Author Archives:

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.

… Read more

Exercise 1: Observation or Evaluation?

Which statements include observations, free of evaluation? Translate statements with  evaluations into possible observations.

1. “Raj pounded on the table and said he was tired of the tone police.”

2. “Jane didn’t ask me to come to the affinity group meeting.”

3. “My boss is a good manager.”

4. “Lila works long hours.”

5. “Bob was furious with me yesterday and he left for no reason.”

6. “Mika has a lot of power.”

7. “Shaun was the first one to leave every day this week.”

8. “The two teams rarely speak to each other.”

9. “Tony told me my filing system was amazing.”

10. “Wasim complained about me and implied that I was insensitive to people from the global south.”

… Read more

Originally published in  Coaching for Transformation

Sometimes we refer to parts as energies. In seeking the gift that each part brings, we put our attention on their energy, which can reveal their underlying purpose. Even if a part is frustrated, angry or hurt, underneath is the life force. When we feel the core of the anger or pain, we fully accept the emotions and create space for the fullness of their expression.

At the center of longing is pure energy. Connect with that pure energy and the heavens open. Just sitting with the pure energy of a part can be a deeply satisfying, mystical experience.… Read more

Originally published in  Coaching for Transformation

Instead of talking about the parts, we talk about the parts. We invite parts to speak for themselves, to share their viewpoint, feelings, and needs in their own words. Parts express surprise and delight when they finally get a chance to speak. Even more important, when they learn that the client is truly eager to listen—that’s where the healing begins.

Just like people, parts want to be known and appreciated. Thanking these parts for their service goes a long way toward helping them feel valued.

Many parts will speak of their own accord without much prompting.… Read more

Originally published in  Coaching for Transformation

Prepare for the session

1) Take a moment to self-connect, remember your coach’s stand and set your intention to serve your client.

2) Connect with your client.

3) Get clear about your client’s intention for the session.

4) Explain the purpose of Embracing the Shadow—to create space for parts to be acknowledged.

5) Ensure that your client is ready to begin.

Begin the session

1) Identify a part that would like to be understood more fully.

2) Get permission from the protectors to talk to the part.

3) Ask the client to move to a new place in the room to embody that part.… Read more

Originally published in  Coaching for Transformation

At the center of the psyche is the Self, which is compassionate and wise. The Self integrates the work of the parts as they help us to cope, deal with difficulties or protect us from pain. The Self is not a part; it acts as a witness or a conductor who becomes increasingly aware of parts and can bring all parts into alignment. The Self sits in the seat of benevolent sovereignty. When the coach helps the client separate parts from the Self and listens to each other, it creates opportunities for choice that benefit the whole system.… Read more