lead, and they are responsible for integrating well-being into an organization’s performance and success metrics. Leaders must build connected, agile teams and foster a thriving culture using new work models. This well-being drive is a transformative shift, one which leaders are often not ready, willing, or able to do. Why? Because, at its core, this shift asks leaders to redefine who they are and how and why they lead. As coaches, are we ready to support this shift? Are we exemplifying this shift ourselves?
In this session, you will discover how a focus on well-being can create thriving leaders and organizations. Together we will explore how a global well-being revolution is reshaping what it means to lead, and the instrumental role coaches and the coaching industry play in advancing a leadership driven by well-being for the benefit of business, the planet, and humankind.
We will also draw on insights gained from a study of leadership across three health related industries: the global wellness economy, health care and pharma, and human potential (including coaching). According to the study, globally, these leaders are languishing or struggling. These results show that there’s great potential for the coaching industry to enhance their own thriving, and as a result increase our impact on the leaders and organizations we support.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
Embracing the potential of accessing playfulness in our coaching practice may be a route to taking your practice to a whole other level and helping clients develop greater insights, creativity, and transformation.
Drawing from a wide range of research areas as well as lived experience, we will look at what adult playfulness in coaching means, consider some of the theory, and play with how it might look and what it can bring in practice. We will explore how our bodies and brains react when we access playfulness and how it impacts us, our clients, and our coaching relationship. Dipping into the related constructs of humor and creativity, we consider how they overlap with playfulness, and how they provide the possibility for rich contribution to coaching effectiveness.
We will also shine a light on some of the barriers and risks to incorporating this approach. Playfulness opens the door to somatic coaching and experiential learning. It requires mindfulness from both client and coach. How is your level of comfort or discomfort with playfulness serving your client? Through interactive exercises, we explore how you can be more playful and move beyond your comfort zone in service of your client.
We will explore how we can prime ourselves to be playful and how we might help our clients to do the same. Plus, gain a few practical ideas to help you experiment with more playfulness in your coaching.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
If you can see the invisible, you can do the impossible. We all have clients that get stuck in their heads. They come to us with cluttered minds, and we help them separate out what isn’t working or connect with what is. And sometimes we need a hand — which philosopher Immanuel Kant called the human’s outer brain.
See how hands-on thinking using LEGO® SERIOUS PLAY® (LSP) is play with a purpose, deepening connections to our inner world and creating clarity with our outer world. You may even get a chance to play, build ARTifacts, and #UseYourHandsToChangeYourMind.
Expanding on constructionism learning theory, the magic of metaphor, and our meaning-making minds, coaching with LSP engages our embodied cognition and the untapped wisdom in our hands. It enables us to build our emerging thoughts and make tangible what was once invisible. When we can hold our desires in our hands, we can see and feel how to attain them. When we can physically grasp our challenges, we can figure out how to break them apart and build them back more resourcefully.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
Developing the coaching field requires evidence-based coaching (EBC) research that studies the phenomenon above and beyond theoretical conceptualizations and rooting the practice in theory. Accordingly, EBC research will move the coaching field into maturity and towards a professionalized industry (Stober & Grant, 2006).
The interdisciplinary domain of coaching means that any given coaching practice may be rooted in a multitude of behavioral or psychological theoretical frameworks. In the context of leadership coaching, it is important to ask: What type of leaders is this coaching aiming to develop? This question is rarely explicitly asked to clients within a leadership-development coaching engagement. Part of maintaining the client’s agenda, and evoking client’s awareness, also involves bringing to their attention the different leadership styles that a leader might intend for them to develop. For example, a leader may wish to become more of a servant leader, as is in the case of the research shared in this session.
In this session, we present findings from evidence-based research studying a context-specific coaching practice, known as “coaching for servant leadership development.” Given the context of servant leadership, we will also demonstrate how a particular leadership theory could shape and define a coaching approach that is unique to and intended for that specific leadership theory, such as in the case of servant leadership. The session will invite you to discuss your coaching experiences, drawing on context-specific instances of your coaching engagements while adhering to the ICF Code of Ethics, particularly client confidentiality and anonymity.
Learning Objectives:
Resource Development: 0.75
Everyone is talking about ChatGPT and other generative AI and its potential to transform many professions — including the coaching profession. But what about the ethical implications?
What do coaches need to know about generative AI to engage with it ethically and thoughtfully? How should we be thinking about AI? What is our responsibility to be good “cyber citizens” in the brave new world of coaching in a digital environment?
Join us in this interactive and engaging session to explore what we, as coaches, need to know about generative AI to engage with it ethically and thoughtfully, what questions the industry is asking, and how we can bring the best of our humanity to coaching with generative AI tools.
