This week the clip chosen because of its interest to coaches is often viewed as a classic. It’s from TED 2009 when John Wooden shared “The difference between winning and succeeding”.
The difference between winning and succeeding | John Wooden
Clip length: 17 mins 36 secs
Prefer to watch via YouTube? In that case you’ll need to click here.
Back in 2010 I wrote a post all about preparing for a coaching session as a coach. It’s a post that I’ve noticed has continually got a steady stream of traffic so I thought it was time to revisit the question.
Looking back I can see that how I prepare for a coaching session has altered over time. I mention this not because I think any one method is “the way” but purely to introduce the idea that you are allowed to evolve your own style and routine over time. I’m a big believer in finding the way that best works for you and your clients.
When I originally wrote the post I had been reminded of a question the group was asked on a coaching course I had attended many years previously. The question was a version of “As a coach, how do you prepare for a coaching session?”
There were a number of individuals in the room with varying amounts of coaching experience in different contexts both face-to-face and via the phone. This resulted in a number of different answers as several coaches shared routines that they always performed.
I’ve grouped the answers under a number of different headings below and included some thoughts and examples about how these have altered for me personally over time.
• Activities to ensure the coach is physical comfortable throughout the session.
Sometimes this involved the physical set up of the room/phone area e.g. making sure that tissues and a drink are within easy reach. Although I’ve a cough/mute button on my phone set up so I don’t deafen my client if I feel a sneeze or cough coming unexpectedly during a phone call the tissues and water are a must for me.
Other things meant ensuring that basic needs such as needing to go to the toilet or hunger would not cause a distraction during the session.
For me this has been pretty consistent over my years coaching. It just seems easier and I build time in between sessions to ensure a comfort break can be taken if needed. Plus it’s time that can be really useful to have time if there’s something I need to follow up on immediately.
• Checks to ensure that the client is physically comfortable throughout the session
This normally applied to face-to-face coaching sessions. While tissues and refreshments were mentioned by some, the physical layout of the room was the thing most often checked. Thought and consideration appeared to be made to how seats were being arranged and the possibility for the need of a table etc.
Most of my coaching takes place via phone or Skype calls. This means I have little control over the room set up my client is using. I do include suggestions in my welcome pack about being comfortable, making it as easy as possible to focus and avoiding distractions.
I usually also ask at the start of each call “Is now still a good time to talk?” This is deliberate, firstly because if someone has been delayed and is stuck on a train etc it’s much easier to deal with that situation before the signal drops as they go through a tunnel etc. (It doesn’t happen often but sometimes the unexpected and unplanned for happens) Mainly however, it’s a question I find helps clients to transition from an already potentially hectic day to a time that’s just for them to focus and slow down.
• Checks that the coach had everything they expected to use.
Commonly this included being able to see a clock to monitor the time, paper & pen and a diary to schedule the next session. Specific “worksheets” or other books or equipment were also mentioned if a coach planned a specific activity or share a specific quote.
Over time I find I’ve personally needed less and less. Partly this is due to technology calendars, clocks, timers etc are now all available easily with a swipe of a finger on a phone etc. (I’ll return to mention phones later)
I still have a pen and paper to make notes but where when I was first starting I’d often have worksheets handy that’s changed. I may design a bespoke exercise in that moment to work with a specific client based upon the conversation so far but I can’t remember the last time I used a worksheet with a client. (Again this is just my style and I mention purely to emphasis that you are allowed to change how you work – so if you’re thinking you need to get it perfect immediately don’t put yourself under that pressure, allow yourself to experiment and evolve your own way)
• Time specifically set aside to review any previous sessions and any coaching preparation the client had already provided the coach with prior to the start of the session
Different coaches gave different reasons for what they reviewed. Some liked to have a reminder of what the client had committed to during the last session. Some coaches wanted a general reminder of the session to ensure continuity from where the last session finished.
Others were more focused on any preparation they had been sent because the way they worked concentrated upon where a client is in that moment – rather than where they were at the last session.
When I first started out I used to only feel prepared if I had lists of questions to ask connected to either the last session or any pre-session material I’d been sent. In reality I seldom actually asked any of those questions during the session. Often the client had already moved on and those were no longer relevant. Alternatively, I found that the questions I imagined asking were actually not relevant as soon as we started exploring a topic. I may have been making up what a client would answer to predict the next question but in reality the client had their own answers!
