July 1, 2025 • 43 mins
Join Divya Parekh and Magdalena Nowicka Mook, CEO of the International Coaching Federation, for a powerful dialogue on coaching as a catalyst for trust, transformation, and leadership. Whether you're a coach, leader, or navigating change, this episode offers bold insights to help you lead with clarity and courage.
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Beyond Confidence is broadcast live Tuesdays at 10AM ET on W4WN Radio - Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Beyond Confidence TV Show is viewed on Talk 4 TV (www.talk4tv.com).
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Episode Transcript
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Speaker 1 (00:00):
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(00:20):
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Speaker 2 (00:25):
This is Beyond Confidence with your host v park. Do
you want to live a more fulfilling life? Do you
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(00:45):
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Moving your career business forward does not have to happen
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dot com. This is beyond confidence and now here's your host,
(01:09):
div Park.
Speaker 3 (01:11):
Good morning listeners.
Speaker 4 (01:13):
Of course I'm excited to be here with you because
I get to spend the time with you. So I
invite you to keep the kindness circle going as we
have talked about, because kindness is something that will get
you way, way, way further in your life in the
sense I'm talking about the happiness because at the end
(01:36):
of the day, we all are looking for joy our lives.
Helping others brings happiness to you and that is priceless.
And for those of you who have bought our books,
especially Entrepreneur's Garden and Expert to Influencer, we thank you
because part of the profits go to Giva dot org,
(01:57):
so thank you for getting those and helping us support others.
And today I want to introduce a very very special guest,
Mark Demok. She is CEO of the International Coaching Federation
and yes I'm an ICA for Granted coach, so very
(02:17):
proudly presenting her. She's a Thinker's fifty recognized global coaching
leader and she's got decades of experience across diplomacy, business
and human development, and Markda has shaped the future of
coaching for tens of thousands of coaches around the world.
Speaker 3 (02:37):
So welcome Margda.
Speaker 5 (02:40):
Thank you so much for having me. Diviya. It's remarkable
to be here with you today. And you know, whenever
you're introduced with having decades of experience.
Speaker 6 (02:50):
We're like, hmm, Okay, you are very special because even
though you've achieved so much, you're humble and so just
that connection you.
Speaker 4 (03:08):
Okay, you represent coaching like you know, that's that's how
I felt it, and having known you personally, it's just
an honor to have you and bring your process and like,
you know, how you have led and everything to everyone
else because the way I feel you, I'm very passionate
about coaching. So mon that like you know, share like
(03:30):
when initially, like as you were determining your career in
your early life years, like did you have any other
career that you had thought of?
Speaker 5 (03:41):
Oh?
Speaker 4 (03:41):
No.
Speaker 5 (03:42):
I think that very few of us actually follow the
road map. Maybe few, maybe some thinking about my colleagues
in medical profession or some very highly specialized fields. For
the rest of us, I think it's being present, being
(04:03):
present to what's happening around us. Yeah, I do have
decades of experience. So when I was growing up and
when I was even in college, coaching per se did
not really exist as a field. You did not even
have I see it yet at that point, So I
(04:24):
needless to say, I could not possibly dream of being
a part of a coaching profession. So my background, I
have degree, a bachelor's degree in economics, and Nope, you
cannot take economics out of the girl. It's always present
with me. And I have a master's degree in international relations.
(04:48):
So combined, I think it just brought about the curiosity,
curiosity about observing what's happening around us. As I said,
how the environment is changing, and more importantly, what's needed.
And I mean it when I say what's needed, and
I channel my dear colleague and friend who was on
(05:11):
the board of directors of the ICA Foundation, who would
morel would always say, he said, we can't think about
what's possible. We have to think about what's needed because
there is always a gap. There is always a gap.
We we think that what's possible, it's say here, but
(05:32):
what's needed is there and that should be our inspiration,
that should be our aim. So you know, my career
took me from working for the US federal government, another
not for profit organization, a couple of small startups, only
to become a part of ICF almost twenty years ago.
(05:58):
And that's probably the most unusual journey because I had
a privilege and honor to observe the evolution of coaching
and how coaching is perceived, how coaching is received, and
how coaching truly is changing lives. Absolutely.