This session is for you if:
Learning Objectives:
Resource Development: 0.75
Internal coaching is still a fairly new thought that comes with many nuances and expectations, and it needs to be handled with care. Through this interactive presentation, you will learn how a Fortune 50 company built an internal career and executive coaching practice. In addition to learning how to build a coaching practice, insight will be shared on how to land internal coaching roles — as there has been a strong increase of these roles over the last three years.
You will gain a practical understanding of what it takes to build an internal coaching practice, an awareness of how coaching can be a part of a talent strategy, and visibility into what an internal and hybrid team of coaches looks like. You will walk away with a beginning framework for how to sow seeds for internal coaching work in your organization.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
Employee needs have changed. Companies are struggling to retain employees. Burnout is on the rise. Leaders are having a hard time balancing results and relationships; they feel stuck and are struggling to lead with culture. Previous engagement measures developed 10-20 years ago are not enough; previous leadership programs failed to build the necessary people skills. We need a new way of measuring culture and upskilling leaders for the post-COVID era. Coaches need to equip themselves with the knowledge and tools to better understand culture and evoke awareness and reflection on how to lead with culture. We need culture coaches to help organizations navigate the post-COVID transformation at work.
Since 2020, Maslow Leadership has been pioneering a new field in coaching called Organizational Culture Coaching (OCC). OCC supports leaders and organizations to keep culture on their daily agenda and help them build great workplace cultures. As part of our commitment to growing this new field, we developed the Culture-Actualization Index© (CAI), a research-driven, empirically validated new tool for team coaching. This session will demonstrate and discuss how building a shared language for basic, psychological, and growth/actualization needs at work can help a team build empathy and cohesiveness and improve the employee experience. If you are an executive or organizational coach working with medium and large organizations, this session will help increase your knowledge on how to coach on culture and how to bring in a team/organization-based survey into your practice.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
A successful coaching process supports clients in achieving their goals. However, as more clients face contexts of exponential complexity, their goals are expanding in scope and becoming harder to accomplish without a corresponding expansion in our clients’ internal complexity. Therefore, as coaches, we need to more purposefully support our clients’ psychological growth as a prerequisite to achieving meaningful goals in an increasingly disrupted world.
Often coaches have a sense of a client’s transformation and growth. Developmental coaching as a concept is not new. Much has been written about vertical development and “transformational” coaching. However, the exact mechanisms of development; the experience of it; and the precise triggers, opportunities, themes, lines, and conditions for development are not widely known. In this session, we will bring together research and practical coaching applications to offer coaches clarity and tools for fostering vertical development.
We will explore the Contrasting Emotions Space Theory of Vertical Development and how it translates into the specific developmental coaching process D.E.C.I.I.D.E.D. (Dilemma, Emotion, Critical Reflection, Insight, Intention, Discomfort, Experiment, Dilemma). The theory describes the lived experience of development as a client might perceive it. The coaching model guides coaches on how to apply it. Through exploring both, we will uncover triggers, conditions, and illuminate the inner workings of vertical development as clients experience it. We will also get to experience how to facilitate that process through coaching.
Learning Objectives:
Resource Development: 0.75
No one wants to be in a leadership position anymore. Quiet quitting is threatening organizations.
Do these statements catch your attention and raise some serious concerns? If so, consider “internal coaching.” It may not be the only choice for all organizations, but it is the next best alternative that is critical to tackling modern-day organizational challenges. Creating a coaching culture through internal coaching is like building a well-constructed house that provides shelter and stability during a storm, and it helps individuals and teams navigate through uncertainties to reach their full potential.
In this session, you will hear why and how internal coaching was initiated LGU+, a telecommunications company in Korea, and what significant quantitative and qualitative results were achieved because of it. In particular, you will gain meaningful insights on how internal coaching can be a powerful tool to significantly shift in the mindset, behaviors, and practices of millennial and Gen Z leaders and high performers in their growth and development, as well as key success factors and challenges during the culture transformation.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
What’s next in the future of coaching? Neuroscience is all around us and is an area that many are beginning to explore. The reality is some of our traditional coaching practices may not be helping our clients get the best result possible. We can often inadvertently introduce things that have a negative impact and create obstacles. Add to that the abundance of “neuromyths” in this field, and it is easy to see how our good intentions can have the opposite effect. The question is, how do we leverage foundational neuroscience to work with the brains of our clients (and our own) instead of against them?
Join this practical approach to incorporating some of the foundational principles of neuroscience into your coaching practice. You will come away with an understanding of key drivers and behavioral change methods based on sound research and an expanded toolset ready for immediate use. Some of the learnings that will be highlighted and supported by practical exercises include:
This practical session will also examine many traditional coaching approaches through the lens of sound scientific research and provide opportunities for attendees to uncover new insights and make connections to their own personal coaching approach
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
Coaches are a unique audience in that they are able to balance challenge, on the one hand, with safety and support, on the other. This makes them an excellent group to appreciate and engage in the process of positive provocation. You will first be introduced to the model, given opportunities to reflect on the ways that it mirrors or differs from your own coaching philosophies, and offered the chance to ask questions.