Now I will read the pre-session material I’m sent but where as in the past I saw it partly as a chance to help me prepare. Now I usually only see it as a way for a client to prepare. Just as I used to have imaginary coaching conversations with clients before a session I find clients pre-session material can trigger similar imaginary coaching conversations for themselves. So that by the time it comes to our actual session they’ve already potentially had a new insight and we can focus on something else instead. I’ll also quickly check on agreed upon actions in case that’s something that I need to highlight (accountability is something that some clients love to use)
• Something based around energy or ensuring that the coach was in the “right” state to coach.
The answers in that group training was often something personal. For some it involved doing something energetically, others chose to meditate or listen to a particular piece of music. Others had other rituals that they choose to perform.
Over the years I’ve had lots of different rituals. I’ve deliberately triggered energised states or deeply focused states. I’ve meditated or used various self-hypnosis techniques.
At the time of writing the original post I loved asking myself the question
“what can I do to ensure that I show up brilliantly?”
As one lovely coach commented in the first post, it’s a great question to encourage you to define what showing up brilliantly actually means for you. My current style is much more relaxed and trusting that there’s not as much I need to do.
Whilst I didn’t include this heading in the original post I’m going to add a new one:
• Anticipating and avoiding interruptions and distractions
I’ve already mentioned that I encourage clients to avoid distractions. There’s certain things I do to ensure the same applies at my end of the conversation. Switching phones to silent/aeroplane mode is one thing.
If you are working from home and share the house with other family members you’ll find your own way to make sure you are not disturbed. Personally I shut my office door and because that’s not always obvious from the stairs (it’s at the end of a corridor) I also have a lamp that I switch on that’s reflected in a mirror make it much more obvious that I’m not going to answer any bellowed questions no matter how loud they shout.
I also generally have to move a cat from my office before a call. This is a step I included very early after my cat at the time got annoyed I wasn’t paying her attention, walked across the phone keyboard and hung up on one of my very first practice clients! (Luckily the client was a cat owner themselves and found it very funny – I was mortified at the time!)
There is always going to be the potential for certain unexpected disruptions. If a fire alarm starts going off, for example, then you need to ensure your own safety. However, I suggest if you can plan to avoid them it’s easier. It’s also worth mentioning that for some clients avoidable disruptions are not acceptable.
The message I left that particular part of the training with was that it was important to create a pre-coaching routine. I’ve no idea if that was the intention of the trainer on that particular day or not but it was what I personally took away.
Although my routine has altered in length and content over time I still deliberately build certain aspects into my schedule to allow for a routine prior to a coaching session.
Do you have anything specific you do before a coaching session?
Perhaps there’s something that has occurred to you whilst reading this post.
Feel free to share your answers and comments below.
Jen Waller is on a mission to support, nurture and encourage coaching skills and talents from non-coach to coach and beyond.
As an experienced coach and trainer Jen is happy to utilise all skills at her disposal to assist clients from getting out of their own way and making a difference in the world with their coaching. One of the aspects of her role Jen loves the most is seeing individuals find their voice, grow their confidence and take the next steps. This allows them to make a massive positive impact and difference with their coaching. (For more info about Jen’s coaching click here) Jen has owned and run Coaching Confidence, the coaching blog since 2010.
In her spare time Jen is a volunteer for the UK based charity The Cinnamon Trust. This charity supports elderly and terminally ill pet owners to provide care for their pets. As a volunteer, Jen regularly walks dogs for owners who physically often find that more challenging then they once did. As a pet owner herself, Jen finds it really rewarding to be able to assist an owner stay with an animal that has become part of the family. (Plus it’s a great additional motivator when working from home to get out and get some fresh air and exercise)
Jen also loves theatre and has been known to watch certain popular science fiction films and TV shows!
This week the clip chosen because of its interest to coaches is from a 2014 independent TEDx talk. Watch cognitive neuroscientist Heather Collins look at happiness, lifelong growth and your mind “Successful thinking — it’s a know brainer”.
Successful thinking — it’s a know brainer: Heather Collins at TEDxCharleston
Clip length: 11 mins 26 secs
Prefer to watch via YouTube? In that case you’ll need to click here.
by Jen Waller
“How do I know when to start charging for my coaching?” is a question I’ve seen many new coaches ask. I certainly remember asking myself questions about when to start charging and several people had an opinion and very different approaches.
You may be wanting this post to give a definitive answer that on week x or after y clients and if so I’m sorry this isn’t one of those posts. While I’m not going to tell you what you should do I am going to share some different approaches and you can decide which appeals to you.