Speaker 4 (06:18):
So a lot of people are coaches now, and people
are familiar with coaches, and yet there are still quite
a few people who are unknown to it. So can
you tell us the evolution of it, like you know,
what went into creating that foundation and how yeah, and
(06:38):
how has that coaching when it wasn't the nascency and
where it is now? If you can kind of walk
us through that journey, that would be great.
Speaker 5 (06:47):
Yeah. So, I see, if I can speak to ICEEF
better than I can speak to the entire coaching profession.
But I see it was created in nineteen ninety five,
So we are celebrating your thirtieth anniversary of this year
also the celebration, and it was designed and dreamt of
(07:13):
by a group of very passionate people who observed that
what was possible in that particular era was not providing
many answers to the societal, economic, personal problems that people
were struggling with. Famously, Huo Alaya, one of the four
(07:35):
fathers of coaching, said that coaching emerged because nothing else worked. Now,
what the founding mothers and fathers of ICF determined from
the beginning, and seriously I am at awe because they
said two things. They said that first, it's going to
(07:56):
be an international organization, and it was predominantly North American,
of course at that point. And they said, no, no,
it's going to be a global phenomenon, and it's our
responsibility to set it up as such. There was some
spirited conversations around that, but they did say, it is
(08:17):
a global phenomenon, it will be a global phenomenon. We
owe it to the future. And other which sometimes people
didn't realize or don't realize still, is that ICF was
created not to offer a community for coaches, but rather
(08:37):
to give credibility to the coaching profession. And I think
that this is so important in the context of who
I see it is now. We pride ourselves at being
a standard c for the coaching profession, and that's our responsibility.
So when people talk about coaching, they profession, they talk
(09:02):
high education, they talk ethics, they talk research that's underpinning
the the the effectiveness of coaching. And I think that
that that you know, I could talk for hours to
stop me anytime. Uh, is that that coaching started more
(09:25):
as a one on one application. Then corporation started adopting coaching,
but also more in a one on one predominantly C suite,
top level of the shows. Uh and in some parts
of the world considered more remedial than developmental. Yeah. Uh.
(09:47):
And then before you know it, public sector started being
interested in coaching. And then I do apologize for my goal.
And then you started seeing not for profit organizations also
starting utilizing coaching, and my delight, universities embracing coaching as
(10:09):
a field, as a discipline to be taught, to be
offered as a support tool, but as I said, to
be taught as a potential career. So now you know,
as we said, remedial in many instances before now it's
a badge of honor. Younger people, they don't ask for
(10:32):
the demand that they are working with a coach in
many organizations, high potentials are offered the opportunity to work
with the coach. In many organizations, onboarding is being supported
by coaching. So I think that the mindset about coaching
(10:53):
from remedial to growth potential future has.
Speaker 4 (10:58):
Been antically coming in and that tells us about the evolution.
And you hinted upon, like, you know, a couple of
things which I want to pick upon that observing what
are the needs that there's a gap between what is
possible and what are the needs. So as I see
have its evolved and I know that you know, we
(11:20):
are changing competencies with the changing times, we are keeping
up with it. So what trends are you observing currently,
especially with the younger generation.
Speaker 5 (11:30):
Oh, it is. It is very rewarding to see how
the world around us is changing. And as I become
this older generation, it's like, oh, these kids, but it is.
It is fantastic younger generation. As you know, I see
a pride itself also on doing a lot of research,
(11:52):
our main partner being Pressible Scoopers, who will be releasing
the next iteration of Global Coaching study a little later
this year. What we know from the studies is that
younger people do, are more aware about coaching. They know
about coaching, and they are also more open to enter
(12:16):
into a coaching relationship. Another interesting tidbit is that younger
individuals prefer to work with a younger coach. And what
they say is that they very much respect their managers,
their mentors, and for a coach, they want somebody who
(12:38):
understands their everyday life, somebody that they don't have to
explain the newest movie star or the singing sensation. I
have to tell you that story because I just love it.
