8 days of intensive coaching boot camp presented by Dr. L. Michael Hall, Hosted by Martine Kappel, founder True North Leadership and Conscious Living, with a highly professional assist team of international Meta Coaches and Neuro Semantics trainers.
Conscious Living and True North Leadership are sponsoring the Coaching Mastery ACMC in February 2013. This is part of taking coaching to the next level in East Africa. This specific Coaching Mastery is a collaboration between Dr. L. Michael Hall, The South African Institute of Neuro Semantics, Conscious Living Ltd and True North Leadership Ltd.
The international collaboration within the Neuro Semantics community is an important aspect of being a meta coach and a Neuro Semantics NLP trainer.
So far the assist team in Kenya 2014 will have highly professional trainers and coaches from South Africa, Canada, Norway, and Hong Kong.
The requirements for the Coaching Mastery are:
- Coaching Essential (CE) or NLP Practitioner from approved organization
- Accessing Personal Genius (APG)
To become certified as a Meta Coach, you must pass the bench-marking scale on the 7 core skills with a minimum of 2.5. There will be a number of observed and bench-marked coaching sessions during the boot camp, where an international team of professional Meta Coaches and Neuro Semantics Trainers will be both bench-marking and assisting you in reaching the competencies.
Conscious Living works with other training institutes all over the world, so please feel free to contact us if you would like to take your coaching or your leadership to the next level, and possibly resit in another country.
The models of Neuro-Semantics are now leading the field of Coaching as they describe the psychology of human functioning, communication, change and transformation, self-actualization, system thinking, and the coach’s skill of facilitation.
Meta-Coaching is about content-free facilitation that enables a client (whether an individual or organization) to identify, develop, and unleash potentials so that they can become Self Actualized.
The Meta-Coaching approach is based on the Meaning—Performance axes for making a person’s highest semantics (visions, values, beliefs, understandings, challenges) real in actual behavior (in neurology, muscle memory, and one’s way of operating in the world).
Coaching: Coaching is facilitating a conversations towards change given by a well formed outcome which is defined by the Coachee.
This also means that in coaching we have the pre-assumption that the coachee has all the resources needed, and the coach is the facilitator for unleashing potential skills, powers, visions and values for a desired outcome.
Thus Coaching stands in contradiction to other helping professions such as psychotherapy, counseling, and hypnosis.
Meta-coaching refers to coaching at a higher level than content—coaching the empowerment of various processes: communication, self-reflexive conversations, systems, change, measurement of change, and self actualization.
Coaching Skills. We have 7 core coaching skills in Meta-Coaching, 8 change skills, several Matrix skills, and a list of advance coaching skills for excellence in this profession. We have benchmarked the core competencies in Meta-Coaching.
By basing the skills on what you can hear and see, sensory specific, we can now use the benchmarks for measuring a person’s level of competency in coaching.
By basing the feedback on an objective observation it gives the coachee a very specific and operational input for implementing the feedback and take the coaching to the next level.
Holistic Coaching. By definition, Coaching is a holistic discipline. In this training we introduce a three-fold focus to be holistic in coach training. The focus is on you as a coach in your person, your skills of coaching, and your coaching business practice.
Facilitation Model. Ultimately coaching is facilitation and therefore in Meta-Coaching, we use the Facilitation Model to guide our understanding of how to create the warmth of rapport and support so that we can challenge via questions and enable the experiential learning of clients.
The Matrix Model. This is a cognitive-behavioral model that provides an over-arching framework for Meta-Coaching. We use the Matrix for Neuro-Semantic profiling, modeling, and change work. As a systemic model, it is cutting-edge in how it unifies content and structure to give a coach or change agent the ability to hear structure and “follow the energy of a client” in working with individual clients, groups, and corporate culture.
Coaching to the Matrix. This refers to the process for a coach to work with a client in either a freestyle coaching session. We also have a coaching program by this title that a Meta-Coach can use to selling his coaching practice.
Matrix Business Plan. This refers to a new way to create a business plan for a Coach’s coaching practice. It enables you to develop a practical, workable, details, precise, and compelling Business Plan. Ideal for coaches who want to set up a private practice, entrepreneurs who want to set up their own businesses, and CEOs and those in sensor management who want to enrich the business thinking of their people and both buy in to the company’s vision and align such to their own personal visions. This can be adapted to be a Professional Development Plan.
Kinds of Coaching. There are several kinds of coaching, from personal and life coaching, business coaching, team and group coaching, executive coaching, sports coaching, career coaching, health, wealth, self-coaching, etc.
Axes of Change. This model is the newest cutting-edge model on generative change. The Axes of Change describes how psychologically healthy people change and the mechanisms that facilitate transformations. Because there are levels of change, there are different kinds of change processes: performance, developmental, and transformational. Axes of Change is based on four metaprograms for the eight roles in facilitating change. The model also enables a coach to “follow the energy” through a mind-body-emotion (or human) system for working with generative change rather than remedial or therapeutic change.
Coaching Patterns. There are two dozen or more Neuro-Semantic and NLP patterns in this training for facilitating a client in a way that empowers, re-sources, and unleashes their own personal powers. From these kinds of patterns, a beginning coach can advance to conversational coaching.
Benchmarking. Benchmarking refers to how we can operationalize our terms using empirical (see-hear-feel) terms. Doing this then facilitates our ability to give and receive effective feedback. In Meta-Coaching, we have benchmarked the skills of coaching and teach the Benchmarking model which a coach can then use when working in organizations to fully define and measure “soft” skills or concepts.
The Business of Coaching. Coaching is a business and to make it commercially viable a coach needs to develop the business intelligence for how to consult and contract for business. Coaches need entrepreneurial skills as they create a Coaching Practice. This includes marketing, selling, branding, and setting the systems skills.
Self-Actualization Psychology. Because Coaching is not about healing the past, diagnosing personality disorders, fixing people who have been hurt, wounded, or broken by trauma, it needs the psychology that kicks in after psychotherapy. It needs a developmental psychology about how psychologically healthy adults continue to grow and develop. It needs Self-Actualization Psychology. Within this psychology, we have developed The Self-Actualization Quadrants, the Matrix Embedded Pyramid/ Volcano, and the Matrix of Self-Actualization.
Matrix KPI Synergizing Meaning and Performance. Coaches first develop a KPI (key performance indicators) with clients in order that the client sets the agenda for the coaching. In Meta-Coaching we work with clients in terms of Meaning and Performance (the Self-Actualization Axes and Quadrants) to get a precise definition of the goal, a goal operationalized so that it can be measured and tracked.
Expert Coaches. In every Meta-Coach training we invite 1 to 3 “expert” coaches and interview them with the intent of modeling their critical success factors. An expert coach is someone who has been in the field at least 4 years, has a reputation of being a leader, makes $100,000 from coaching, and is helping to make Coaching a Profession.
Source: L. Michael Hall 2009, ACMC manual