You may even notice that you have been trying one approach and it hasn’t been working for you.
I use the word exchange a lot in this article. That is deliberate because you are exchanging your service for an agreed payment of some kind.
All sorts of beliefs, values and fears can get in the way of a coach charging. I will also offer the perspective that what you ask for in exchange for your service can be changed.
So in no particular order here are some approaches you can use when approaching deciding when to start charging for your coaching:
Coaching provides value. It is your duty as a coach to communicate that value by ALWAYS asking for an exchange of money.
I have no doubt that this school of thought is said with all the best intentions in the world. They already see the value that you can bring to your clients. However, I’ve also seen it be a belief that has stopped coaches from practicing because they didn’t feel ready to charge. The end result being is that they don’t do any coaching so are not bringing any value to anyone.
If you are happy this approach you may choose to start charging right from the word go. Your clients will soon let you know if they are not happy with what you are asking for in exchange. 🙂
Coach as many people as you can, regardless of if there is an exchange of money or not. Anybody who will agree – from the person who delivers your post to old school friends. Take the opportunity to get lots of experience.
This approach works particularly well if you are willing to notice the difference your service makes for your clients. While, it may take some longer than others, you will start to see the value that you bring – something that makes agreeing an exchange of money for your service a lot easier. The thinking behind this approach is that at some stage, providing you’ve been noticing the value your coaching provides, it becomes obvious that it’s time to start charging.
Invite your client to pay you what they feel the value that your work has provided.
Some people feel that this avoids making a “difficult” request for money and provides them with an incentive to do superior work. You may also choose to use that method of exchange if you feel that your client is cash poor.
This will depend upon your style but some clients may feel awkward with this request whilst some will love that approach. Often the coach is surprised by the amount a client chooses.
Invite your client to exchange your coaching for some other form of payment other than money.
In effect this is like a bartering system. For example, perhaps you will agree to work with a website designer to create a site for you in exchange for coaching.
If you choose to use this system then you will make it easier if both of you agree in advance what will be provided by both of you.
Exchanging your coaching for an agreed donation to a charity of your choice.
Many who start with this approach use it as a stepping-stone to being comfortable accepting a payment themselves. They find that they can practice asking for a payment in the comfort that a charity who’s work they believe in will benefit.
Exchange your coaching for honest feedback
I’ve lost count of the number of times I’ve heard coaches share how they were surprised about how a client has found the experience of working with the coach and the value gained. With the permission of the client you can also use these as testimonials.
This can also give you an idea of how a non-coach would describe working with you. This can be important if you decide to work with individuals/groups who are not coaches/ familiar with the jargon and terminology coaches use.
Make an agreement that your client will “pay it forward” by donating their time and/skills etc to someone else.
Again this is often a gentle approach that some like to take to get comfortable asking for an exchange for the service they provide, before moving onto asking that exchange involve money.
Wait until a set time/event has happened
This normally takes the form of not charging until qualified or attended a particular course.
Sometimes this particular approach has a moving goal post, for example, I’ll charge once I have done the first training weekend becomes, I’ll charge once I am qualified which then becomes I’ll charge when I’ve worked with x number of clients or when I’ve done another course etc.
If this is the approach you are using I strongly encourage you to be aware of if you have moved the goal post.
Wait until your coaching provides x value to clients
Now this is an approach which I hear from a lot of coaches who’ve got stuck. Generally the aspect that trips people up with this approach is one of two things. Either they do not actually define what the “x value” actually means and it becomes this constantly moving goal post in their own minds that they’re never going to achieve. Alternatively they aren’t checking with their clients what value they are getting from the coaching.
I’ve seen all these approaches work for different coaches and I’ve seen some of the approaches trip other coaches up until they changed to a different approach. I believe that this does not have to be a one size fits all approach – I believe a more pragmatic answer is it’s the approach that works for you, and your clients, that’s the right one for you. There’s certainty nothing stopping you from incorporating more than one of these approaches and modifying it so it fits more with your style.
How much to charge is a question to be answered on another occasion but I invite you to begin to see the value that you provide your clients because when you see that when to charge and how much to charge becomes much easier to answer.
Have I missed an approach? Want to share which way you used, or the option that appeals most to you? Fill in the reply box below and click submit comment.
Jen Waller is on a mission to support, nurture and encourage coaching skills and talents from non-coach to coach and beyond.