I was in Cyprus not a long time ago and
(12:59):
had a privilege of meeting with the CFOs of major
major companies in Cyprus, and Cypress is really emerging as
the high tech place in Europe for sure, and I
was telling them the same story about the younger people
wanting to work with younger coaches, and I said, because
(13:21):
they don't want to have to explain who Swifty is.
And I had an absolute blank stare coming from the
room and they were like, yes, the one following Taylor Swift.
But so that's that I think illustrates the situation perfectly.
(13:42):
So what's needed is a coach who is well grounded
in the reality of a life of a person who
of course doesn't operate in a vacuum. But I'm also
systemically trained coach, so I think that this is very important.
(14:02):
That we cannot just separate a personal life and a
professional life in one hundred percent. We always bring a
little bit of each to the other. So I think
that the fact that the younger people have slightly different
different approach to coaching is great, but it is also
(14:24):
great is especially gen Z's we see are much more
focused on purpose. They definitely want to work for organizations
that have purpose greater than profit, and that the leaders
of those organizations can explain that purpose clearly and can
(14:48):
also map it to their individual responsibilities. We work very
closely with the Association of Change Management Professionals ICMP, and
we did the study together with Human Capital Institute where
(15:10):
it was discovered that coaching is one of the best
support mechanisms to change initiatives. We know all these statistics right,
seventy tow eighty percent of change initiatives failing, and they
apparently either succeed or fail for the same three reasons. Leadership,
communication and resistance. Coaching, as we know, is supporting beautifully
(15:36):
each and every one of them. So a leader that
understands the purpose, the leader that can articulate the purpose,
and the leader that can speak openly, clearly, transparently to
reduce the resilience should the resilience to the change occur. So, yeah,
I'm very excited about younger people having access to coaching
(15:59):
and thinking advantage of it.
Speaker 4 (16:02):
Absolutely, So we have talked about that. Okay, how is
the younger generation looking for coaching? Now, let's say you
also mentioned about that. Now coaching is more towards growth
potential coaching, like you know, bringing the succession plan, helping
the leaders to become confident leaders.
Speaker 3 (16:24):
And so now.
Speaker 4 (16:26):
When we are talking about that, if a company is
looking to bring in coaches, So from your experience, what
is the difference between internal coaching and external coaching, because
that's a question that's always kind of comes to the
forefront front during the discussions.
Speaker 5 (16:42):
Sure, I think the most technical answer that can be
offered is it depends, And it does because there are
many very important aspects of internal coaching that are very
favorable to the organizations, such as knowing the culture of
the organization, already being bound by the confidentiality of the organization,
(17:08):
having stake in the success of the organization, right, and
if everything has its flip side. What if people don't
want to open up the same way to the internal
coach as to external coach. What if internal coach is
for and that's practice in many organizations, this is not
(17:31):
their full time job. They have another job plus their
internal coach. How does that play. What if an internal
coach is offered and afforded the opportunity to coach a
senior person in the organization, therefore having access to confidential
(17:52):
organizations they don't have any business having access. So there
are the GIFs, ifs, ifs, it's so what we What
we do say is that there is wisdom in a
mixture of engaging some external coaches, oftentimes for highest level individuals,
(18:12):
having internal coaching catre because these are the people available
available right there, and that they can help almost instantaneously
should such a healthy be needed. And then they're very
very fast growing part of the coaching continuum, offering training
(18:32):
in coaching skills to line managers. They do not have
to become coaches, they need to understand certain competencies of
a coach that make them better leaders. So I think
that the combination of the three is a winning combination.
Speaker 3 (18:52):
Definitely.
Speaker 4 (18:53):
I like that and that will answer a lot of
questions that usually companies have. And you talked about something
about the line managers or internal managers. Can they can
know about certain competencies that don't need to be trained
to be coaches, So what would be a good pathway
for them?
Speaker 5 (19:15):
Funny issues you should ask because we've been we've been
observing the trend for quite a while now, and one
of the concertain being shared with ICF was that not
every organization can afford to train their managers in you know,
(19:35):
sixty hours of coching education to get to that to
that level. So ICF is right now in a testing
phase of over eight hour training just to point into
the leadership skills that are enhanced by capabilities. So later
(19:57):
in the year we hope to start offering it more
openly to organizations. We have huge interests from associations, associations
of professionals, which is like, okay, we're an association, that's
very appropriate that we would offer it to our colleagues
and friends from associations, but but yes, it's it's very important.
