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POSTED May 13, 2021

    By ATD-GTC Marketing

ATD Greater Twin Cities Monthly Newsletter: May 2021

Dear Members,

This edition of our ATD-GTC newsletter is dedicated to our current and previous Coaching Community of Practice (CoP) leaders and the coaches who make up a critical element of our ATD community.

According to the wall street journal there are nearly 10,000 coaches worldwide who help professionals navigate and overcome multiple professional obstacles.  The best coaches see themselves as partners – asking thought provoking questions.  Coaches ask the questions that help us achieve clarity about our own goals, challenge our self-limiting talk and help us see the potential to remove the barriers we might have put in our own way. Coaches do much more than give us the pep talk, straight talk or tough talk we need.  Great coaches lift us up and help see clear ways we can do the work to become our best selves.

In 2014, recognizing the impact great coaches have on talent development, the American Society for Training & Development (ASTD) officially changed its name to the Association for Talent Development (ATD).  Its aim was to invite an even wider range of talent professionals who empower professionals to develop talent in the workplace to come together as community. 

Over the last decade, our Coaching CoP has been fortunate to have been stewarded by some phenomenal leaders who have brought together coaching professionals to share best practices, learn new approaches and challenge current thinking.  The Coaching CoP has been one the most cohesive communities in our chapter and has offered not only outstanding content, they have been able to bring people together to discuss new trends, approaches and challenges that impact coaching professionals.

We would like to extend our warmest thanks to Julie Berg, Cindy Edwards, Stacey Larson and Lisa Hayes for their contributions to the ATD-GTC Coaching CoP.

Regards,

Mary Rapaport, Vice President, Professional Development

  

 Welcome New Members

The following new members have joined our chapter in the past month:

  • A. Amann
  • J. Davis
  • S. Heiam
  • S. Krisher
  • N. Krutzfeldt
  • J. Kunkel
  • T. Mattson
  • J. Rowan
  • S. Sheen
  • T. Thorsgaard

We welcome you on behalf of the Board and all members, and hope to connect with you soon at one of our regular events.

 

 Community Spotlight: ATD-GTC's New Monthly Networking Sessions

Photo of Stacey LarsonPhoto of Lisa HayesQ&A with Coaching CoP Leads: Stacey Larson & Lisa Hayes

The Coaching CoP has been a thriving ATD-GTC community for many years and has been fortunate to have consistently benefited from strong leadership with a clear vision for how to help its members learn and grow together. That disciplined and focused approach has continued up to today, with the current Leads Stacey Larson and Lisa Hayes –who took over the reins in January 2020.

Over the course of the pandemic, they have kept the Coaching CoP on track by following a cohesive plan of interconnected topics aimed at helping their members continue to grow while rising to meet the challenges presented by unprecedented social conditions.

Earlier this month, we met with Stacey and Lisa and asked them some questions about the CoP, coaching in general, and their theme for 2021: Join us as we evolve our (internal or external) coaching practice together.


Q:
What is the Coaching Community of Practice (CoP)?
Stacey:

My sense of the Coaching CoP is that it has been many things over time. I think when Lisa and I came into the picture, there was already a strong tradition in the Coaching CoP at ATD that external coaches were looking for a place to hang out together; a place to chat and get together regularly.

Then it started expanding and including coaches that weren’t necessarily certified or trained officially in coaching, but they really were hungry for coaching. They were managers, leaders and HR folks who want to use coaching in their organizations, and they started to come to ATD and say, “how can we use coaching better? How can we leverage coaching at my workplace without necessarily being certified?”

So, they were looking for techniques and tools and other people like themselves who really wanted to do this inside of organizations. And I think that’s where we’ve taken it and run with it.

Lisa:

I think how I look at the Coaching CoP, in addition to what Stacey mentioned, is that it’s a place to come together to learn and grow and network and be better at whatever it is we’re doing. Whether that’s as a leader who is coaching employees, or someone in HR who is coaching and training in their organizations, or as external coaches. How do we learn and grow together? Because I believe there’s power when people come together, and if you learn from others, you can try different things.

I think, that what makes this CoP special is that we can learn and grow from others who are doing the same or similar type of work as us.

Stacey:

Coaching is a practice. It is not like other professions. It’s a practice every day and leaders who coach, and coaches have an approach to pretty much every conversation that comes from a place of curiosity; that comes from a place of having the other person own their own stuff. It’s not about being an expert. It’s not about telling everybody what to do, and so we’ve got to practice what we preach. We’ve got to show up and be part of a growing practice for ourselves and for each other.

That’s what the Coaching CoP is. It’s our touch base to make sure we’re staying on track in that approach.