As an experienced coach and trainer Jen is happy to utilise all skills at her disposal to assist clients from getting out of their own way and making a difference in the world with their coaching. One of the aspects of her role Jen loves the most is seeing individuals find their voice, grow their confidence and take the next steps so that they make a massive positive impact and difference with their coaching. Jen has owned and run Coaching Confidence, the coaching blog since 2010.
In her spare time Jen is a volunteer for the UK based charity The Cinnamon Trust who support elderly and terminally ill pet owners provide care for their pets. As a volunteer, Jen regularly walks dogs for owners who physically often find that more challenging then they once did. As a pet owner herself, Jen finds it really rewarding to be able to assist an owner stay with an animal that has become part of the family. (Plus it’s a great aditional motivator when working from home to get out and get some fresh air and exercise)
Jen also loves theatre and has been known to watch certain popular science fiction films and TV shows!
This week the clip chosen because of its interest to coaches is from an independent TEDx talk. Watch Cheryl Ferguson describe some of her lessons learnt in her 20 years teaching and band leader experience in “Motivating People to Excellence”.
Motivating People to Excellence | Cheryl Ferguson | TEDxWinnipeg
Clip length: 11 mins 28 secs
Prefer to watch via Youtube? In that case you’ll need to click here.
The blog’s twitter account regularly shares quotes that are there to spark inspiration, provoke action and generally interest coaches. I haven’t done this for some time but here are the most popular quotes that the blogs twitter account tweeted during the month of April.
Tweet with the Most interactions overall and the most RT’s
“Success is liking yourself, liking what you do, and liking how you do it.”
(Maya Angelou)
Tweet with the most favourite stars
“We don’t stop playing because we grow old; we grow old because we stop playing.”
(George Bernard Shaw)
I know many coaches like quotes and we also generally love questions so in no particular order I thought I’d share some questions prompted by these quotes. You’re welcome to share your answers below if you so desire but I’d love for you to actually take any relivant action that occurs to you from answering!
What does success mean for you?
If it didn’t matter if you were successful or not, what action would you take on a project that you’re currently working upon?
What is one thing you could do that would increase you liking yourself, liking what you do or how you do it? – what else?
If your brief for a project was to play whilst working on it – what would you be doing differently?
If it really doesn’t matter what your age is, what would you be doing?
These are just a few of the questions that occurred to me about these quotes
What questions and thoughts do theses quotes prompt for you?
It may just be a certain element of geekiness in me but it struck me as interesting that some quotes generated many RTs and little favouriting, whilst other quotes generated the opposite behaviour. In the interest of true transparency there were also quotes ignored or equally loved – I’m not implying it was an either or response just that there was a complete range of behaviour to quotes sometimes with similar messages. That train of thought did prompt another couple of questions that may be revelling for you so I’ll also share:
If you are sharing a message do you actually want people to take a specific action as a consequence of your message? – If you do is it actually clear to others that action is an option and how they can take that action?
(For the record when it comes to sharing quotes on twitter I’m sharing them as an additional resource for people to use or not as is relivant for their situation. I’m happy if people then RT, favourite and generally interact but I’d really love it if when a quote sparks your inspiration or gives a gentle nudge that it provokes action. And whilst I’m clarifying, by action I don’t just mean doing something that wouldn’t look out of place on a traditional to do list, I also include actions such as just taking a moment to take a breath, notice your posture then letting your shoulders relax etc.)
If you were allowed to play with the language in a message you want to deliver how else could you word/deliver that message?
I know that there are various aspects that can influence if a quote attracts your attention – if you saw the tweet, personal style, if it speaks to something happening in your life at that moment, if you feel it’s something that will resonate with your own followers. Many thanks if you’ve taken the time to RT, clicked favourite, and generally interacted with the quotes on the twitter feed.
(For those of you as geeky as I am and wondering what tool I’m using to measure individual RT’s this week I’ve been playing with www.twitonomy.com and Twitters own analytics system)
P.S. Wondering how to use quotes in your coaching? Back in 2012 I wrote a couple of posts around using quotes in coaching, Do you use quotes in your coaching? and a follow up one answering a readers question Using quotes in coaching – remembering them in the first place.
Jen Waller is on a mission to support, nurture and encourage coaching skills and talents from non-coach to coach and beyond.