(20:19):
You may recall, not a long time ago, the term
leader as a coach manager as a coach was very popular.
I see, I've got very very stringent in not utilizing
the language because they're not they're not coaches. They are
managers using coaching skills or leaders using coaching skills. The
relationship is different, the level of confidentiality is different, the
(20:43):
seniority is different. So it is important that the person
offering this kind of management style and a person on
the receiving and understand the difference.
Speaker 4 (20:56):
Absolutely, because there's, as you mentioned about, there's a different
of the power dynamics because when the internal leaders are
doing they have to also keep their goals and organizational
hierarchy in mind, versus when you.
Speaker 3 (21:11):
Are with a coach.
Speaker 4 (21:12):
The power dynamics is very different because as you mentioned
early on in the ethics, and I'd like to touch
upon that that we take that very very seriously, and
power dynamics is zero where it is it's all about
the client and helping the client succeed and it's all
(21:34):
about their well being.
Speaker 5 (21:35):
So can you.
Speaker 4 (21:38):
Talk about that relationship between a coach and a client.
Speaker 5 (21:43):
Code of ethics of course being one of the competencies,
and our listeners may know or not. I see it
reviews the Code of Ethics every three years. It is
absolutely critical that the code is relevant and current and
respond to again the needs and demands and the desires
(22:07):
of the current environment. So it is very important in
that stage of contracting between a client and a coach
of what do they contract for. It's very important, especially
if we have an organizational sponsor, then it is absolutely
(22:30):
clear of what will and will not be disclosed, what
will and will not be discussed, what will and will
not be shared. And I think I think that that
what we see from the Independent Review Board is that
some clients and coaches do not pay enough attention to
(22:52):
clarity of that agreement. Having said that, the ethics, especially
the confidentiality, you know, like everything, there are caveats, especially
our coaching colleagues that work with governments, there are certain
things that have to be disclosed, and coaching relationship is
(23:16):
not privileged, so it can be requested by the court
of law. So we need to be careful there too,
that we are not necessarily setting up our coaches for
some kind of danger because because they might have might
have learned something that according to law needs to be disclosed.
(23:40):
So those things have to be discussed my late colleague.
He actually taught a class of is everything confidential in
US federal government? There was the scariest class I ever took,
m H because the answer was no, and frankly not
(24:05):
at all. So I think that we need to be mindful,
We need to be mindful that there are some legal,
some medical, especially in financial services, things that we have
to be mindful that are not covered by confidentiality. And
yet to what you said, it is it is the
(24:27):
greatest underlying value of the coaching relationship is that the
coach coach is not to save the client. Coach is
to facilitate the coach's journey into finding their best answers.
And that's equally ethically important. The coach is not there
(24:53):
to say the coach is there to support yes.
Speaker 4 (24:58):
And that is such a distinct that you have made,
because so many times what happens is that in my
personal experience, people come to you thinking that yep, you
are that genie button and have recently I had some
someone come with thirteen.
Speaker 3 (25:18):
Goals on our first during our first session.
Speaker 4 (25:25):
And this is even after going through the agreement and
our first session having everything clear. So, as you talked about,
you know coaches are there to support, not to save,
and it's important that you know as the coaches go
through it that there is that reminder of that relationship.
So what would you say to fellow coaches where so
(25:47):
many times what happens is that you know, agreement is made,
but the clients may forget as to how to continue
to uphold that level of clarity throughout the profession or
throughout the relationship chef ad the client.
Speaker 5 (26:03):
Yeah, I think again it is we look into the
co coaching competencies and that coaching mindset and coaching presence
are so so important because frankly, as we always say,
the code, the client is expert in self, the coach
is expert in the process. So frankly, the responsibility is
(26:23):
that of a coach too, to bring to bring the code,
to bring the client back should they bear, and not
to be seduced by that invitation to maybe veer a
little bit away from what coaching is supposed to be.