Next, you will have the opportunity to engage with provocative questions designed to promote reflection about your own assumptions and habits regarding coaching. You will have opportunities to learn how widespread these practices are and, in some cases, to trace the historical roots of these practices. For each prompt, the presenter will introduce relevant research findings that help shed additional light on common practices; often by suggesting that there is greater nuance than first meets the eye.
This presentation will be calibrated to the audience, depending on level of experience. Specifically, you can privately self-identify your relative level of experience and understand how each prompt might be most effectively used for your point on the coaching journey. In the end, you should walk away from this presentation with a renewed connection to your own coaching practice and an enhanced motivation to engage in continuous improvement.
Learning Objectives:
Core Competency: 0.25
Resource Development: 0.5
Organizations are requesting innovative group coaching solutions, and they need you to deliver results! Create group coaching to grow your practice and deepen client relationships. However, the conversations you’ll have with your client are very different from other conversations for one-on-one coaching services. Learn real-world examples of several companies using group coaching to accelerate new product design, embed leadership competencies, build diversity, equity, and inclusion (DEI) capabilities, prepare high-potential employees, and much more. This session will enable you to:
You’re already a great coach. Now learn the next practices to consult, design, and implement group coaching that will grow your coaching practice and have your clients clamoring for more.
Learning Objectives:
Resource Development: 0.75
In today’s complex workplace, organizations increasingly recognize the power of teams to innovate and drive their business or mission forward. Now more than ever, private companies, government agencies, and nonprofit organizations are turning to team coaches to harness a team’s collective expertise, energy, and wisdom to advance their efforts and achieve greater results.
This session will share research on team coaching from the International Coaching Federation (ICF), and how organizations are leveraging team coaching to enhance performance. This session will also offer insights on how ICF is elevating standards in team coaching practice through the new Advanced Certification in Team Coaching (ACTC) for individual team coach practitioners and the Advanced Accreditation in Team Coaching for team coaching education.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
This experiential workshop will cover four key differences of coaching leaders:
1. Context Matters: How to learn and effectively reference business context during coaching sessions.
2. Blending Authenticity and Effectiveness: How to integrate our client’s stakeholders’ view of their success into our coaching approach.
3. Our Clients Do Not Always Have the Answer: How to move beyond open-ended questions to be helpful to leaders facing unique challenges.
4. Navigating Stress and its Impact on the Client: How best to facilitate somatic shifts to open creative thinking and have a generative session.
Learning Objectives:
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
The tridemic of COVID-19, violence, and isolation significantly increased coaching encounters with extreme emotion, fatigue, and “atypical” behaviors. This can manifest as distrust, a breakdown in communication, demoralization, and disconnection at a time when advanced leadership is most necessary. Across industries, executives are seeking organizational tools to navigate through this trauma-filled time. They seek a framework that mitigates damage, increases individual and institutional engagement, and facilitates intra- or post-traumatic growth through healing-centered engagement.
Coaches need to be accessible, reliable, and to remain firmly within the coaching scope of practice when working with clients to move beyond toxic stress and harm. Through recognition, practice, and implementation of trauma-informed, and trauma-responsive tools and practices, coaches can develop the skills to move clients back into choice and aspiration, where they may begin to build cultures that are restorative, relational, sustainable, and strengthen both individuals and their organizations.
Essential coaching competencies are foundational to a trauma-informed coaching approach. Building from this core with expanded skills when encountering trauma in clients requires a broad understanding of trauma and its multivariate sources, impact, and manifestations. Just as trauma can become embodied as harm, so can safe, affirming encounters become embodied as sources of resilience.
Grounding in trauma-informed principles and trauma-responsive practices encourages the coach to tap into deeper listening skills and more meaningful engagement, thus providing clients with a deeper, broader experience and toolkit.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
This session will introduce you to peer coaching, as well as a unique peer coaching process and research-based outcomes. You will learn about the core concepts of coaching, leadership development, leadership identity, leadership bids, and systems thinking. You will gain a model of cyclical peer coaching that can be used to scale learning and development, leading to transformational change on an individual, group, and organizational level.
During the interactive peer coaching triad activity, you will have the opportunity to discuss a leadership challenge of your choice and try on the roles of coach, client, and observer. You will work through a defined process of reflection and action as you move through the peer coaching triad.
The session will also provide a brief introduction of leadership identity and leadership bids as well as systems dynamics to connect the leadership development-coaching piece to participants’ professional and personal contexts and work cultures.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
One overlooked and understated leadership trait is the key to handling the most pressing challenges in your and your clients’ teams. The ability to motivate people and inspire their best work while they battle decision fatigue, burnout, and mental health challenges; how to attract and retain the best amid an ongoing war for talent; and how to drive stellar business results while taking care of people.
