Firstly, may I begin by wishing you compliments of the season - I hope you had a happy and peaceful Christmas and enjoyed suitably cheery New Year celebrations!

I'm writing to tell you about the first CPD event of 2012.  It'll take place on Thursday 16th February at Kents Hill Park Training and Conference Centre in Milton Keynes.  It'll run from 09.30 - 15.30 and will be facilitated by Amanda Edwards, Coach-Mentor Supervisor with The OCM.  Our usual format is to offer a CPD session of about 2 hours in the morning followed by the opportunity for  group supervision in the afternoon.

The CDP topic will be Managing the coaching review process.  In these challenging times, coaches and clients are even more focused on the principles of value and return on investment.  How do we as coaches ensure that we have a robust and fit for purpose approach to reviewing the coaching process as we move through and conclude the relationship?  What is the latest thinking around client goal-setting and how does this fit in with the process? How do we really identify the value we have added to the client and how important is this?  This CPD session is opportunity to share and reflect on our processes for reviewing the impact of our coaching, review best practice and identify how we might want to enhance our approach as we move forward.  As well as providing a great networking opportunity, the event will help you build towards the total number of hours of CPD and Supervision required by the EMCC and you'll receive a CPD certificate which can be included in your log of personal development.

As with our previous events, there's no cost for the provision of CPD but we do ask for a contribution of £30 per head to cover the cost of the venue and light refreshments, which is payable before the event.   If you're not an OCM graduate or candidate, but an Associate or CIPD graduate or candidate and would like to attend, we'd love to have your company but ask for a contribution of £50 plus VAT. If you can let me know if you plan to attend before Monday 23rd January, that'll be great - please email pat@theocm.co.uk

I do hope you'll be able to join us for what will be a stimulating and innovative session and I very much look forward to hearing from you.

With kind regards as always,

PS Please see below for future CPD dates for your diary!

Thursday 22 March 2012          Katherine Long                                           Oxford
Wednesday 18 April 2012         Angela Hill                                                  Leeds
Wednesday 9 May 2012           Charlotte Bruce-Foulds                                Birmingham
Tuesday 15 May 2012               Alison Williamson                                       Bristol
Tuesday 12 June 2012              David Sleightholm                                       London
Thursday 5 July 2012                The OCM CPD and Supervision event          Oxford 

We are pleased to announce that the 2012 Annual CPD and Supervision conference will be held at the Barceló Hotel, Oxford on the 5th July 2012.  On the evening of the 5th we will also be holding our Annual Awards Dinner for this year's graduates and other OCM Alumni.

Following on from last year's success, we thought it best to give you plenty of notice to put the date in your diary as places will be limited and bookings will be taken on a strict first come, first served basis.  Like last year, we urge you to book early to avoid disappointment and take advantage of some great early bird offers that we’ll announce in the New Year.

Watch this space and save the date, we‘ll be in touch shortly with more information and instructions on how to book your place at this great event.

We look forward to seeing you in July.
                                                      
Best wishes

Lucy Morewood
Business Development Administrator

+44 (0) 1869 338989

lucy@theocm.co.uk

www.theocm.co.uk
 

 

 

If you are involved with coaching in your organisation, you will be aware of the need for regular, high quality supervision as organisations seek to

• Protect their investment in training internal coaches
• Enhance and professionalise the quality of coaching that is delivered
• Ensure there are robust processes for coach support, development and engagement

As an organisation, The OCM have been at the forefront of developing and delivering supervision training for individuals, delivering our first accredited programme in 2004.  Whilst there are excellent supervision qualifications available for the independent coach, we believe there is a gap in the market for a training programme that is uniquely designed to support the needs of internal coaches who are stepping into coach supervisor roles within their organisation.

To address this need, we are now proud to introduce our new "Coach as Supervisor" programme that is specifically designed to develop supervisory skills to enable experienced coaches to supervise other coaches with confidence and competence.  This is an ideal programme for an HR or L&D specialist who has qualified as a coach and now has the responsibility for developing an internal pool of coaches to work across the business and needs to provide them with supervisory support.

To view a detailed overview of the "Coach as Supervisor" programme please click here

We are running an open programme on the 18th January in London.  If you would like to speak to one of our experts to find out more about this programme (including content and pricing information) call The OCM on 01869 338989 or email our Business Development Manager Mark@theocm.co.uk  

The most recent surveys show that coaching and mentoring is used by 86% of organisations*, with an impressive

49%* of them rating it as the most effective talent management enabling activity. However, only 3%* of

organisations rate their talent development activities overall as very effective.