(26:45):
And I think it is also important to remember that
that's that's one of the myths of coaching, I think,
is that the coach cannot share knowledge. Of course, coach
can share knowledge, it is just not to give advice
and say what to do. But if we find ourselves
(27:06):
in the conversation with the client that's stuck or has
really difficulty seeing the next step, offering something that has
been useful before to a different client, or offering a
reflection on something is perfectly okay and in fact useful.
Speaker 4 (27:32):
I think both do both absolutely, And there's you know,
the whole workforce is changing, as you had talked earlier about,
so people like us, you know, were kind of.
Speaker 3 (27:46):
I as well, with decades of experience.
Speaker 4 (27:48):
We are almost on the one spectrum, and then we
have another spectrum of gen Z and now Alpha generation
is also getting ready to kind of come in through
the So what changes are you seeing in the demographics
and we're the trends and what can coaches and as
well as like you know, clients can keep in mind.
Speaker 5 (28:13):
I think this is another very very interesting evolution. And
again I'm speaking from twenty years of my experience with ICF.
When when I first started working with ICF, almost two
a person, a coach was a little bit more senior
(28:36):
and it was typically second, if not third, career for
that individual. It has never been stated in the competencies
if you really carefully read through them, but there was
a conviction, maybe not the belief that's too strong of
(28:57):
a word, that one has to be an extra experience individual.
Speaker 3 (29:02):
Mm hmm, I relie, we.
Speaker 5 (29:07):
We have some and there are some interesting studies about
you know that that whole notion does somebody has to
have an experience in the field, or does have to
have an experience in a position, and you probably can
find enough many people to support each position. Recently I
spoke to a c CEO senior, very senior person, large corporation,
(29:34):
huge responsibility, and he said that he was a little
bit forced to work with a young coach and he's, uh,
I think he's HR person mosly Frye. Now I need
somebody who was in my shoes. And the HR person
(29:54):
says like, well, but they may have the same blind
spots as you two. Mm hmmm uh, and they may
just let you go without explaining because yes, yes, they understand.
So the CEO is working with this young coach who
knows nothing about the subject. It was technology company nothing,
(30:19):
so he asks like a child, but why but how
well does not happened? And slightly irritated at first, the
CEO at the end say's like that was the most
insightful session I ever had because I had to explain
my business to somebody who doesn't understand it. Said, do
(30:42):
my clients understand my business?
Speaker 3 (30:44):
Now?
Speaker 5 (30:45):
I'm a provider, but when they do, we have a
different level of conversation. So I think that this is
this evolution of the underlying belief that one has to
be a little older in age and a little more
experienced is moving away a little. And I think it's
(31:07):
also reflected in effect that a greater number of universities
started offering degrees in coaching. So that to me is
a very clear signal that yes, it can be taught,
and if it can be taught, like in any profession,
there are some people who are innately better at it
(31:27):
than others. That's true everywhere. But it is a profession,
it can be taught, and therefore younger people can choose
it as their career. Yeah.
Speaker 3 (31:40):
No, definitely.
Speaker 4 (31:41):
So let's say some of our young audience are, for
that matter, anybody who's thinking about whether this coaching profession
is for me or not? What would you tell them?
And what would be like? You know, a couple of
good ways of going about it. Probably the first, is
(32:04):
it doesn't happen overnight.
Speaker 5 (32:06):
Yes, and this is also true. I don't sometimes I'm
just smiling to myself because it's so true. For any
profession no doctor, no lawyer, no anybody fresh out of
school is at the top of their professional career, it
(32:28):
takes time. One of our studies with PwC showed it very,
very validly that first three years are really difficult because
you start running a business and it's typically typically unless
you are internal coach, is a small business. And not
(32:51):
every small business is successful from the very beginning. So
we know this that after three years people will start
charging more, start having more clients, and are speaking of confidence,
are much more confident in promoting and running their business.
