In the words of Potter Stewart (Former Associate Justice, Supreme Court of the United States), "Ethics is knowing the difference between what you have the right to do and what is right to do."
It's oft said that trust takes a lifetime to build, but can disappear in an instant, which is why it's so important not to leave it to chance, assume it will be freely given or be passive about securing it. Ethics form the foundation for trust. A coach’s personal code of ethics is the cornerstone of the coach and client relationship. Clear boundaries around what is and isn't acceptable behavior for ourselves and others are vital.
Later this month, the IOC will join a cadre of global sponsors and diverse group of coaches for the world's first conference dedicated to ethics in the coaching industry. The virtual Coaching Ethics Forum: Exploring in Ethics in Coaching, IOC leaders Carol Kauffman, Margaret Moore, Jeffrey Hull, Angela Passarelli and Pamela Larde will present. We'll address the ethical issues concerning formal feedback as a powerful tool for personal and professional growth. How can we ensure the integrity of the data collected and fed back to the client? How do we manage psychological safety and power dynamics when delivering feedback? How might characteristics of the individual being coached, such as race, gender and sexual-orientation, impact others’ assessments of their performance? In a panel discussion, we'll present scholarly literature on the ethical dimension of feedback in coaching. Participants will then join us in translating research to practice and raising new questions for future research.
This month, we also celebrate Black History Month and we'd like to formally acknowledge the contributions that black women and men have made, and continue to make, towards the development of our nation. Racial equity is an important topic here at the IOC. Last year, we hosted a webinar on, "The Impact of Black Women in Coaching," that was so well received we've initiated a six-week discussion group to continue the dialogue.
In 2021, we introduced our Race, Equity and Inclusion (REI) Council to shape our equitable future using coaching research and science. The REI Council is committed to elevating the visibility of people of color in the field of coaching, and to directly address and work towards the eradication of the issues that hinder them in the pursuit of their career goals and dreams.
Finally, though, we know that promoting racial equity can't be limited to one program or even a series of initiatives. It must be embedded in the fabric of our organization and reflected in who we hire, who we work with and who we shine a spotlight on. That's why we're proud to share that you'll be seeing more black men and women, with diverse areas of expertise, featured more prominently in everything we do.
We send our gratitude to all of you, our members and supporters, and hope you enjoy the February resources.
The IOC Team
Given the long history and global prevalence of oppression, you may have wondered about coaching models for oppression. This research dose features a 2016 article on a unique study of emancipatory coaching.
Oppression happens when a social group distorts the humanity of some of its members through unjust and sometimes violent perceptions and actions. It usually targets specific groups based on gender, ethnicity, ability, age, wealth, beliefs, sexuality and other factors. At its worst, oppressed individuals suffer from a depreciating self-regard, living in a continuous state of fear and feelings of loss of control over their lives. The oppression amplifies past wounds; it generates helplessness in the present and destroys optimism for the future. Even bystanders in an oppressive environment experience a long list of psychic wounds.
Emancipatory work is founded on the belief that humanization – restoring one’s humanity and becoming fully human – is the vocation of all people. With intense training and deep reflection on the nature of oppression, coaches have the potential to help oppressed coachees process and reframe their experiences, and transform oppression into generative action and emancipation.
Scientific disciplines are uplifted and expanded by unifying themes and theories that can link disparate constructs, research results, scientists, and practitioners. A good example is self-determination theory, a unifying theory and sub-theories for human motivation and personality. Another example is the Big Five personality assessment, which invigorated personality psychology. On the other hand, observers have criticized the field of positive psychology for lacking a unifying meta-theory that brings together the numerous constructs, study results, and scientists.
A few weeks ago, we published a research dose on the stellar work that Scott Barry Kaufman has done in mapping the work of Abraham Maslow to the latest theory and research on well-being and personality. Here, we offer a Research Mini Dose in PowerPoint format that you can download and share with clients and others you support.
"In Maslow’s terms, self-actualization is about living in states of deep acceptance, appreciation, equanimity, compassion, clarity, authenticity, purpose, and creativity along with peak, transcendent experiences of oneness alongside a strong sense of self." ~ Scott Barry Kaufman
The need for leaders to think and act from a Both/And perspective has gained increasing attention during the past decades. Polarities like candor::diplomacy, structure::flexibility, local::global, employee-focus::organization-focus are central to complexity, transformation, and development. Unfortunately, while many talk about the criticality and benefits of Both/And leadership, few offer practical methods to help coaches support their clients as they develop this later-stage muscle. ...
Executive coaches routinely use feedback to enrich their reflective practice and professional development. Most of them actively seek developmental feedback from peers, mentors, supervisors and assessors. Yet, they neglect a key group of stakeholders who spend the most time observing them in practice: their clients....
In this session, Kelly Lewis, co-author of Navigating Polarities: Using Both/And Thinking to Lead Transformation, will explore why navigating these paradoxical tensions is often easier said than done, the important role identity and vulnerability play in navigating them, and introduce practical coaching applications that help clients develop both/and mindsets, heartsets, and skillsets.
Vino & Vision, a DARMILL GROUP Company
Vino & Vision Global combines professional coaching with activity-based learning to create positive, sustainable change for people around the world. Through Vino & Vision’s proprietary 9-module coach training program, life, leadership, and wellness coaches can become certified by Vino & Vision. Coaches use the integrated creative activities for their own growth. They also use them as tools, empowering clients to break through limiting beliefs, realize their deeply rooted passions, take actions that align and live more fulfilling lives.
Vino & Vision also strives to bring growth and positive change to corporations through this unique program.
For individuals interested in personal growth through community and activity-based creative events such as yoga, crafts, art, music and more, we provide an online membership with ever-evolving opportunities.
President and Chief Executive Officer, Dr. Milu Islam leads the Vino & Vision Global’s mission to help people achieve greater levels of success, whether personally, professionally or as an organization. Dr. Milu Islam is also the founder of Darmill Group, a leading executive and business coaching company that helps transform techniques and processes used by large companies into business practices that propel the growth of small privately held companies.
The IOC is a global community of coaches.