Tim HJ Rogers - Thinking Feeling Being


INDEX:

Self Help Resources

About Tim Rogers (Coach)

About The Coaching Process

Coaching Checklist

The GROW Model

10 Different Approaches

Sample Coaching Agreement

Core Competencies

Self Help Resources

Depression Resources



Depression Information Sheet - 01 - What is depression.pdf
Depression Information Sheet - 02 - What Causes Depression.pdf
Depression Information Sheet - 03 - Psychotherapy for Depression.pdf
Depression Information Sheet - 04 - Vicious Cycle of Depression.pdf
Depression Information Sheet - 05 - Behavioural Activation Fun & Achievement.pdf
Depression Information Sheet - 06 - Fun Activities Catalogue.pdf
Depression Information Sheet - 07 - Improving how you Feel.pdf
Depression Information Sheet - 08 - Thinking and Feeling.pdf
Depression Information Sheet - 09 - Analysing your Thinking.pdf
Depression Information Sheet - 10 - Changing your Thinking.pdf
Depression Information Sheet - 11- Unhelpful Thinking Styles.pdf
Depression Information Sheet - 12 - What are Core Beliefs.pdf
Depression Information Sheet - 13 - Problem Solving.pdf
Depression Information Sheet - 14 - Staying Healthy.pdf
Depression Information Sheet - 15 - Grief and Bereavement.pdf
Depression Worksheet - 01 - Symptoms of Depression.pdf
Depression Worksheet - 02 - Behavioural Activation.pdf
Depression Worksheet - 03 - Weekly Activity Schedule.pdf
Depression Worksheet - 04 - Weekly Goals Record.pdf
Depression Worksheet - 05 - Making the Thought Feeling Connection.pdf
Depression Worksheet - 06 - Thought Diary 1.pdf
Depression Worksheet - 07 - Thought Diary 2.pdf
Depression Worksheet - 08 - Thought Diary 3.pdf
Depression Worksheet - 09 - Thought Diary Tri-fold.pdf
Depression Worksheet - 10 - Core Beliefs Worksheet.pdf
Depression Worksheet - 11 - Healthy Me Worksheet.pdf
Depression Worksheet - 12 - Goal Setting worksheet.pdf

Self-Esteem Resources



Improving Self-Esteem - 01 - What is Low Self-Esteem.pdf
Improving Self-Esteem - 02 - How Low Self-Esteem Develops.pdf
Improving Self-Esteem - 03 - How Low Self-Esteem is Maintained.pdf
Improving Self-Esteem - 04 - Biased Expectations.pdf
Improving Self-Esteem - 05 - Negative Self-Evaluations.pdf
Improving Self-Esteem - 06 - Accepting Yourself.pdf
Improving Self-Esteem - 07 - Adjusting Rules and Assumptions.pdf
Improving Self-Esteem - 08 - Developing Balanced Core Beliefs.pdf
Improving Self-Esteem - 09 - Healthy Self-Esteem.pdf
Info What is Self Compassion.pdf
Info-What is Distress Intolerance.pdf
Self-Esteem Information Sheet - 01 - What is Low Self-Esteem.pdf
Self-Esteem Information Sheet - 02 - Beginnings of Low Self-Esteem.pdf
Self-Esteem Information Sheet - 03 - What Maintains Low Self-Esteem.pdf
Self-Esteem Information Sheet - 04 - Acknowledging Your Positives.pdf
Self-Esteem Information Sheet - 05 - Negative Self-Evaluations.pdf
Self-Esteem Information Sheet - 06 - Adjusting Negative Core Beliefs.pdf
Self-Esteem Information Sheet - 07 - Adjusting Rules and Assumptions.pdf
Self-Esteem Information Sheet - 08 - Overcoming Biased Expectations.pdf
Self-Esteem Information Sheet - 09 - Healthy Self-Esteem.pdf
Self-Esteem Worksheet - 01 - How Low Self-Esteem Begins.pdf
Self-Esteem Worksheet - 02 - How Low Self-Esteem is Maintained.pdf
Self-Esteem Worksheet - 03 - Positive Qualities Record.pdf
Self-Esteem Worksheet - 04 - Positive You Journal.pdf
Self-Esteem Worksheet - 05 - Adjusting Negative Core Beliefs.pdf
Self-Esteem Worksheet - 06 - Thought Diary for Biased Expectations.pdf
Self-Esteem Worksheet - 07 - Experiments for Biased Expectations.pdf
Self-Esteem Worksheet - 08 - Thought Diary for Negative Self-Evaluations.pdf
Self-Esteem Worksheet - 09 - Adjusting Rules and Assumptions.pdf
Self-Esteem Worksheet - 10 - Health Self-Esteem.pdf

Procrastination Resources



Procrastination Information Sheet - 01 - What Is Procrastination.pdf
Procrastination Information Sheet - 02 - Vicious Cycle of Procrastination.pdf
Procrastination Information Sheet - 03 - Dismissing Procrastination Excuses.pdf
Procrastination Information Sheet - 04 - Practical Strategies.pdf
Procrastination Information Sheet - 05 - Unhelpful Rules and Assumptions.pdf
Procrastination Information Sheet - 06 - Procrastination and Tolerating Discomfort.pdf
Procrastination Information Sheet - 07 - Procrastination Action Plan.pdf
Procrastination Worksheet - 01 - Procrastination Cycle.pdf

Sleep Resources



Sleep Information Sheet - 01 - Facts About Sleep.pdf
Sleep Information Sheet - 02 - What is Insomnia.pdf
Sleep Information Sheet - 03 - Insomnia and Your Thinking.pdf
Sleep Information Sheet - 04 - Sleep Hygiene.pdf
Sleep Information Sheet - 05 - Nightmares explained.pdf
Sleep Information Sheet - 06 - Imagery Rescripting.pdf
Sleep Worksheet - 01 - Sleep Diary.pdf

Worry Resources



What Me Worry - 01 - Overview of Generalised Anxiety.pdf
What Me Worry - 02 - Overview of Worry.pdf
What Me Worry - 03 - Negative Beliefs About Worry (Uncontrollability).pdf
What Me Worry - 04 - Attention Training.pdf
What Me Worry - 05 - Negative Beliefs About Worry (Danger).pdf
What Me Worry - 06 - Positive Beliefs About Worrying.pdf
What Me Worry - 07 - Problem-Solving.pdf
What Me Worry - 08 - Helpful Thinking.pdf
What Me Worry - 09 - Accepting Uncertainty.pdf
What Me Worry - 10 - Self-Management.pdf


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About Tim Rogers (Coach)


Tim Rogers
Helping people and organisations get things done.

I am a Project Manager used to supporting people and organisations achieve their goals. In business 3 of the clients I have worked with have gone on to win Director of the Year.

I am also a former athlete and sports coach having competed in the Commonwealth Games and British Coastal Rowing Championships. I have 2 gold medals as a rower, and 2 as a cox / coach helping other crews achieve their goals.

My current pastime is kayaking, and in 2022 spent 14 days paddling in the Greenland wilderness I am training to become a sea kayak leader.