When you embrace the opportunity to be a badass leader and a good human, you are practicing Radical Humility — and it can be a game-changer for you, your clients, and others around you. During this inspiring and energizing session, Urs Koening, who has 35 years of leadership experience that spans four continents, will share the 3-Step Radical Humility Framework so that you can overcome disengagement, distrust, and burnout, and drive productivity, engagement, and trust. You will also:
Learning Objectives:
Core Competency: 0.25
Resource Development: 0.5
Are you a professional coach wanting to understand better why there are so many Agile coaches entering the coaching field? Has your company started asking your business unit to adopt Agile practices? Are you working with a technology team or organization and want to better understand Agile process or lingo? Are you just starting out in your technology career and want to understand Agile a little better? Attend this session to get a basic understanding of the mindset and history of Agile as well as why it overlaps so much with the coaching industry.
Learning Objectives:
Core Competency: 0.25
Resource Development: 0.5
Are you a professional coach wanting to understand better why there are so many Agile coaches entering the coaching field? Has your company started asking your business unit to adopt Agile practices? Are you working with a technology team or organization and want to better understand Agile process or lingo? Are you just starting out in your technology career and want to understand Agile a little better? Attend this session to get a basic understanding of the mindset and history of Agile as well as why it overlaps so much with the coaching industry.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
Social identities impact people’s perception of themselves and their experiences with access — or lack of access to resources — and the power differentials that arise in their daily lives. Hence, in a coaching conversation, the issues that clients may bring to the session and what they will take away from the session will be influenced by the awareness, understanding, and sensitivity that the coach demonstrates about these intersecting identities and environmental factors.
This session will help explain the basics of culturally centered coaching, how it manifests in a coaching session, and how you can ensure that the coaching you provide is cognizant of and integrates the cultural dimensions of your client and contextual factors. You will learn about concepts in culturally centered care including awareness, knowledge, understanding, and ability. The ADDRESSING model (Pamela Hays, PhD) will be discussed to promote greater awareness of the complexity and multidimensional nature of identity. You will be encouraged to reflect on your own identity as well as its impact on your work with clients.
The session will also highlight different levels of culturally centered coaching that can be demonstrated by non-stigmatizing language, behavior, and attitude. Cultural humility will be introduced as an important foundation of culturally centered coaching. Plus, you will hear several use cases to highlight the importance of culturally centered care and to illustrate how to implement culturally centered coaching in session.
Learning Objectives:
Resource Development: 0.75
This session will define the SANE approach (Small Steps, Accelerate Experimentation, Nurture, and Exercise your Network) and discuss how it enables those with perfectionist tendencies to move faster and avoid perfectionist paralysis. You will hear a personal story of a perfectionist in recovery and stories about coaching clients on how weird things are happening. Based on the Birkman Method Assessment, you will learn the three approaches to experimentation and how to use them to help coaching clients expand their comfort zones and become more adept at experimenting by taking tiny steps.
In a group coaching exercise, we’ll review two case studies on the “driven to prove” and “driven to succeed” mindsets. You will participate in a large group improvisational conversation with 10 minutes on each mindset. We’ll then discuss coaching approaches and questions for clients to support the two mindsets in expanding their comfort zones and becoming more intentional in adapting and succeeding in this “new normal” world.
Learning Objectives:
Core Competency: 0.75
Skilled facilitators have the potential to be a center of influence within an organization and play a vital role in leading groups and individuals by creating an environment that encourages participants to contribute thoughts, ideas, and perspectives. In this session, skilled facilitator, ATD Master Trainer®, and author Carrie Addington discusses how facilitation can be a powerful tool to enhance individual, team, and organizational coaching. The session will address when and how facilitation may apply to the ICF Core Competencies of cultivating trust and safety, communicating effectively, setting the foundation, evoking awareness, and facilitating learning and results. Learn how to create a positive environment for behavior change, learning, and growth by leveraging purposeful questions, practicing intentional listening, and clarifying understanding — all through the lens of a facilitator.
Learning Objectives:
Core Competency: 0.5
Resource Development: 0.25
Helga Rhodes said, “Conflict is a fact of life. It does not have to be a way of life.”
Whether coaching executives in the C-suite, business owners, or providing life coaching services, chances are that your client is dealing with conflict. Conflict coaching supports them working through the conflict and moving forward.
Conflict coaching can be offered to an individual client dealing with conflict with someone else, to two or more individuals involved in conflict, and to teams in conflict.
In this lively session with breakout discussions, we will explore:
Conflict coaching will draw on all of your coaching competencies:
Learning Objectives:
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