The profession of coaching has grown and continues to do so such that “nearly every age, occupation, and personal passion has a coach waiting to answer the call” (p. xiii). In particular, coaching is becoming a common part of an organization’s toolkit to help rank-and-file employees on up to top executives (Whitworth et al., 2007).
Much has been heralded (especially within the past several years) about coaching and its benefits. No, I’m not talking about sports coaching, but rather coaching applied to the world of business, also known as executive coaching. Because there’s no law (in the U.S.) preventing anyone from calling him/herself a “coach” or using the word “coaching,” executive coaching can sometimes seem like the old wild west. Research indicates that within the field of coaching, one of the fastest growing areas is in business (includes executive) coaching (WABC, cited in Stout Rostron, 2009).
It’s interesting to note that many who enter the coaching profession do so without any formal psychological training (Peltier, 2010). As such, they often question the need for this type of background. A 2009 Harvard study of coaching showed that only 13% of coaches believed that psychological training was necessary and almost half didn’t think it was important at all (Kauffman & Coutu, cited by Peltier, 2010).
However, the study also observed that even though coaches are only hired to help executives with personal issues 3% of the time, these same coaches, in fact, addressed a personal issue 76% of the time in coaching!
Stout Rostron (2009) maintains that while business coaches don’t need to be psychologists, they should at a minimum receive “practical grounding or ‘literacy’ in psychological theory” (p. 25).
While researching coaching textbooks, I came across the Institute of Coaching, an organization that aims to legitimize the field and practice of coaching by promoting coaching research, education, and practice. It is “dedicated to enhancing the integrity and credibility of the field of coaching.” Stout Rostron (2009) talked about the need to create empirical evidence on executive coaching and its impact. This is why I believe the existence of the Institute of Coaching will be a tremendous boost to help build that much needed credibility in the otherwise undisciplined field of coaching.
“The Institute (housed at McLean Hospital, the largest psychiatric teaching affiliate of Harvard Medical School and the world’s premier psychiatric hospital) is a way to build a robust international coaching research community and to support coaching research by providing research grants and mentoring to advance the practice and profession of coaching.”
The Institute of Coaching recently launched its own membership association called the Institute of Coaching Professional Association (ICPA).
ICPA members (annual subscription fee required) have access to peer-reviewed journals, networking and educational opportunities with leaders in coaching research, coaching demonstrations, and much more. ICPA offers three levels of membership—Affiliates, Founding Members, and Founding Fellows.
All members have access to:
- Monthly Coaching Report
- Extensive online resources including a library of research papers, white papers on best practices and return on investment, PowerPoints on many coaching relevant topics
- Monthly live interviews, seminars, and coaching demonstrations with coaching leaders and researchers.
- Online journal club
- Journal subscription to Coaching: An International Journal of Theory, Research & Practice
- Discounts on IOC events and professional development seminars
SEMINARS AND INTERVIEWS
Leadership tele-seminars, podcasts, and interviews will us better understand the mindset and expectations of the business leaders. Questions include: What do corporate leaders value about coaching? What are they looking for?
Coaching demonstrations will help you see coaching skills in action and learn the answers to important coaching questions. Coaches will describe the theory and evidence-based thinking behind the interventions they offer. The goal is to use theory and research to provide much needed “legs” for the practice of coaching.
For those new to the profession of coaching (especially students like me), the benefit of watching coaching demonstrations is invaluable. This is a great way to learn by watching veteran/master coaches. When I was going through my counseling program, our professors made us watch videos of master therapists/psychologists conducting sessions. It was a way to connect what we learned via books to real life scenarios.
[NOTE]: ***I am not affiliated nor am I being paid to advertise the Institute of Coaching. I am merely passing along information that I think might benefit those who seek it. Thanks.***
Institute of Coaching. (2010). About Us. Retrieved January 10, 2010, from http://www.instituteofcoaching.org/index.cfm?page=aboutus
Institute of Coaching. (2010). Welcome to the Institute of Coaching Professional Association! Retrieved January 10, 2010, from http://www.instituteofcoaching.org/index.cfm?page=members
Institute of Coaching. (2010). Coaching Research Network. Retrieved January 10, 2010, from http://www.instituteofcoaching.org/index.cfm?page=network
Kauffman, C., & Coutu, D. (2009). HBR research report: The realities of executive coaching.
Peltier, B. (2009). The psychology of executive coaching: Theory and application (2nd ed.). New York: Routledge.
Stout Rostron, S. (2009). Business coaching international: Transforming individuals and organizations. London: Karnac.
Whitworth, L., Kimsey-House, K., Kimsey-House, H., & Sandahl, P. (2007). Co-active coaching: New skills for coaching people toward success in work and life (2nd ed.). Palo Alto, CA: Davies-Black.