I like helping people achieve stuff, so as well as teaching for the Chartered Management Institute I am also a trained Coach, qualified Mediator and experienced Mentor.

SUMMARY PROFILE


Management Consultant MBA
Experienced team and change facilitator
International Coaching Federation ICF Trained Coach
Volunteer IoD Mentor (BeTheBusiness.com)
Chartered Management Institute Tutor for Level3, 5 & 7
Sports Coach - Rowing and Triathlon
Qualified Personal Trainer
Mediation Practitioner

COACHING


Coaching is a process that aims to improve performance and focuses on the 'here and now' rather than on the distant past or future. Good coaches believe thatthe individual always has ideas and opportunities to resolve whatever is holding them back but understands that they may need help to define their goals, settheir path, and achieve their success. Coaching is about listening, reflecting, asking questions and unlocking YOUR potential.

MENTORING


Mentoring is development driven, looking not just at the current job function but beyond, taking a more holistic approach to career development. Mentoring is non-evaluative, while coaching is based on measuring performance change. Due to the personal nature of mentoring, a mentor will more often than not draw on their personal experiences and expertise to help their mentee. This could be in the form of sharing a story that taught them a valuable lesson, or a challenge they overcame in their career.

RESTORATIVE ADVENTURE

Restorative Adventure can occur indoors or outdoors as well as in urban or rural settings. It incorporates games, trust activities and wilderness based programming. Mentors incorporate kinesthetic and natural elements into many of our sessions with activities such as hiking, fire-crafting, fishing, tandem canoeing, orienteering, climbing, tracking, archery, swimming, hiking, biking, carving/carpentry, wilderness exploration and more.

CONCLUSION


Coaching can support people to be the best people that they can be. Mediation can help with resolution if not reconciliation. Adventure, as noted above, can help reconnection and provide an environment to build new relationships within ourselves and with others.

FEEDBACK FROM CLIENTS


I have really enjoyed working with Tim for a few sessions. After the chaotic 2020 we have all experienced, the thoughts in my head felt like the insides of a tumble dryer. I knew I had the solutions for some of the challenges I was experiencing, I just couldnt tease them out. Speaking with Tim helped me to unravel some of the strands of my thinking and follow them through to identify several potential options as well as talk through the role I play in each scenario. Having someone listen without judgement and ask inciteful questions was invaluable at the time that I needed it the most. I have recommended him to others.[Anon. Manager, Education and Learning]

I found Tim's approach to coaching extremely helpful in exporting ideas and thinking of solutions. Tim really helped me to identify the cause of a particular stumbling block I had, thus enabling me to address it and move forward. [Anon. Manager, Jersey Charity]

Tim's approach will always help you explore and reveal more options and solutions. Tim knows how to motivate and guide you to find and achieve your goals. His ideas and way of thinking are built to help you eliminate any challenges you might face. Happy to have worked with him and would warmly recommend to anyone. [Cosmin Saltan cosmin@seeforward.co.uk]

Its great working with Tim, it took me a few sessions to understand that there was almost nothing he couldnt help on. Hes encyclopaedic on concepts that aid all areas of working life. His ability to be a head of the conversation creates a clear and effective pathway for any idea or challenge that is presented to him. He helped me with understanding the potential of myself, improved how i communicate and manage information, whilst maintaining a deep integrity for detail and complexity. Like with all excellent educational experiences my first thought is, how I wish more people can access it. Hes helped specifically in two areas, to present a systems approach methodology to a governmental group, and to rationalise my ideas for a small food business that I am a director of. [IH 2020]

Tim's style, manner and pragmatic approach has been very valuable. His contribution will have a positive and lasting effect on the way we work as a team. [AH 2020]

Tim Rogers independent and external view provided an excellent sounding-board and some practical challenges to the delivery of the IT Strategy and the development of the Service Delivery Plan and related Key Performance Indicators. What was particularly helpful was the use of a coaching and collaborative style that kept us in the driving seat, but allowed us to call on Tims experience at strategic intervals. We believe this allowed is to achieve on 6 weeks what might otherwise have taken 6 months. [MO 2020]

CONTACT

Tim HJ Rogers
ICF Coach, IoD Mentor, Mediation Practitioner
MBA Management Consultant + Change Practitioner
PRINCE2 Agile-Scrum Projects, Programmes and PMO
Tim@ThinkingFeelingBeing.com
http://thinkingfeelingbeing.com/


FOLLOW *THINKING FEELING BEING* https://www.linkedin.com/company/thinkingfeelingbeing

Helping people and organisations achieve their goals: We provide #facilitation and #support the #thinking, #feeling and action needed to #resolve and move forward.

There is an optimum combination of factors or qualities which help people and organisations transform. It is a blend of listening, challenging and sharing and comes from expertise, experience, curiosity and a passion to performance for a purpose.

#mediation #coach #mentor #philosophy #psychology #purpose #thinking #feeling #being #icfcoach #coaching


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About The Coaching Process


Different Styles Of Coaching


There are many different approaches to coaching depending on the needs and intended outcomes of the coaching process. The link below offers a few examples with a short summary to explain the format, content and application. Of course the best coaching is the combination that best serves the needs of the client. The summaries below are therefore to indicate the breadth and depth of possibilities and client experiences.


I use a blend of the following according to the client or the circumstance...

Psychodynamic (past - unconscious - influences on current thinking, feeling and believing and the context of person, role, circumstance)
Cognitive (thinking about situations, and having behaviour strategies, habits and routines)
Solution Focused (intention, aims, goals, methods and approaches)
Person Cantered Approach (understanding and exploring current thinking, feeling and being)
Existential Coaching (exploring sense of being, meaning, place and purpose and inner wisdom)
Gestalt (The focus on hear-and-now using the coachees words, meanings and experiences help understand how they are perceiving and why they are acting.)
Ontological Coaching (Coaching in language, emotions and body - Moods (Fear, Anger, Surprise) Attitudes (Acceptance or Non-Acceptance) and Language (Assertions-past, Assessments-present Declarations-future) affect our identity and our outcomes.

How Is Coaching Different From Mentoring?


Coaching is a process that aims to improve performance and focuses on the 'here and now' rather than on the distant past or future. Good coaches believe that the individual always has ideas and opportunities to whatever is holding them back but understands that they may need help to define their goals, set their path, and achieve their success. Coaching is about listening, reflecting, asking questions and unlocking YOUR potential.

It is important to know the difference between the following, and whilst I can do all of these, it is useful to be clear which role is being applied at any one time, and what is (or is not) part of the coaching contract and the ICF Guidelines

Coaching- supporting growth and change by evoking an individuals own resourcefulness Example: To support skills and performance, possibly towards new role or responsibilities or support the identification of goals, SMART objectives and strategies to achieve them

Facilitating-working with team members to accomplish tasks, projects and meet organizational goals Example: The supervision, support or implementation for projects, programmes or change or the facilitation and support of departmental, cross-functional or project teams

Mentoring-sharing knowledge, experience, and expertise to support others Example: The training and development of managers and leaders within the organisation

Consulting-guiding in a direction and motivating team members to work toward a vision Example: The facilitation, discussion, development of strategy, plans or projects

Your First Mentoring Session


As a guide this is what the IoD suggest is covered in the first get to know you session

To get the most out of your mentoring relationship and set you up for impactful outcomes we recommend that you Contract your relationship. Use this checklist to prepare and conduct a first meeting that will set you both up for success.

