What’s the point of mentor accreditation?

Burnout is a phenomenon we usually associate with individuals. It’s typically the result of long-term stress caused by an inability to get on top of challenges, such as increasing or overwhelming workload. When everyone within a team is experiencing similar stresses, they amplify the problem. When the whole organisation is in the same situation, the stress notches up even further.

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The expanding complexity of coaching

The scope of coaching – in terms of the scale and scope of what it addresses – continues to expand. At the turn of the century, almost all coaching was aimed at individuals and involved mostly linear processes of client > problem > coaching > solution. Since then, there has been greater recognition that client...

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The Systemic Talent Life Cycle

Many companies limit the effectiveness of their talent management by taking a narrow perspective of what is involved – focusing on the aspects of identifying, development retention and promotion. In contrast, a systemic view of talent takes into account the whole Talent Life Cycle and consists of nine key elements: ·     Employer reputation and engaging potential (more…)

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Linear versus systemic perspectives on talent and succession

In our continued work with organisations on systemic talent management strategy, we frequently find that – consciously or unconsciously – it is the mindset of the leaders and the HR team that determines what is possible and over what period. Some of the blockers relate to the process of change itself – for example, the...

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Linear, systemic or complex adaptive systemic team interventions

Here are some cases of team situations. The table below illustrates how an outsider might see the teams’ issues from linear, systems or complex, adaptive systems perspectives. The tired team “If I’m honest”, says the team leader Flavian, “I’d say that pretty much the whole team demonstrates the Peter Principle. They have been promoted to (more…)

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Team Coach Accreditation / Credentialing as part of a CMI Team Coach Training Programme

This is a specifics post about Team Coach Accreditation / Credentialing as part of our training programmes. If you are after a more general post about accreditation / credentialing please visit this post. So in that context, here is my understanding of the current processes. Any mistakes or mis-understandings  are entirely my own and feel (more…)

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Coach maturity – an emerging concept

Coaching sometimes seems like Keats’s rainbow—the more we try to define it, dissect it, classify it, and demystify it, the more we diminish it and lose its essence. Often coaching literature represents attempts to confine coaching within the partisan wrappings of a particular school, philosophy, or approach. Often the motivation seems to be less about...

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Advanced questioning skills

Advanced questioning skills Developmental mentoring / coaching is about helping someone with the quality of their thinking about issues important to them. Powerful questions are what prompt this kind of thinking. Observations of effective mentors / coaches reveal that they: How many questions? Ideally, the source of good questions should be the mentee / coachee (more…)

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Advanced skills training for mentors

Once mentors have some initial experience, they typically want to consolidate and grow their skills. Some of the practical ways programmes meet this need include: There appears to be a direct correlation between this process of continuous development as a mentor and willingness to be a serial mentor. For those, who want to go further...

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