As an experienced coach and trainer Jen is happy to utilise all skills at her disposal to assist clients from getting out of their own way and making a difference in the world with their coaching. One of the aspects of her role Jen loves the most is seeing individuals find their voice, grow their confidence and take the next steps so that they make a massive positive impact and difference with their coaching.
In her spare time Jen is a volunteer for the UK based charity The Cinnamon Trust who support elderly and terminally ill pet owners provide care for their pets. As a volunteer, Jen regularly walks dogs for owners who physically often find that more challenging then they once did. As a pet owner herself, Jen finds it really rewarding to be able to assist an owner stay with an animal that has become part of the family. (Plus it’s a great aditional motivator when working from home to get out and get some fresh air and exercise)
Jen also loves theatre and has been known to watch certain popular science fiction films and TV shows!
This week the clip chosen because of its interest to coaches is from TED2017. Watch surgeon, writer and public health innovator Atul Gawande look at how to improve in the face of complexity in “Want to get great at something? Get a coach”.
Want to get great at something? Get a coach
Clip length: 16 mins 39 secs
Prefer to watch via YouTube? In that case you’ll need to click here.
In today’s guest post performance coach and coach supervisor Anna-Marie Watson shares some of her experience and knowledge….
What is supervision?
“Supervision is the interaction that occurs when a coach periodically brings their coaching work experiences to a coaching supervisor in order to engage in reflective dialogue and collaborative learning for the development and benefit of the coach and their clients”
(Murdoch, 2013)
“Supervision is the process by which a coach with the help of a supervisor, who is not working directly with the client, can attend to understanding better both the client system and themselves as part of the client-coach system, and transform their work”
(Hawkins and Smith, 2006)
Taking a step back to basics, coaching supervision can be split into three distinct parts:
REFRESH
The majority of coaches work solo (unless you integrate an element of co-coaching into your practice) so at some point it’s inevitable you become drawn towards a particular approach, method, or style. That can even break down to “favourite” questions and tools that may reveal more about your preferences than what your client actually needs. Supervision presents the opportunity to view your practice through a broader lens and places the coach-client relationship within a wider context.
How do you inject a breath of fresh air into your coaching?
RE-ALIGN
Supervision offers the space to align (or on occasions re-align) your coaching practice against defined core competencies, values and ethics. These regulations have been formulated by various associations, for example; International Coach Federation (ICF), European Mentoring, Coaching and Counselling Centre (EMCC) or Association for Coaching (AC) to set standards, ensure professional credibility and maintain quality. There are some variations between each organisation though each document can be used as a convenient “check-list” to review ongoing practice and pin point future areas of professional development.
What actions do you take to ensure your coaching practice consistently meets professional standards?
RESTORE
Every single coach invests mental, emotional and spiritual energy working with their clients; and there’s a finite quantity before our reserves become depleted. I suspect everyone will have experienced the extremes where you waltz away from a session feeling energised; or leave fuddled and dazed from another. The idea of self-care is often overlooked yet is essential to serve our clients and achieve optimal performance within our coaching practice. Our engrained habitual tendency to place our clients before our own needs means days, weeks and months can become packed with work commitments sandwiched in between family, friends and other life obligations.
Mental health awareness is (thankfully) now firmly on the radar in the UK after a series of high profile campaigns though we’ve probably only seen the tip of the iceberg. The one in four statistic has been quoted time and time again within the media and brings home the scale and sheer number of individuals who experience a mental health challenge within their working careers (NHS Digital, 2016). It’s inevitable that at some point we’ll encounter depression or anxiety ourselves, or work with clients who have encountered them. Our response is key to our well-being and supervision offers the platform to restore our mental, emotional and spiritual energy.
When do you set aside time for self-care to recharge your energy?
The term “supervision” can invoke controversial thoughts and feelings that divide the coaching community (Bachkirova, 2011). This stems partly from the fact the benefits of coaching supervision are based primarily on anecdotal evidence as opposed to concrete data. In addition, the concept of supervision can be traced back to the therapeutic and counselling professions; from which the coaching profession has attempted to establish a separate entity over recent years. It’s worth being aware of these mixed opinions and forming your own individual viewpoint which supports your coaching practice.
Finally, the Oxford Dictionary definition: “the action of supervising someone or something”, could trigger certain interpretations that sit juxtaposed to some underpinning coaching philosophies and beliefs; particularly the less directive coaching models such as person-centred. It’s worth remembering supervision is an ongoing series of one-to-one conversations (between supervisor and coach) either in person or virtually, that reflect on previous coaching sessions.