Before the first meeting
Have a look at your mentors/mentees profile, and specially their bio, to get to know them
Make sure your bio gives an up-to-date picture of you
Send a quick message through Chronus to introduce yourself. If your mentor/mentee hasnt given a bio in their profile ask for a short bio for them to introduce themselves.
Consider what you want from the mentoring relationship. Remember this is a two way street
Consider how you expect the mentorship towork
Consider what you expect of your mentor/mentee
At the first meeting

The goal of today is to get to know each other and agree how you want to work together. Successful mentoring relationships dont follow a prescriptive process. You need to choose the way in which this will work for you both. Your success will be built on having a clear and common expectation of what you want to achieve and how you are going to work together to achieve it.

We recommend using the following checklist of questions to ensure you cover key points for discussion and agree ways of working. At the end of your first meeting you can then populate your Contract for Success which sets out how you'd both like the mentorship to work.

Getting to know each other

Understand each other better(your career, background and interests)
Why are you interested in having a mentor/ Why are you mentoring?
What are you each looking to get out of this and the relationship?
What expectations do you have of your mentor/mentee?
What boundaries do you have?
Could there be any conflicts of interest?
Ways of working

What combination of support and challenge do youwant?
How do you like to work and what is important about that for you?
Aims and Goals of the Mentorship

What are your initialthoughts on what your mentorship goals are?
How will youmeasure the success of the relationship?
What are the clear and measurable outcomes?
Structure of the relationship

How often do youwant to meet?
How long do youwant to meet for?
Where / how do youwant to meet?
What sort of contact will take place between sessions?
How will youcreate check in points for reflections onhow well the relationship is goingand whether youare making progress?
How will youtrack progress?
Housekeeping

Who is going to take lead in terms of organising sessions?
How are we going to disengage/close the relationship?
How do we handle last minute cancellations or changes?
When will we know that the relationship has come to a natural close?

After the first meeting
Complete and upload your Contract for Success
Schedule your next session
Mentee: Start thinking through your goals. Use our guide to setting goals here (link to help resource)

The Coaching Process


Typically coaching follows the following sequence

Step1 Understated the coaching approaches and options
There are many different approaches to coaching as there are outcomes and the aim is to identify the best for the Client. Typically the discussion may be about [1] personal management or leadership skills [2] goals, objectives and performance [3] personal or team development or processes. Consequently the approach may vary according to your needs and preferences.

Step2 The induction meeting and chemistry session
The idea of the induction meeting and chemistry session is to get to know each-other and broadly discuss the scope, aims, objectives and intended outcome from the coaching. This is generally a 30 minute session and is free of charge.

Step3 The coaching contract, terms and conditions
This follows Step 2 and formalises the coaching arrangements, including duration, location, frequency etc. Where coaching is funded by the employer this may also include meeting the sponsor(s) and understanding their scope, aims, objectives and the noting the confidentiality for the Client.

Step4 The coaching sessions
Each session may be preceded by an appointment and possibly followed by a review. This may be a coaching session of 30, 60 or 90 minutes. The coaching session may be once only, weekly or monthly The appointment will be an email detailing the date, time, location and any relevant reference to previous sessions. It will also offer the opportunity to reflect on the previous session and agree the aim, scope and intended outcomes for the next session. It may also offer the opportunity to reflect on the previous session offering feedback on the format, content, output and outcomes.

Step5 The conclusion
The coaching sessions will continue until the expiry of the coaching contract or when the Client feels no more coaching is required.
At the end of the coaching sessions there will be a review against the original scope, aims, objectives and an assessment of the progress made, benefits and outcomes. For extended coaching arrangements (over several sessions) there may also be a similar mid-point review.

All correspondence and content of coaching sessions between Client and Coach is confidential. It is up to the Client what they choose to share with their sponsor(s) or employer(s). The Coach will be required to maintain records for supervision purposes of the ICF International Coaching Federation. This however will be at a high-level, typically relying upon the appointment and review correspondence which is generally bullet summary.

If you find coaching useful and helpful I would greatly value feedback, references and/or case studies. Since coaching is confidential this is entirely optional and can be anonymised. It is up to you if you want to share your experience, success or celebrate your goals, but I do welcome feedback and value the opportunity to share publicly.

Your First Coaching Session


To prepare for our first meeting, please take time to ponder and then answer the following questions. They are intended to begin the process of inquiry, reflection, learning, and forward movement.

About Your Life and Career
What are you proud of?
What has been your biggest disappointment
How would you describe your satisfaction with your life direction so far?
What words describe how you feel about your career?
What is the compliment or acknowledgement you hear most often about yourself?
What dream of yours is still unfulfilled?
What words describe you at your best?
What words describe you when you are at less than your best?
What activities have meaning and heart for you?
Imagine you can have one wish fulfilled. What one thing would you change?


About Coaching You
What will make this coaching relationship rewarding for you?
What approaches encourage or motivate you?
What approaches discourage or de-motivate you?
How will you know you are receiving value from this coaching relationship?
What else would you like me to know about you?

You may choose to keep the answers to yourself (the idea is to trigger inquiry, reflection, learning) but you may also wish to share some or all or the details with me so that I know a little bit more about you and am better able to support and facilitate your goals.

Later Coaching Sessions


Please reflect on these questionsfor each coach session.

Please Complete TheFollowing Prior To EachSession:-
This is what I have accomplishedsince our last call (i.e. my actionsand achievements):-
This is what I did not get done,but intended to:-
What can your coach do toimprove your coaching for yourparticular needs?

Next Session:
What is your main focus for yournext coaching session:-
These are the challenges that Inow face:-
What else do I want to tell you

Please Complete TheFollowing After EachSession
These, to me, were the mostuseful aspects of the coachingsession:-
The benefits, to me, ofaccomplishing the actions towhich I have committed are:-
The costs, to me, of notaccomplishing them are:-


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Coaching Checklist


Coaching is a process, you bring the content
Coaching is a process that aimsto improve performance andfocuses on the 'here and now'rather than on the distant past orfuture. I will support you to resolvewhatever is holding you backor to define goals,set path, and achieve success. Coaching is aboutlistening, reflecting, asking (sometimes challenging)questions and unlocking YOURpotential.

Confidentiality
All coaching conversations between the coach and the client are confidential. Only in circumstances of risk of harm (to you or others) will I follow the ICF guidance on necessary referral or relating to serious criminal offenses I have a duty to disclose that information to the relevant authority.


Conflicts and Colleagues
The coaching is focussed on you. You may discuss people, events, circumstances but my focus is upon you rather than them. If problems or a conflict of interest arises we should address this.

Coaching session date, time and place
Please keep to agreed appointments, and if you need to reschedule give as much notice as possible. Please ensure coaching is in an appropriate place to allow you to fully, confidentially and safely participate in the coaching session.

