Proposed Action Steps
The key recommendation to be made is that we begin modestly. That is why this is called a “project” rather than “society” (as is the case with SEPI).
Why we should begin with modest aspirations, we are not starting from scratch. Our project can readily be linked with several existing entities—specifically the Library of Professional Coaching and choice magazine. Furthermore, the first survey-based study has already been conducted (in conjunction with the International Coaching Federation). This is the Development of Coaches study (Development of Coaches Research Collaborative) which is based on comparable work regarding clinical psychology conducted by David Orlinsky (at the University of Chicago) and the Collaborative Research Network of the Society for Psychotherapy Research. (Orlinsky and Rønnestad, 2005). Bergquist has published a series of essays that report results from this study in the Library of Professional Coaching (Bergquist, 2020).
A second initiative is also underway which brings together diverse theories of leadership—including leadership competencies and styles as related to stages of development, type of task being performed and culture. The end goal of this initiative is to frame the nature and directions of an integrative leadership development program that goes beyond the limits drawn by most contemporary leadership theories.
Other new initiatives would involve conducting some research regarding current professional coaching practices and convening some virtual or in-person meeting to reflect on the implications inherent in the findings from this research and the next steps to be taken toward formulating taxonomies that identify the distinctive differences between and complementarity of major coaching schools. With these reflections serving as a base, we can then look toward the formulation of an integrative model that incorporates the common elements found in all of the major schools of professional coaching.
Yet other initiatives might include addressing the specific coaching challenges associated with VUCA-Plus: volatility, uncertainty, complexity, ambiguity, turbulence and contradiction. This initiative would build off work done at the New Executive Coaching Summit (NECS) held on April 26-29, 2022 in Brunswick Maine. Studies that focus on several of the themes emerging from NECS (including leadership development, organizational changes, and implication of recent neuroscience findings) might also be engaged—particularly if they are addressed from an integrative perspective.
There is plenty to be done—and a set of evidence-based, integrative studies and collaborative dialogues could prove to be of great value in stewarding the field of professional coaching.
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References
Bergquist, William (2020) “Development of Coaches: Reports from Phase One of Research Project” Library of Professional Coaching. Posted: April 23.
Bergquist, William, Ken Merritt, Ken and Stephen Phillips (2004) Executive Coaching: An Appreciative Approach. Sacramento, CA: Pacific Soundings Press, (Rev Ed.) 2004.
Bergquist, William and Agnes Mura (2011) Coachbook: A Guide to Organizational Coaching Strategies and Practices. Amazon.com/kindle.
Goldsmith, Carol (2016) Ten Trends Driving Organizational Coaching, Library of Professional Coaching. Posted: December 21.
Orlinsky, D.E. and Rønnestad, M. H. (2005), How Psychotherapists Develop; A study of therapeutic Work and professional growth. Washington, D. C.: American Psychological Association.
Skibbins, David and William Bergquist (2016) Ten Trends in Personal/Life Coaching, Library of Professional Coaching. Posted: June 9.
Williams, Patrick (2015) Border Line: Understanding the Relationship Between Therapy and Coaching, Library of Professional Coaching. Posted: February 12.