How can this be the case in the current economic climate? Surely it is critical that you make the most your

investment to ensure that your development activities become at least part of the 3% that are rated as very

effective. We have tackled this issue several times.

 

One of our clients, a global professional services firm, was keen to develop their leadership capability and move

towards a performance culture by creating coaching champions. However, they knew that to achieve their goals it

was critical to gain top level partner endorsement for their chosen strategy and by linking it directly to the wider

organisational strategy.

 

We worked with them to understand the exact leadership behaviours they wished to develop in order to achieve

their organisational strategy of a performance culture. We then incorporated these behaviours into a bespoke

performance coaching skills development programme specifically aimed at their partner population.

Crucially, we handpicked participants who were viewed as key stakeholders amongst that population. The results

were dramatic. The evaluation demonstrated that we achieved 80% positive** rating that the firm cared about an

individual's development (a key strategic goal). The evaluation also produced scores of 76%** and 73% positive**

for direct business benefits and indirect business benefits respectively.

 

Another client, a global utilities company, already had an active coaching culture which they wanted to continue

but were spending huge sums on external coaches and had no way of evaluating their impact or effectiveness.

They wanted to develop a highly effective internal coaching pool but also wanted to develop ways of protecting

their investment by ensuring the quality of internal coaching was as high as possible.

 

Having understood what they wanted to achieve, we delivered our Certificate in Coach-mentoring programme to

develop an internal pool of accredited coaches. The process took six months but the 12 coaches that were

created resulted in a direct cost saving of £171,500 in the first year alone.

 

We subsequently chose key stakeholders from the first cohort to embark on our ‘Coach as Supervisor’

programme. This has demonstrated their commitment to protect the organisation’s investment into training

internal coaches, enhancing and professionalising the quality of coaching delivered internally. It also

demonstrated to other key stakeholders that there are robust processes for coach support, development,

engagement and management.

 

In both these examples, working with us has enabled those with responsibility for procuring coaching and

mentoring services to not only maximise the return on their investment but also to be one of the few that could

rate their talent management strategies as very effective.

 

To find out more about how The OCM can help you manage your investment in coaching and mentoring, please

contact a member of our Business Development Team on 01869 338989.

 

* All figures come from the CIPD's 2011 Learning and Talent Development Survey

** All figures from The OCM's 180 Degree Feedback and Benchmarking Tool

2012 sees the official launch of the Distance Learning Diploma in Coaching and Mentoring.  The Distance Learning Diploma is an individual programme designed for specialists based outside the UK and those unable to attend the face to face elements of an open programme. The Distance Learning Diploma is aimed at those individuals who are working as an internal coach-mentor or as an independent professional working up to a senior management level. The programme can be started at any time and is therefore flexible in its approach with support provided by your own Coach-Mentor Supervisor to work around your diary. If you would like further information regarding the Distance learning programmes as well as other OCM qualification offerings please either visit our website or download a copy of our qualification prospectus.

Hi All!

Please find the all new OCM CPD event dates for your diary.

Date		Location and topic
Wednesday 2 November 2011	Alison Williamson	Bristol: of 'Changing a tyre after a coaching puncture'  - an exploration of real life issues arising within coaching that need immediate action to get things moving again
Thursday 3 November 2011	Katherine Long	Oxford: 'Themes and challenges in coaching supervision'
Wednesday 9 November 2011	Alun Jones	Leeds: 'Introducing a Coaching Culture and the Challenges facing Organisations'
Tuesday 6 December 2011	David Sleightholm	London
Thursday 16 February 2012	Amanda Edwards	Milton Keynes
Thursday 22 March 2012	Charlotte Bruce-Foulds	Oxford
Wednesday 18 April 2012	Angela Hill	Leeds
Wednesday 9 May 2012	Charlotte Bruce-Foulds	Birmingham
Tuesday 15 May 2012	Alison Williamson	Bristol
Tuesday 12 June 2012	TBC	London

 

If you need anymore information please dont hesitate to contact us.

Thanks in advance.

This is a book I have just finished reading and I thought you would appreciate a summary of the ideas and practical tools that are particularly relevant for teachers.

I have also included some questions from the book that you can ask yourself straight away.

Title:	Eat that Frog: Get more of the important things done today
Author:	Brian Tracy
Pages:	129
Practical Activities:	Yes

 

In a busy school where virtually every member of staff is working, at least, at 110%, this book sets out a clear simple and practical set of steps we can all use to get much more done in less time.