Data Protection and notes
Because of confidentiality I keep only short notes for the session and no actionpoints. I would encourage you tokeep your own notes or perhaps ajournal, ideally as part of a reflection immediately after the coaching session.

Coaching follows professional standards and ethics
Because of continuing education pursuing and/or maintaining ICF (International Coach Federation) credentials. I will share your name, contact information and start and end dates of coaching shared with ICF solely to verifying the coaching relationship, no personal notes will be shared.


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The GROW Model

GROW MODEL

Perhaps the simplest and most common approach to coaching is to use the GROW model.

As the GROW Model image above shows, the name is an acronym for the four key steps in GROW coaching: G-oals, R-eality, O-ptions and W-ill. With a few powerful coaching questions, a leader or coach can quickly raise awareness and responsibility in each area:

G: goals and aspirations
R: current situation, internal and external obstacles
O: possibilities, strengths and resources
W: actions and accountability

The key is to set a Goal which is inspiring and challenging, not just SMART (specific, measurable and achievable in a realistic time frame). Then move flexibly through the other stages, including revisiting the goal if necessary. The final Will element is the barometer of success. It converts the initial desire and intention into successful action.

The GROW approach promotes confidence and self-motivation, leading to increased productivity and personal satisfaction.

GOALS


What do you want to achieve from this coaching session?
What goal do you want to achieve?
What would you like to happen with ______?
What do you really want?
What would you like to accomplish?
What result are you trying to achieve?
What outcome would be ideal?
What do you want to change?
Why are you hoping to achieve this goal?
What would the benefits be if you achieved this goal?

REALITY


What is happening now (what, who, when, and how often)? What is the effect or result of this?
Have you already taken any steps towards your goal?
How would you describe what you did?
Where are you now in relation to your goal?
On a scale of one to 10, where are you?
What has contributed to your success so far?
What progress have you made so far?
What is working well right now?
What is required of you?
Why haven't you reached that goal already?
What do you think is stopping you?
What do you think was really happening?
Do you know other people who have achieved that goal?
What did you learn from _____?
What have you already tried?
How could you turn this around this time?
What could you do better this time?
If you asked ____, what would they say about you?
On a scale of one to 10, how severe/serious/urgent is the situation?
If someone said/did that to you, what would you think/feel/do?

OPTIONS OBSTACLES AND OPPORTUNITIES


What are your options?
What do you think you need to do next?
What could be your first step?
What do you think you need to do to get a better result (or closer to your goal)?
What else could you do?
Who else might be able to help?
What would happen if you did nothing?
What has worked for you already? How could you do more of that?
What would happen if you did that?
What is the hardest/most challenging part of that for you?
What advice would you give to a friend about that?
What would you gain/lose by doing/saying that?
If someone did/said that to you what do you think would happen?
What's the best/worst thing about that option?
Which option do you feel ready to act on?
How have you tacked this/a similar situation before?
What could you do differently?
Who do you know who has encountered a similar situation?
If anything was possible, what would you do?
What else?

WILL AND WAY FORWARD


How are going to go about it?
What do you think you need to do right now?
Tell me how youre going to do that.
How will you know when you have done it?
Is there anything else you can do?
On a scale of one to 10, what is the likelihood of your plan succeeding?
What would it take to make it a 10?
What obstacles are getting in the way of success?
What roadblocks do you expect or require planning?
What resources can help you?
Is there anything missing?
What will one small step you take now?
When are you going to start?
How will you know you have been successful?
What support do you need to get that done?
What will happen (or, what is the cost) of you NOT doing this?
What do you need from me/others to help you achieve this?
What are three actions you can take that would make sense this week?
On a scale of one to 10, how committed/motivated are you to doing it?
What would it take to make it a 10?


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10 Different Approaches


There are mamy different approaches to coaching depending on the needs and intended outcomes of the coaching process. Below are a few examples with a short summary to explain the format, content and application. Of course the best coaching is the combination that best serves the needs of the client. The summaries below are therefore to indicate the breadth and depth of possibilities and client experiences.

NO1 PSYCHODYNAMIC


Our stories of home, growing-up, relationships and work help us understand what has shaped us into who we are and key memories, thoughts, feelings, and aspirations help understand the emotions, thoughts and actions that drive us.

Isolating and examining each thought, feeling, sensation or action can help gain control of how each effects the other, provide clarity on cause and effect and relieve anxiety or confusion. This helps us gain confidence when dealing with challenged or making choices.

Not everyone wants to explore the past to understand WHY in order to identify strategies for WHAT and HOW to develop. For those that value introspection using psychodynamic coaching may be the right approach.

The benefit of better self understanding, dispassionate observation and thoughtful reflection is better control of our feelings, thoughts and actions to help us respond rather than react and provide better outcomes for ourselves and others.

NO2 COGNITIVE


How we think affects how we behave and faulty thinking (eg mind reading or fortune telling) and wrong assumptions (eg perfectionism or all-or-nothing) or unhelpful beliefs (eg blame, guilt or feeling an imposter) can have an adverse effect.

Cognitive coaching offers a variety of structured models to analyse the difference between who we ARE and what we DO. For example failing a driving test means I need to improve my skills not that I am a bad person!

Coaching helps the move from Performance Inhibiting Thinking (PIT) to Performance Enhancement Thinking (PET) typically using frameworks like SPACE, CLARITY, ABCDEF as practical step-by-step means to think, try and learn better approaches.

The THINKING + DOING approach is future orientated and goal focused, easily adapted and applied in many scenarios including self-coaching and teams.

LIST OF MODELS

SPACE = Social, Physical/Psychological, Actions, Cognition, Emotion
CLARITY = Context, Life Event, Actions, Reactions, Images and Identify, Thoughts, Your future choice
ABCDEF = Activity (event), Belief, Consequence, Dispute (change belief), Effective new response, Future focus

NO3 SOLUTION FOCUSED


Solution Focused coaching focuses on the current actions and future goals rather than the past.

Knowing the problem does not necessarily help us fix the problem. For example: If you crashed your car fixating on when, how and why you crashed is not helpful whereas a more positive approach may be: What are the many different ways we can travel to work?

The focus is therefore more practical than theory and more about what works than what does not. Usually the client is the expert and the coach role is facilitation (to ask rather than tell) using models like PEEP, and MAPS

The aim is co-ownership of the process with the goal set by the client and measured with questions like: What does success look like? And On a scale of 1 to 10 how are we doing? The emphasis is on the client to experiment to see what is practical and works.

Sometimes this is achieved by an insightful question: If A is bad and B is good, describe the difference and what actions and resources would achieve that change?

This approach can be used for skills, performance and development. The aim is self directed learning with each session ending with the question: Do we need to meet again or do you feel like you have done what you needed to do?

List Of Models

PEEP = Preferred outcome, Exceptions (when is this not a problem), Existing resources, Progress so far
MAPS = Multiple options, Asking how (action) not why (philosophical), Problems into possibilities, SMART steps
SMART = Specific, Measurable, Achievable, Relevant, and Time-bound

PDCA = Plan,Do,Check, Act
DMAIC = Define, Measure, Analyze, Improve and Control
GROW = Goal, Reality, Options, Will

NO4 PERSON CENTERED APPROACH


Do you ever feel you just want to talk? To be heard? To have someone listen? To express our ideas, thoughts and feelings and clarify your goals.