So be patient with that business side, be patient with
(33:17):
yourself before you decided maybe it's not for you, and
the other world wisdom, if you will, is to be
a good coach, one has to be well trained, and
that's non negotiable. That's absolutely non negotiable. Fortunately, I see
it is very lucky now being home to more than
(33:39):
three thousand approved and accredited programs coaching education programs, and
that really is non negotiable. One has to be well
trained to start with and has to continue that journey
of professional growth and development.
Speaker 3 (33:57):
So that's very powerful.
Speaker 4 (33:59):
Like what you say is having the patients, because just
like you can go from kindergarten to being a PhD student,
you just can't expect your business to like go like yep,
I have the certification and now I'm just going to
hit the ground running exactly.
Speaker 3 (34:15):
There's a runway for.
Speaker 4 (34:16):
That where you have to take that time. Now you
mentioned that it's amazing that there are three thousand accredited programs.
How can people go about to finding about those programs?
Because you know, some programs may resonate with someone, some
may resonate with others.
Speaker 3 (34:34):
So what's a good way of finding them?
Speaker 5 (34:36):
Yeah, welcome to no. I see a website we just
released it a couple of weeks ago, really Coaching Federation
dot org. And there is a searchable database of coaching
education programs and it's beautiful because you can put the keyword.
There are many criteria that you can put in. You
(34:57):
may prefer the program to be fully a credits. You
may prefer your program to be in certain language. You
may prefer it to be very intense, shorter, or spread
out in weeks or months. Fortunately you can you can
search with those different things you As you mentioned, some
(35:22):
have more business attitude, the others are maybe a little
bit more on the life or spiritual side. So this
is very individual choice. And I know sometimes it may
thinks like three thousand is overwhelming, but utilizing those criteria
you can you can narrow them down and then call them,
talk to them, talk to talk to alumni of those programs.
(35:46):
As you know, I see it has over one hundred
and forty chapters around the globe. Check with them, check
check what they would recommend, and see because it is
important that you find something that resonates with you. So
you're really happy going through this training rather than struggling
into finish.
Speaker 4 (36:03):
No, absolutely, And also just to add to the information
that you've shed, just go you can be a guest
to EVE one of your local IEDEAF chapters and a
lot of accredited schools in your town itself.
Speaker 3 (36:18):
And if it's not so you know.
Speaker 4 (36:21):
As you mentioned, Mark, they're like go that search and
having that keywords is going to be super helpful because
now you can find what works for you. That's the key,
like find something And I really like what you said
that just go have that conversation, see where you feel aligned,
because always say that coaching is a purpose profession where
(36:48):
you step into it with purpose. And I mean I'm
not saying like the other professions are not, but for
this you kind of have that heart. So it's important
to get that alignment because you are here to make
can impact. And as you drive impact, just remember how
fortunate we are to be in the lives of people
where people are opening us, opening to us and just
(37:11):
bringing that curiosity. And I love the story that you
said that you don't have to be experienced, so don't
think so what would you say if somebody is thinking, oh,
I don't have experience and maybe hesitant they want to
do coaching, What are some of the answers to some
of those thoughts and fears.
Speaker 5 (37:37):
Probably the first one is then think about the audience.
As we said, younger and younger people are seeking coaching
and are excited about joining forces with the coach. They
are not looking for experience, They're looking for somebody who
can walk them through that process of finding answers. So
(37:59):
already they and I think that there is a difference
even fifteen years ago. Probably people who are capable of
purchasing coaches coaching, we're in a different place in their career,
but now we have these young ones. So that's that's
the first and second it's like, as as long as
(38:22):
you are well trained, as well as you are well
versed in car coaching competencies, and as you are practicing
those competencies, I think it can prove to yourself as
much as to your clients that that that that you
you are very capable in delivering this. This the service.
(38:47):
It's not about coaching. But I just came back from
the Middle East, where, especially in Saudi Arabia, it is
a young population. It is the young democraphic. Excuse me,
it is a young them graphic, and many people in
important governmental positions are young. So I asked some of
(39:10):
the colleagues because we have a good fortune of working
with some of those organizations, and apparently the Crown Princess
principle is if you're good enough, you're old enough.