Q:
Do you have to be a coach to attend the CoP?
Stacey:

We ensure the COP is very welcoming for everybody, no matter what level or whether they’re coaching formally or informally. Because this isn’t about showing what we know, this is about wanting to hear and bring forward the real things that are occurring in daily organizational life. This isn’t about pulling things out of a text book; this is real stuff that’s happening so the non-coaches are really gaining some tools and techniques.

But they’re also realizing they don’t have to go and get certified to use coaching techniques. They can use it every day in their practice, and that can be enough to transform many types of relationships and situations within their organizations.

Lisa:

I would like to echo everything Stacey just said because oftentimes you find managers or other people coming to our CoP looking for new methods, and sometimes people are brought into the role of a “coach” without really having any training or even knowledge that they’re supposed to be a coach. I think there’s value in learning different ways to be effective and help their teams. We’re trying to continue to build that message out there that you don’t have to be a certified coach.

The coach is an external person. Our message is: are you using coaching? Do you need to learn the art of asking questions and being curious and helping your employee or whomever move from point A to point B and meet them where they’re at? Are you excited to learn the practice and to contribute and to take away new knowledge?

Q:
Do you have any words of advice for those of us who find ourselves being informal coaches or mentors on the job?
Stacey:
I always say, “listen to the person in front of you."

Start by listening to what’s going on for the person in front of you. Then, the next thing you do is you reflect back what you think you’re hearing from them. It’s not about solving their problem; coaching is a very different role. It’s about listening to the person in front of you.  And it’s not your job to solve.

Lisa:

Be curious. I think getting curious is the best thing you can do. And that ties in to what Stacey said about listening. But truly listening to what they’re not even saying and trying to hear what might be really going on.

I would also add that it’s important to push yourself aside because sometimes we get brought in as experts. So, the words of advice I would add are that it’s not about you; it’s never about you, and it’s never about your experience and your expertise, it’s about the other person. Especially if you’re not in a coaching role all the time. If you’re a manager who’s coaching or someone in Talent Development who’s coaching in their role, remember to put your own expertise and stuff aside.

Q:
When does the Coaching CoP occur?
Stacey:

 This year, we chose six dates. They’re on the calendar on the website — generally on the third Tuesday of the month.

Lisa:

 We chose these six dates based on the ebb and flow of the field.

Stacey:

 To not stick with a monthly meeting is a big change for us this year.  Instead of just trying to fit things in, we really were trying to be thoughtful about what is the best use of everybody’s time, what are the right topics to have and how do we keep a structure going?

We wanted the CoP to be something innovative and new this year; we’re trying to make this something that’s beneficial to those that join us. So, our theme this year is, “evolving our (internal or external) coaching practice together.

Our next meeting is in June. then we’re doing September and November. Please check the calendar for exact dates. 

   Stacey Larson, Ed. D. is a leadership development coach. You can find her online at AuthenticEdge.com.
Lisa Hayes is an executive coach and facilitator. You can find her online at  Through-the-Hayes.com.



Member Spotlight: Helping Others Be Their Best Selves

Photo of Terri MattsonQ&A with Member,  Terri Mattson

Our goal is to bring a short Q&A with an ATD-GTC member each month to help us get to know one another a little better. Anyone can participate and everyone is encouraged to be involved. Whether you are new to Talent Development, aspiring or seasoned your opinions and perspectives are interesting and welcome.

If you would like to be interviewed for this short Q&A, please email Marketing[at]atd-gtc.org.

Q:
What motivates you?
Terri:
People and their wellness and health motivate me. I believe everyone has the right to be their best self and sometimes need a champion to get them to the desired outcome.
Q:
So much in our lives today is dependent upon connecting and being informed via social media —particularly during this pandemic.   Are there any ways you've found to leverage social media for teaching and learning that has elevated your practice?
Terri:

Due to the pandemic, my entire practice had to shift to social media. While the transition took some time, it opened up my reach to so many more people. I had to become creative with my presentations, and learn how to connect and engage through social media.

The best outcomes have been through offering free programs with a follow up plan, and really communicating every day with social media followers. Most people enjoy participating in a poll and connecting with me in my personal setting. I have found that people will respond to personal notes and easy challenges which, as a coach, provides a way for me to find those who sometimes stay silent or wait for the right time to seek coaching.

Q:
When did you graduate and how long have you been at your current job?
Terri:

That is a great question. I graduated with my certificate as an Integrative Wellness & Life Coach in August, 2016. I actually started my practice in the spring of 2016, but felt empowered after completing the course.

Since then, I have grown my practice from an onsite corporate coaching session, to public speaking, to individual life coaching, to hosting retreats. Nothing comes quickly — you have to take your time, learn the trade, research, develop the craft and build a quality reputation.

    Terri Mattson has been in the coaching field for over 14 years and founded Beginning Today Lifestyle Wellness in 2016. She is passionate about helping others be the best they can personally be, beginning today. She lives online at www.beginning-today.com. When offline, she lives with her husband and is the mother of four, now grown boys. 


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