The person centered approach puts the client in charge and the coach listens with empathy and understanding. Occasionally they may seek clarification but the focus is on active listening rather than asking and never telling. The client decides the discussion and the direction. This may at times appear like counseling rather than coaching.

This is part of the Self Determination Theory: That people will grow like acorns into oaks provided they have the right nurture and care. They do not need to be fixed, they just need to be supported with empathy and regard. The emphasis is not WHAT happens but HOW it happens. Typically the coach echoes the clients inner voice and helps them hear, understand and make sense of their own thoughts.

The coach role is to support, not to direct, tell or advise. It is not about fixing or healing it is about therapeutic, empathetic and supportive listening.

NO5 GESTALT


Coach and Coachee may see the same thing but may think, feel and act very differently because of past experiences or assumptions. However it is not the past that is at issue, but the current effect. Coaching is recognising and updating old patterns with new patterns using a simple process: Scan/Awareness; Energy/Action; Contact; Resolution/closure; Withdrawal

The focus is on hear-and-now and describing what is happening using the coachees words, meanings and experiences help us understand how they are perceiving and why they are acting.

Obviously they see things differently because of past experiences, bias, assumptions etc. However it is not the past that is at issue, but the current effect. The focus is on NOW. Typically the focus is on R-reality of the GROW model.

The emphasis therefore is to recognise and close any unfinished business, bottled-up feelings or avoidance but not to dwell on it, but instead use the new awareness to create a new and more constructive pattern. This is not therapy: Nobody is broken. This is recognising and updating old patterns with new patterns.

The circular & repeated steps and components are Scan/Awareness; Energy/Action; Contact; Resolution/closure; Withdrawal

See also
http://www.clevelandconsultinggroup.com/articles/gestalt-cycle-of-experience.php
https://potentials.com/2012/07/the-pragmatics-of-magic-the-work-of-gestalt-coaching/

NO6 EXISTENTIAL COACHING


What are you? Are you your body? Are you your thoughts or feelings? Existential coaching is useful at a time of life crisis or change where it not about a problem to be fixed but a life to be lived. It is about describing (what and how) rather than explaining (why) it is to be you. It is an exploration with a view to discovery.

Are you like a ball with clear boundaries where you end and the world begins, and can be pulled and pushed? Or are you like a beach where the sea meets the shore but the boundaries are always changing. You are flexible according to the ebb and flow of circumstances?

Existential coaching is about the relatedness, uncertainty and excitement or anxiety of the flexible you. Like water over land you can embrace the world many different ways and still be you. The focus is on being not doing and coping rather than changing. It is about describing (what and how) rather than explaining (why) it is to be you.

It is useful at a time of life crisis or change where it not about a problem to be fixed but a life to be lived. It is an exploration with a view to discovery.

NO7 ONTOLOGICAL COACHING


Ontology (Our way of being) effects communication and behaviour, which effects results, which affects our quality of life. Coaching in all three areas of language, emotions and body has the potential to be transformative. Moods (Fear, Anger, Surprise) Attitudes (Acceptance or Non-Acceptance) and Language (Assertions-past, Assessments-present Declarations-future) affect our identity and our outcomes. Control = Awareness + Choice.

There are links with the SCARF model of five human social experiences: Status, Certainty, Autonomy, Relatedness and Fairness

The dynamic interrelationship of language, emotions and body can generate profound learning and deep constructive change.

Control = Awareness + Choice
Trust = Sincerely, Competency, Reliability, Involvement

It is highly effective because it is based on a new deeply grounded and practical understanding of language, moods and conversations for behavioural and cultural transformation.
see also
https://www.talkingabout.com.au/Study/LanguageAndActionEssay.pdf
https://www.lifeleadershipproject.com/case-study-spots/mood-managers/practice-guides-to-exploring-possibilities/seeing-new-possibilities/
https://www.verywellmind.com/an-overview-of-the-types-of-emotions-4163976
https://www.lifeleadershipproject.com/concepts/linguistic-acts/
http://www.newfieldinstitute.com.au/html/ontological_coaching.html
https://www.linkedin.com/pulse/what-so-special-ontological-coaching-alan-sieler
https://www.lifeleadershipproject.com/concepts/linguistic-acts/

NO8 NARRATIVE COACHING


Narrative Coaching is about understanding people's stories. Sometimes people do not need to be 'fixed' and do not need a problem to be 'solved' but instead need to be heard and feel listened to. This can help them think through their story, the plot, the people, the processes and the outcomes. It can help to reflect, to examine new perspectives, different choices for the future, and consider how to live the next chapter of their story, perhaps putting new viewpoint on the past.

A model for narrative coaching

1 1 HOW ARE THEY SITUATED (in the story, in life, in the room )- description not analysis

2 2 WHAT ARE THEY SEARCHING FOR what is the story, who are the characters, what is said and unsaid, what is expressed or hidden)

3 3 WHAT NEEDS TO SHIFT OR CHANGE (faulty logic, old experiences, flawed beliefs, perceptions, culture,assumptions)- focus on experience not explanation on the object (attribute) not the subject (self)

4 4 HOW WILL THEY SUSTAIN THE CHANGE what is the amended story, new context, new thinking, new behaviour,new role, new outcome)

Key axiom
Trust that everything you need is right in front of you
Be fully present to what IS without judgement
Speak only when you can improve on silence
Focus on generating experiences not explanations
Work directly with the narrative elements in the field
Stand at the threshold when a new story is emerging
see also
https://learninginaction.com/category/coaching/narrative-coaching/
https://learninginaction.com/coachingacrossthethreshold/#more-2704
https://www.customerinsightleader.com/books/narrative-coaching-helping-your-clients-stories-to-come-to-life/

NO9 PSYCHOLOGICAL DEVELOPMENT + COACHING


There is an argument that development happens in stages and you need to be good at the basics before you can really master the advanced. Coaching can help development within each stage, and also from one to the next.

1.Unformed ego: Dependent, Rule-bound, Social acceptance
2.Formed ego: Independent, Conscientious, Personal goals
3.Reformed ego: Inter-Dependent Self-managed, Self-fulfillment

NO10 TRANSPERSONAL COACHING


Trans(beyond)personal(ego)coaching(finding solutions and establishing resourcefulness) works with the whole person body, mind and spirit.Transpersonal coaches help people to resolve issues in their life, by facilitating processes that enable them to transform limiting self-constructs and debilitating beliefs into whole new ways of being.

Traditional coaching methods typically involve a dialog between a coach and a client aiming to address thinking, feeling and doing issues. Transpersonal coaching works with the unconscious processes.

1.Body (physical health & performance)
2.Mind (mental health & performance)
3.Emotion (motivations & reactions)
4.Shadow (unconscious aspects of the personality)
5.Connection (relationships & inter-relatedness of phenomena)
6.Soul (subtle essence of individuals & groups)
7.Spirit (causal & non-dual realms)
see also
https://jevondangeli.com/wp-content/uploads/2018/02/Transpersonal_Coaching_Handbook_2018.pdf
https://authentic-self-empowerment.com/transpersonal-coaching/


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Sample Coaching Agreement



Hello

Thank you for your interest in coaching.