DIFFERENT LENS
There are two key models* which currently form the cornerstone of coaching supervision; the 7-eyed model, which can be traced back to work by Peter Hawkins during the mid 1980s; and David Clutterback’s more recent 7-conversations model. There’s a short and sweet overview of both below, though I’ve left it to each respective expert to explain their thoughts behind the formation and application of each model by way of links to further reading. If you’re interested in discovering more I’d recommended spending some time digesting the content.
http://www.theocm.co.uk/sites/default/files/documents/resources/Peter%20Hawkins_0.pdf
2. The 7-Conversations Model looks beyond the single, external verbal dialogue between the coach and client to delve into a series of internal, reflective dialogues, which take place before, during and after the spoken conversation (Clutterback, 2011)
After pain-staking research online and reaching out to other coaches, I recently opted to enrol on the sixth Oxford Brookes Professional Certificate of Advanced Study in Coaching Supervision** programme. The diverse range of external and internal coaching experience from eleven other delegates from within the private and public sectors in the United Kingdom, Europe and as far afield as Singapore, positively contributed to the depth and breadth of this highly experiential programme.
The blend of pre-course reading, peer-supervision sessions, and a four-day residential course expertly facilitated by Professor Tatiana Bachkirova (who founded the International Centre for Coaching and Mentoring Studies) and Peter Jackson (Senior Lecturer, Oxford Brookes University Business School) offered a balanced oversight of theory against practical application (with a reasonable price tag to fit!). If you’re looking to further your coaching development or move into the coaching supervision space, I’d firmly recommend this course.
What will you do today, to refresh, re-align and restore yourself to support your coaching?
* Note: Models and theories present a useful structure and highlight different components to work through during supervision. Sometimes it’s effective to explicitly share the 7-Eyed and 7-Conversations model and sketch the elements during sessions; others it’s deeply embedded within the natural ebb and flow of the conversation.
** Note: Anna-Marie has no financial affiliation with the International Centre for Coaching and Mentoring Studies.
Further information can be discovered:
Oxford Brookes Professional Certificate of Advanced Study in Coaching Supervision https://www.brookes.ac.uk/iccams/opportunities-for-study/professional-certificate-of-advanced-study-in-coaching-supervision/
Director – Professor Tatiana Bachkirova https://www.brookes.ac.uk/business/about/staff/myprofile/?wid=bus-academic-list&op=full&uid=p0035809
Peter Jackson – Senior Lecturer in Adult, Professional and Lifelong Learning https://www.brookes.ac.uk/business/about/staff/myprofile/?wid=bus-academic-list&op=full&uid=p0074286
Bachkirova, T. (September/October 2011). Guiding Light in Coaching at Work. Vol. 6, Issue 5, pp. 46 – 49.
Clutterback, D. (2011). Chapter 4: Using the Seven Conversations in Supervision from Coaching and Mentoring Supervision; Theory and Practice. Open University Press, London.
NHS Digital. (2016). Well-being and Mental Health. Accessed on 4 Apr 18 from: http://healthsurvey.hscic.gov.uk/support-guidance/public-health/health-survey-for-england-2016/well-being-and-mental-health.aspx
Anna-Marie, a Performance Coach (ICF ACC) and coach supervisor with a serious passion for the outdoors, loves to pop on her walking boots and head out for walking and talking coaching conversations. A former British Army Officer, she has been at the forefront of leadership and personal development for over 17 years supporting high performing individuals across four continents; from snowy Arctic tundra to hot and sandy deserts. Anna-Marie’s core values of growth, balance and energy are reflected in her business Reach for More. where improving yourself is an all-round experience. Anna-Marie is also an elite ultra-runner placing 2nd lady in the “toughest footrace on earth” the Marathon des Sables.
Alongside a Post Graduate Certificate in Applied Coaching from the University of Derby and Master’s in Teaching from the University of Sydney; she is an accredited Analytic-Network (http://www.analyticnetwork.com) and mBraining coach (http://www.mbraining.com) and eDISC and iWAM practitioner. She is qualified Mountain Leader, Outdoor First Aid trained and a member of the British Mountaineering Council with vast international expedition experience. Anna-Marie is also the Global ICF Executive and Leadership Community of Practice (COP) co-leader.
For more information on Anna-Marie’s performance coaching and supervision services, visit www.rfmcoaching.com
Connect with Anna-Marie on Social Media