If you think of your most important goal/task, often the one that you are most likely to procrastinate on. When will you actually do it?
Brian Tracy suggests that you 'brand' this task as a frog, a big ugly frog. Then eat it - immediately. If you can eat your biggest and ugliest frog first thing in the morning then this is probably the worst thing that will happen to you all day long - how great would that feel?

Questions for Reflection

• Which one project or activity, if I did it in an excellent and timely fashion, would have the greatest positive impact on my life?
• What one skill, if developed and did in an excellent fashion, would have the greatest postive impact on my career?
• If you had an enormous amount of money, perhaps due to a lottery win, what work would you choose?

Hear for yourself - What is a frog and why eat one for breakfast?

Why should I read this book?

This book will save you time.

Personal and Professional Development are the best time savers there are.

A major reason for delay and procrastination is a feeling of inadequacy, lack of confidence or inability in a key area of the task. The steps in this book help you to conquer procrastination really effectively.

I want to remember

Get clarity on your goals and objectives by 'Thinking on Paper' in 7 simple steps:

1. What
2. Write
3. Deadlines
4. Activities
5. Plan
6. Act Now
7. Everyday

Prioritise your 'To Do List' daily with the ABCDE Method:

Click here for the full mindmap (drawn using iMindMap)

Significant learning for busy teachers

Eliminate tasks that are no longer relent to you or to anyone else, often something that you continue to do out of habit or because you enjoy it. (i.e. create yourself a 'Stop Doing List')

As a visual learner I love discovering new ways that describe the previously indescribable.

This is what my 'Guilt Chip' looked like.

Three years ago I found an image to describe the feeling of guilt that was at my core. It was amazing! As soon as I found an image I was able to describe so much more about the feeling and what was associated with that feeling.

I have tried out several talking therapies and it was in a Hypnotherapy session that I came up with this image. I didn't write any notes during the session, but was compelled to draw a mind map of what I had articulated, felt and thought.

It did the trick and got me out of the hole I was in and the mind map stayed on my office wall. It was only three years later did I realize that I had started talking about my 'guilt chip' in the past tense. This prompted me to look again at that mind map with fresh eyes. I realized that although my 'guilt chip' had now stopped being a major driver for my thoughts and feeling, the drivers that I had described in the session were still very much in evidence. I have come to realize that an imbalance in my approach to life was getting me into holes that were hard to get out of. This was one of the triggers that helped me to decide to embark on a learning journey to increase my self awareness, challenge automatic responses, and ultimately to

'replace the operating system in my head'.

(Thank you Derek Sivers suggesting this phrase in the July 2011 "Anything You Want" Duct Tape Marketing Podcast.)

Albert Einstein famously said:

"Insanity = doing the same thing over and over again and expecting different results."

And this is what I had been doing over and over again, focusing on getting out of my hole rather than really understanding what got me in the hole in the first place.

I have made a choice to approach life in a different way and it is already making a huge difference to how I see myself and how I respond to others, I am looking forward to learning more about what makes me me as I continue to craft a new operating system in my head over the coming months.

Since 1989, the Prisoners Education Trust has been providing access to broader learning opportunities for prisoners, to enhance their chances of building a better life after release.

They do this through a grants programme which assists over 2,000 prisoners each year to study distance learning courses in subjects and levels not available in prison, along with advice and support.

The Trust is the featured BBC Radio 4 appeal this Easter Sunday, 24th April,  Made by Lord David Ramsbotham, former Chief Inspector of Prisons and patron of the Trust, The OCM would like to encourage people to listen to the appeal (at 7.55am and again at 9.26pm on Easter Sunday). For more information or to support the Prisoner's Education Trust, please go to www.prisonerseducation.org.uk.  

Obviously the answer to this question is both yes and no!
I trained initially in Clinical Supervision and later in Transpersonal Supervision and began my supervisory career supervising senior managers and psychotherapists. Looking back, my first months supervising coaches taught me a great deal about the useful elements in my coaching toolkit and what I could effectively remove.

Subsequent feedback from coaches has helped me to became aware that the process model of clinical supervision was too slow for the coaching profession and while there is a valuable knowledge base in classic supervision practice, coaching supervision needs to take more cognizance of coaching theory, methods, contexts, competencies and ways of learning.

It also needs to be flexible enough to work with coaches from many different coaching schools. Students on the CSA Diploma in Coaching Supervision, for example, have to have a qualified COACH supervisor to supervise their supervision practice – even the best clinical supervisors will not do!

What do you think are the key ingredients of supervision? And how, in your experience, has it differed from more generic supervision?