There is a lot of paperwork here, but this is all part of professional coaching and the supervision and oversight that goes with it. You can browse this and ask questions at any time. To keep it simple all you need to do is reply to this email and confirm your agreement. If there is anything that you want to add, amend or delete, or anything that you want to discuss before we proceed please dont hesitate to get in touch by email [Tim@AdaptConsultingCompany.com] phone [447797762051] or via skype, zoom, whatsapp or messenger.

Best wishes


Tim HJ Rogers
CONSULTANT MENTOR COACH
Mob 447797762051 Tim@AdaptConsultingCompany.com
Skype timhjrogers Twitter @timhjrogers
Linked-In https://www.linkedin.com/in/timhjrogers/

COACHING CONTRACT



Coach: Tim HJ Rogers - AdaptConsultingCompany

Client: [AddDetailsHere]
Email Address: [AddDetailsHere]

Coaching Sessions:
Example01: 5 sessions, each of 1 hour, over 3 months to be scheduled by email at least 24 hours in advance, but ideally at a regular day/date and time.

Example02: 4 x 1-hour coaching sessions, capped at x (inc. VAT) per client package of 4 sessions. These can be scheduled at times to suit you.

Location:
The Coaching to be delivered via in-person, internet, telephone meetings (in accordance with COVID restrictions),but always subject to the Client preferences and needs.

Duration: From dd/mmm/yyyy, To dd/mmm/yyyy
This arrangement may be renewed, extended or terminated by mutual agreement in accordance with the Coaching Contract Terms and Conditions set-out below.

Aims/Objectives:
Typically the discussion may be about [1] personal management or leadership skills [2] goals, objectives and performance [3] personal or team development or processes. Or this may be Ad-hoc coaching, ie not specifically tied to predefined goals (project, career, family) or other specified outcomes.
Note: We can agree coaching aims and objective at each session, or as a theme across a number of sessions

Fees: [As agreed]
Note: Standard fees at 75/hour, but discounts available for front-line key workers who are doing so much to help our communities during this challenging time. As part of building my coaching business I am also able to offer discounts for new client referrals or testimony, or group coaching sessions (for example working with teams)

Recording:
The Coach engages in training and continuing education pursuing and/or maintaining ICF (International Coach Federation) credentials. Subject to prior agreement with the Client, the coach may record (audio/visual) a coaching conversation for the purposes of ICF education, supervision, or oversight. Any such recording will be held secure and only for the stated purpose. We generally use https://otter.ai/ for this purpose.

The Coach will be responsible for:


Time keeping of the session
Helping the client to set personal or professional goals that are meaningful, challenging and sustainable
Working with the client to find and use strategies to achieve those goals
Regularly reviewing with the client to ensure focus and progress are maintained
Offering the client valuable observations to share what they are seeing, hearing or feeling
Asking powerful questions to facilitate the clients progress
Exploring actions for the client to take to further their progress
Enabling the client to see things from a different perspective
Encouraging, supporting and being with the client throughout the coaching relationship
Maintaining confidential the content of the coaching sessions (within the limits of the law) and appropriately secure under the Data Protection Act
Monitoring ethical issues of coaching that may occur
Co-creating a positive learning relationship, encompassing respect, encouraging autonomy and enhancing the coaching experience
Ensuring a high level of professionalism in all interactions


The Client will be responsible for:

Attending scheduled coaching sessions on time and understanding that a session will be shortened accordingly as a result of late arrival
Working with the coach to develop appropriate coaching goals and strategies that will enable them to achieve those goals.
Approaching the coaching sessions with an open mind and a willingness to engage in the process.
Understanding that their progress will be greatly enhanced by appropriate preparation in advance of the coaching sessions and by allowing some time for any relevant actions in between sessions.
Letting the Coach know what is/isnt working in the coaching partnership.
Ensuring they are in an appropriate, quiet and private location for their coaching session.
Co-creating a positive learning relationship, encompassing respect, encouraging autonomy and enhancing the coaching experience.


TERMS AND CONDITIONS



This Agreement is entered into by and between: Tim HJ Rogers (Coach - Adapt Consulting Company Ltd) and Client whereby Coach agrees to provide Coaching Services for Client focusing on the topics /results /outcomes /goals outlined in the Coaching Contract.

Description of Coaching: Coaching is partnership (defined as an alliance, not a legal business partnership) between the Coach and the Client in a thought-provoking and creative process that inspires the client to maximize personal and professional potential.It is designed to facilitate the creation/development of personal, professional or business goals and to develop and carry out a strategy/plan for achieving those goals.

1) Coach-Client Relationship

A.Coach agrees to maintain the ethics and standards of behavior established by the International Coach Federation (ICF) (Coach federation.org/ethics). It is recommended that the Client review the ICF Code of Ethics and the applicable standards of behavior.

https://coachfederation.org/code-of-ethics

B.Client is solely responsible for creating and implementing his/her own physical, mental and emotional well-being, decisions, choices, actions and results arising out of or resulting from the coaching relationship and his/her coaching calls and interactions with the Coach. As such, the Client agrees that the Coach is not and will not be liable or responsible for any actions or inaction, or for any direct or indirect result of any services provided by the Coach. Client understands coaching is not therapy and does not substitute for therapy if needed, and does not prevent, cure, or treat any mental disorder or medical disease.

https://coachfederation.org/app/uploads/2018/06/Whitepaper-Client-Referral-June-2018.pdf

C.Client further acknowledges that he/she may terminate or discontinue the coaching relationship at any time.

D.Client acknowledges that coaching is a comprehensive process that may involve different areas of his or her life, including work, finances, health, relationships, education and recreation. The Client agrees that deciding how to handle these issues, incorporate coaching principles into those areas and implementing choices is exclusively the Clients responsibility.

E.Client acknowledges that coaching does not involve the diagnosis or treatment of mental disorders and that coaching is not to be used as a substitute for counselling, psychotherapy, psychoanalysis, mental health care, substance abuse treatment, or other professional advice by legal, medical or other qualified professionals and that it is the Clients exclusive responsibility to seek such independent professional guidance as needed. If Client is currently under the care of a mental health professional, it is recommended that the Client promptly inform the mental health care provider of the nature and extent of the coaching relationship agreed upon by the Client and the Coach.

F.The Client understands that in order to enhance the coaching relationship, the Client agrees to communicate honestly, be open to feedback and assistance and to create the time and energy to participate fully in the program.

2) Services

The parties agree to engage in Coaching Sessions as outlined the Coaching Contract. The Coach will be available to Client by e-mail and voicemail in between scheduled meetings using contact details below. Coach may also be available for additional time, per Clients request on a prorated basis of the Volume Discounted Rate (for example, reviewing documents, reading or writing reports, engaging in other Client related services outside of coaching hours)

3) Schedule and Fees

As noted in the Coaching Contract

4) Procedure

The time of the coaching meetings and/or location will be determined by Coach and Client based on a mutually agreed upon time. The Client will initiate all scheduled calls and will call the Coach at the following number for all scheduled meetings 07797762051 or via email to TimHJRogers@AdaptConsultingCompany.com to set-up Skype, Zoom, Teams, WhatsApp, Facetime, Messenger or Google Hangouts call If the Coach will be at any other number for a scheduled call, Client will be notified prior to the scheduled appointment time.

