Category Archives: Uncategorized

As the value of coaching for nonprofit leaders became more apparent, Leadership that Works and other coaching organizations began providing coaching skills training to nonprofit staff to create coaching cultures within organizations. Coaching is most effective in organizations where executives and senior managers support coaching and have been through training. Combined with peer coaching programs, this approach builds a coaching culture and creates a more productive, engaged, results-oriented workforce. When organizations and their partners participate in coaching training together, the culture spreads like a social epidemic, and can make action-oriented, individual empowerment, and effective collaboration the norm in organizations and communities.… Read more

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Appreciative Inquiry is an organization development process that permeates the coaching world. The process starts with the belief that whatever we put our attention on appreciates (grows and develops). When we focus on clients’ problems, those problems become more entrenched and difficult. When we focus on strengths, creativity, aliveness and movement, those parts grow and get stronger.

At the core of Appreciative Inquiry is the choice to view human beings as mysterious, moving, changing, expanding, life-affirming, creative, spiritual beings. Once we make this choice, we no longer see people as problems to be solved or issues to be fixed. Together with our clients, we look deeply, call forth and nourish the life-generating forces already in existence to create a present and future that is more joyful and fulfilling.… Read more

Imagine communities where…

Parents engage fully in the lives, education and health of their children.

Families learn how to create financial stability.

Community members create food systems, health systems, financial systems and educational systems that create a level playing field.

Initiatives foster more honest communication and effective feedback structures.

People share a common belief that all humans have the ability to create meaningful and happy lives.

Seasoned leaders, nonprofit staff and emerging leaders have the support, time and energy to engage in professional development to effect change in their communities.

We envision coaching skills embedded in communities everywhere, so that parents, teachers, caseworkers and change makers thrive.… Read more

An Interview With Richard Michaels

Omega: How can coaching play a role in social change?

Richard: Meaningful social change is built on a foundation of connection and understanding. Deep listening and empowering questions are two coaching tools that support these basic and profound tools.

When we listen with full attention and an open mind, we relate to others through our direct experience rather than through filters of the past. It opens the window to our commonalities and seeing the inherent value of others. We view our differences within a new context wherein those very differences enhance what is possible.

Questions stimulate our conscious and unconscious mind to see into the heart of the matter.… Read more

Practices for cultivating and maintaining trust

If I would have to choose one word which is always relevant to the personal and professional journey of any Change-Maker; one word which is a key factor in the success of each project, initiative or team work; one word which is significant to leaders as well as to educators, to individuals as well as to entire communities – That word is TRUST.

Why trust?

Because it is at the core of our activities as leaders in a world of social-environmental-educational-economical transformations and paradigm shifts. Because it’s a necessary component for a thriving, sustainable and healthy human society.… Read more

…and get a solid return on your investment

7 Steps for Coaching is no longer restricted to private conversations for the privileged few at the top. It’s not just a perk for rising stars. Today coaching is woven into the culture of the organization and impacts people at every level.The research is clear… coaching improves performance, collaboration and output. For more than 20 years, coaching has been a key component of leadership development programs and nearly all large organizations develop top performers by using external coaches or developing internal coaches.1 Developing a coaching culture is a game changer that shifts the way people work together.

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There’s no denying it, unconscious bias is trendy. It’s so trendy, it’s even become an acronym in some of my circles, known affectionately as “UB.” But as often occurs when a term or concept becomes common or mainstream, myths and misinformation abound: Myth 1: We don’t need to worry anymore about conscious bias or bigotry. We are not “post-racial.” Individual acts of verbal, physical and emotional violence against people due to their real or perceived group membership are still relatively common. One of my least favorite statistics is that the number of active hate groups in the U.S. has increased by 56 percent — to over 900 — since 2000, particularly since President Obama took office in 2008.

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Making Friends with Your Inner Judge

1. What makes you difficult? What do you DO that stimulates you to think of yourself as difficult?
2. What does your inner JUDGE say about your actions? 
3. What are your feelings connected to each judgment?
4. What are your unmet needs connected to each judgment?

1. Action: I chose to co-facilitate with someone who did not have the competencies I expected. 

2. Inner Judge:	3. Feelings	4. Needs
I’m so stupid, could ruin my reputation	disappointed	recognition
I’ve never been wrong about people before	shocked	trust my intuition
I was duped by his on-line articulation	bewildered	careful choice

Making Friends with Your Inner Chooser

1. Think again about what you DO that stimulates you to think of yourself as difficult.

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1. Trigger – 

The first step is capturing some stimulating moments, the words or events, the “trigger” with no censoring – anything goes. Not telling anyone else, just acknowledging something came up with some charge for me. Remembering, when I focus on wrongness or blame, my attention can easily move to seeking someone to punish. It might be I want to punish the other person for treating me poorly, or I may kick myself for being stupid or not learning better. I mention the “trigger” below and move to step two.

2. Observation –

The second step is to translate this stimulus/trigger into a simple, neutral description (no judgments or labels) – what took place; an observation.… Read more