Newsletter : November 2010

2011 Coaching Programmes Booking Now

CFM offers courses to suit all levels, beginner to master practitioner, in the inspiring setting of the Stirling Management Centre. All CFM training is mapped to EMCC standards and is certificated by leading bodies Institute of Leadership and Management or University of Strathclyde.
Please drop us a line with questions, or to book a place on info@cfmconsulting.net. “Completing the Diploma in Coaching and Mentoring helped me on a number of levels:- it reinforced my strengths, helped develop me in new areas, expanded my understanding of the core underyling principles and provided me with a number of insights into how to work to the highest professional and ethical standards through effective up-front contracting. I now feel more capable and more professional as a coach and I found the supervisory feedback from Lorna and Peter particularly useful.”
Derek Thomson Executive Coach

View From The Hill


“What’s in a word?” In short, everything! The only tool that a coach has is communication. If you can’t communicate you can’t coach. Communication is one of the four cultural attributes – Space, Time and Identity being the other three, but communication is the only constant. If we don’t have enough time, we will tell someone about it. We are constantly communicating our identity, maybe not in a formal sense, but we do it in the way we dress, the tone we use, the posture we take. In the same way we communicate our use of space – the layout of our homes, desks cars and handbags! So communication is constant. But how effective are we at communicating?
There are two aspects sending and receiving. Looking at receiving first when was the last time you had your “Listening” checked? Where are you listening from? What are the benefits and pitfalls of listening from “there”? Why not ask your supervisor to facilitate a few checks on your listening style and ability.
OK, so what about the sending? When you send a message are you sending a principle as well as the primary message? Is your delivery not as incisive as it could be and this dilutes the message? Do you challenge the meaning of the message to prove a point and lose impact?
I was interested to note from a conversation with a good friend the other week that counsellors have as many discussions about the differences between Counselling and Therapy as coaches do about the differences between Mentoring and Coaching!

For me this was a good example of the message being diluted as in the conversation. We witnessed that the counsellor and therapist were passionate about their respective disciplines, but afterwards they both admitted they should have spent less time discussing their respective definitions and more time on the implications. We both agreed on this, but it made me reflect on how guilty I am of this sometimes? Definately one for the supervision agenda I think.

CPD – A Place To Develop

We have had great feedback from our meeting on 17th November at the University of Edinburgh. 24 of us met for a stimulating session on Transference, presented by Peter Hill. There was a wonderful energy in the room as people networked, shared ideas and views on coaching. It was great to see coaches of all stages and backgrounds coming together to discuss best practice and ways of working.
The next dates for your diary
10th February – Mary Parker – Transactional Analysis (NB date has changed from 8th Feb)
17 February – Katherine St John Brooks – Ethical Dilemmas
£10.00 paid on the day incl. coffee and lunch.
Contact lorna@cfmconsulting.net to book a place.

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