5) Confidentiality

This coaching relationship, as well as all information (documented or verbal) that the Client shares with the Coach as part of this relationship, is bound by the principles of confidentiality set forth in the ICF Code of Ethics. However, please be aware that the Coach-Client relationship is not considered a legally confidential relationship (like the medical and legal professions)and thus communications are not subject to the protection of any legally recognized privilege. The Coach agrees not to disclose any information pertaining to the Client without the Clients written consent. The Coach will not disclose the Clients name as a reference without the Clients consent. Confidential Information does not include information that: (a) was in the Coachs possession prior to its being furnished by the Client; (b) is generally known to the public or in the Clients industry; (c) is obtained by the Coach from a third party, without breach of any obligation to the Client; (d) is independently developed by the Coach without use of or reference to the Clients confidential information; or (e)the Coach is required by statute, lawfully issued summons, or by court order to disclose;(f) is disclosed to the Coach and as a result of such disclosure the Coach reasonably believes there to be an imminent or likely risk of danger or harm to the Client or others; and (g) involves illegal activity. The Client also acknowledges his or her continuing obligation to raise any confidentiality questions or concerns with the Coach in a timely manner.

6) Release of Information

The Coach engages in training and continuing education pursuing and/or maintaining ICF (International Coach Federation) credentials. That process requires the names and contact information of all Clients for possible verification by ICF. By signing this agreement, you agree to have only your name, contact information and start and end dates of coaching shared with ICF staff members and/or other parties involved in this process for the sole and necessary purpose of verifying the coaching relationship, no personal notes will be shared.

According to the ethics of our profession, topics may be anonymously and hypothetically shared with other coaching professionals for training, supervision, mentoring, evaluation, and for coach professional development and/or consultation purposes.

Additionally, subject to prior agreement with the Client, the coach may record (audio/visual) a coaching conversation for the purposes of continuing education pursuing and/or maintaining ICF (International Coach Federation) credentials.

7) Cancellation Policy

Client agrees that it is the Client's responsibility to notify the Coach 24 hours in advance of the scheduled calls/meetings. Coach reserves the right to bill Client for a missed meeting. Coach will attempt in good faith to reschedule the missed meeting.

8) Record Retention Policy

The Client acknowledges that the Coach has disclosed his/her record retention policy with respect to documents, information and data acquired or shared during the term of the Coach-Client relationship. Such records will be maintained by the Coach in a format of the Coachs choice (print or digital/electronic) for a period of not less than 1 year after the termination of the coaching agreement.

9) Termination

Either the Client or the Coach may terminate this Agreement at any time with one_weeks written notice .Client agrees to compensate the Coach for all coaching services rendered through and including the effective date of termination of the coaching relationship.

10) Limited Liability

Except as expressly provided in this Agreement, the Coach makes no guarantees, representations or warranties of any kind or nature, express or implied with respect to the coaching services negotiated, agreed upon and rendered.In no event shall the Coach be liable to the Client for any indirect, consequential or special damages. Notwithstanding any damages that the Client may incur, the Coachs entire liability under this Agreement, and the Clients exclusive remedy, shall be limited to the amount actually paid by the Client to the Coach under this Agreement for all coaching services rendered through and including the termination date.

11) Entire Agreement

This document reflects the entire agreement between the Coach and the Client, and reflects a complete understanding of the parties with respect to the subject matter. This Agreement supersedes all prior written and oral representations.The Agreement may not be amended, altered or supplemented except in writing signed by both the Coach and the Client.

12) Dispute Resolution

If a dispute arises out of this Agreement that cannot be resolved by mutual consent, the Client and Coach agree to attempt to mediate in good faith for up to 30 days after notice given. If the dispute is not so resolved, and in the event of legal action, the prevailing party shall be entitled to recover attorneys fees and court costs from the other party.

13) Severability

If any provision of this Agreement shall be held to be invalid or unenforceable for any reason, the remaining provisions shall continue to be valid and enforceable.If the Court finds that any provision of this Agreement is invalid or unenforceable, but that by limiting such provision it would become valid and enforceable, then such provision shall be deemed to be written, construed, and enforced as so limited.

14) Waiver

The failure of either party to enforce any provision of this Agreement shall not be construed as a waiver or limitation of that party's right to subsequently enforce and compel strict compliance with every provision of this Agreement.

15) Applicable Law

This Agreement shall be governed and construed in accordance with the laws of Jersey, without giving effect to any conflicts of laws provisions.

16) Binding Effect

This Agreement shall be binding upon the parties hereto and their respective successors and permissible assigns. Please sign both copies and return one copy of this Client Agreement prior to the first scheduled coaching meeting. Retain one copy for your records and mail the other to Tim@AdaptConsultingCompany.com

DATA PROTECTION


OUR CONTACT DETAILS


Name: Tim HJ Rogers (Coach)
Address: La Belle Hougue, Grouville Jersey
Phone Number: 07797762051
E-mail: TimHJRogers@gmail.com

WHAT TYPE OF INFORMATION WE HAVE

Personal identifiers, contacts and characteristics (for example, name and contact details)
The Coach engages in training and continuing education pursuing and/or maintaining ICF (International Coach Federation) Credentials. That process requires the names and contact information of all Clients for possible verification by ICF. By signing this agreement, you agree to have only your name, contact information and start and end dates of coaching shared with ICF staff members and/or other parties involved in this process for the sole and necessary purpose of verifying the coaching relationship, no personal notes will be shared.
According to the ethics of our profession,topics may be anonymously and hypothetically shared with other coaching professionals for training, supervision, mentoring, evaluation, and for coach professional development and/or consultation purposes.

HOW WE GET THE INFORMATION AND WHY WE HAVE IT

Most of the personal information we process is provided to us directly by you in relation to the Coaching Services (as outlined in Coaching Agreement)

UNDER THE DATA PROTECTION (JERSEY) LAW 2018, THE LAWFUL BASES WE RELY ON FOR PROCESSING THIS INFORMATION ARE:

We have a contractual obligation (as part of the Coaching Agreement)

WHAT WE DO WITH THE INFORMATION WE HAVE

We use the information that you have given us in order to fulfil the Coaching Services (as outlined in Coaching Agreement)
We may share this information (anonymously and hypothetically) with other coaching professionals for training, supervision, mentoring, evaluation, and for coach professional development and/or consultation purposes.

HOW WE STORE YOUR INFORMATION

Your Coaching Services (as outlined in Coaching Agreement) information is securely stored.
The choice of medium for electronic communication is yours. You as the Client should choose which-ever platform you feel most comfortable with [eg Skype, Zoom, Teams, WhatsApp, Facetime, Messenger or GoogleHangouts] noting the security, confidentiality and features that they provide.
We keep Coaching Services data for up to 1 year after termination of the coaching agreement. We will then secure dispose your information by shredding paper data and deleting electronic data.
We may keep anonymous and hypothetical data (not attributable to you) for longer for coaching professionals for training, supervision, mentoring, evaluation, and for coach professional development and/or consultation purposes.

YOUR DATA PROTECTION RIGHTS Under data protection law, you have rights including:

Your right of access - You have the right to ask us for copies of your personal information.
Your right to rectification - You have the right to ask us to rectify information you think is inaccurate. You also have the right to ask us to complete information you think is incomplete.
Your right to erasure - You have the right to ask us to erase your personal information in certain circumstances.
Your right to restriction of processing - You have the right to ask us to restrict the processing of your information in certain circumstances.
Your right to object to processing - You have the the right to object to the processing of your personal data in certain circumstances.
Your right to data portability - You have the right to ask that we transfer the information you gave us to another organisation, or to you, in certain circumstances.

You are not required to pay any charge for exercising your rights. If you make a request, we have four weeks to respond to you.

Please contact us at TimHJRogers@gmail.com if you wish to make a request.

How to complain
You can also complain to the Jersey Office of the Information Commissioner (JOIC) if you are unhappy with how we have used your data.
JOICs address:
2nd Floor
5 Castle Street
St. Helier
Jersey
JE2 3BT
enquiries@jerseyoic.org
+44 (0) 1534 716530


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Core Competencies

ICF CORE COMPETENCIES RATING LEVELS
https://coachingfederation.org/app/uploads/2017/12/ICFCompetenciesLevelsTable.pdf

A. Foundation

------------------------------------------------------------

1. DEMONSTRATES ETHICAL PRACTICE

Definition: Understands and consistently applies coaching ethics and standards of coaching.

Demonstrates personal integrity and honesty in interactions with clients, sponsors and relevant stakeholders
Is sensitive to clients identity, environment, experiences, values and beliefs
Uses language appropriate and respectful to clients, sponsors and relevant stakeholders
Abides by the ICF Code of Ethics and upholds the Core Values
Maintains confidentiality with client information per stakeholder agreements and pertinent laws
Maintains the distinctions between coaching, consulting, psychotherapy and other support professions
Refers clients to other support professionals, as appropriate

2. EMBODIES A COACHING MINDSET

Definition: Develops and maintains a mindset that is open, curious, flexible and client-centered.

Acknowledges that clients are responsible for their own choices
Engages in ongoing learning and development as a coach
Develops an ongoing reflective practice to enhance ones coaching
Remains aware of and open to the influence of context and culture on self and others
Uses awareness of self and ones intuition to benefit clients
Develops and maintains the ability to regulate ones emotions
Mentally and emotionally prepares for sessions
Seeks help from outside sources when necessary


B. Co-Creating the Relationship

------------------------------------------------------------

3. ESTABLISHES AND MAINTAINS AGREEMENTS

Definition: Partners with the client and relevant stakeholders to create clear agreements about the coaching relationship, process, plans and goals. Establishes agreements for the overall coaching engagement as well as those for each coaching session.

Explains what coaching is and is not and describes the process to the client and relevant stakeholders
Reaches agreement about what is and is not appropriate in the relationship, what is and is not being offered, and the responsibilities of the client and relevant stakeholders
Reaches agreement about the guidelines and specific parameters of the coaching relationship such as logistics, fees, scheduling, duration, termination, confidentiality and inclusion of others
Partners with the client and relevant stakeholders to establish an overall coaching plan and goals
Partners with the client to determine client-coach compatibility
Partners with the client to identify or reconfirm what they want to accomplish in the session
Partners with the client to define what the client believes they need to address or resolve to achieve what they want to accomplish in the session
Partners with the client to define or reconfirm measures of success for what the client wants to accomplish in the coaching engagement or individual session
Partners with the client to manage the time and focus of the session
Continues coaching in the direction of the clients desired outcome unless the client indicates otherwise
Partners with the client to end the coaching relationship in a way that honors the experience

4. CULTIVATES TRUST AND SAFETY

Definition: Partners with the client to create a safe, supportive environment that allows the client to share freely. Maintains a relationship of mutual respect and trust.

Seeks to understand the client within their context which may include their identity, environment, experiences, values and beliefs
Demonstrates respect for the clients identity, perceptions, style and language and adapts ones coaching to the client
Acknowledges and respects the clients unique talents, insights and work in the coaching process
Shows support, empathy and concern for the client
Acknowledges and supports the clients expression of feelings, perceptions, concerns, beliefs and suggestions
Demonstrates openness and transparency as a way to display vulnerability and build trust with the client

5. MAINTAINS PRESENCE

Definition: Is fully conscious and present with the client, employing a style that is open, flexible, grounded and confident

Remains focused, observant, empathetic and responsive to the client
Demonstrates curiosity during the coaching process
Manages ones emotions to stay present with the client
Demonstrates confidence in working with strong client emotions during the coaching process
Is comfortable working in a space of not knowing
Creates or allows space for silence, pause or reflection


C. Communicating Effectively

------------------------------------------------------------

6. LISTENS ACTIVELY

Definition: Focuses on what the client is and is not saying to fully understand what is being communicated in the context of the client systems and to support client self-expression

Considers the clients context, identity, environment, experiences, values and beliefs to enhance understanding of what the client is communicating
Reflects or summarizes what the client communicated to ensure clarity and understanding
Recognizes and inquires when there is more to what the client is communicating
Notices, acknowledges and explores the clients emotions, energy shifts, non-verbal cues or other behaviors
Integrates the clients words, tone of voice and body language to determine the full meaning of what is being communicated
Notices trends in the clients behaviors and emotions across sessions to discern themes and patterns

7. EVOKES AWARENESS

Definition: Facilitates client insight and learning by using tools and techniques such as powerful questioning, silence, metaphor or analogy

Considers client experience when deciding what might be most useful
Challenges the client as a way to evoke awareness or insight
Asks questions about the client, such as their way of thinking, values, needs,
wants and beliefs
Asks questions that help the client explore beyond current thinking
Invites the client to share more about their experience in the moment
Notices what is working to enhance client progress
Adjusts the coaching approach in response to the clients needs
Helps the client identify factors that influence current and future patterns of behavior, thinking or emotion
Invites the client to generate ideas about how they can move forward and what they are willing or able to do
Supports the client in reframing perspectives
Shares observations, insights and feelings, without attachment, that have the potential to create new learning for the client

D. Cultivating Learning and Growth

------------------------------------------------------------

8. FACILITATES CLIENT GROWTH


Definition: Partners with the client to transform learning and insight into action. Promotes client autonomy in the coaching process.

Works with the client to integrate new awareness, insight or learning into their worldview and behaviors
Partners with the client to design goals, actions and accountability measures that integrate and expand new learning
Acknowledges and supports client autonomy in the design of goals, actions and methods of accountability
Supports the client in identifying potential results or learning from identified action steps
Invites the client to consider how to move forward, including resources, support and potential barriers
Partners with the client to summarize learning and insight within or between sessions
Celebrates the clients progress and successes
Partners with the client to close the session


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