Speaker 4 (39:24):
I like it, Yeah, no, definitely, And then that brings
us back to the coaching competency right, coaching presence, that
it doesn't matter what the age is, what the experience is,
as long as you're present and as long as you
have your client front and center, and as you're following
through your learnings, you can definitely do that. So in
(39:48):
case wonderful audience, if you're thinking, you know, definitely check
out the site.
Speaker 3 (39:53):
And I've been a coach myself for.
Speaker 4 (39:58):
Gosh like over fifteen years now, so I'm definitely going
to recommend that.
Speaker 3 (40:03):
It's very near and dear to my heart.
Speaker 4 (40:05):
So as we bring the show to a close, what
are some of the thoughts you want to leave my
audience with.
Speaker 5 (40:18):
One term that we use quite a bit in coaching
is empowerment and to me, to me, coaching is empowering
at every possible level. It empowers a coach. It is
(40:39):
an amazing service that we offer to the client. Coaching
empowers a client to be more confident, to be a leader,
to be capable of going further or more boldly, or
whatever it might be. Right. And then as we think
about it, this one client and influences and powers the organizations, communities,
(41:05):
families they work within, So that empowerment is really something
that transcends through the entire ecosystem. And I think that
not too terribly many professions can say that, So I
think that's very very special and as we revealed new
(41:25):
brand identity for the ICM with the new website, we
do talk about inspire, transform and thrive. Mm hm. So
I think that every coach seasoned or one thinking about
becoming one, if they can think about it and think
(41:48):
about it because it was inspired, transform and thrave.
Speaker 4 (41:55):
Absolutely yeah, I'm going to carry those three words today
with me and so powerful. Thank you so much joining us,
Monkdab because it was such a pleasure and as you mentioned,
we are so empowered to be in service of others.
And how many people can say that, and not only
(42:16):
that the ripple effect the.
Speaker 3 (42:18):
Transformation and.
Speaker 4 (42:22):
It's not just in one person, but as they go
back to the organization, they are helping other people. So
what a powerful way to finish inspire, transform, and try.
Speaker 3 (42:33):
Thank you so much, Thank you Divian, and.
Speaker 4 (42:37):
Thank you wonderful audience for joining us, because without you
the show would not be possible. Please reach out to
us and let us know how we can serve and
support you to live the best life you deserve. And
also thank you one for making the show technically possible.
Be well and take care.
Speaker 2 (42:54):
Thank you for being part of Beyond Confidence with your
host d V Park we hope you have learned more
about how to start living the life you want. Each
week on Beyond Confidence, you hear stories of real people
who've experienced growth by overcoming their fears and building meaningful relationships.
During Beyond Confidence, Vpark shares what happened to her when
she stepped out of her comfort zone to work directly
(43:15):
with people across the globe. She not only coaches people
how to form hard connections, but also transform relationships to
mutually beneficial partnerships as they strive to live the life
they want. If you are ready to live the life
you want and leverage your strengths, learn more at www
dot dvpark dot com and you can connect with dvat
(43:36):
contact at dvpark dot com. We look forward to you
joining us next week.
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(00:20):
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Speaker 2 (00:25):
This is Beyond Confidence with your host v park. Do
you want to live a more fulfilling life? Do you
want to live your legacy and achieve your personal, professional,
and financial goals? Well? Coming up on dvoparks Beyond Confidence,
you will hear real stories of leaders, entrepreneurs, and achievers
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(00:45):
are living the life they want. You will learn how
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Moving your career business forward does not have to happen
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and you can connect with div ants contact dant divpark
dot com. This is beyond confidence and now here's your host,
(01:09):
div Park.
Speaker 3 (01:11):
Good morning listeners.
Speaker 4 (01:13):
Of course I'm excited to be here with you because
I get to spend the time with you. So I
invite you to keep the kindness circle going as we
have talked about, because kindness is something that will get
you way, way, way further in your life in the
sense I'm talking about the happiness because at the end
(01:36):
of the day, we all are looking for joy our lives.
Helping others brings happiness to you and that is priceless.
And for those of you who have bought our books,
especially Entrepreneur's Garden and Expert to Influencer, we thank you
because part of the profits go to Giva dot org,
(01:57):
so thank you for getting those and helping us support others.
And today I want to introduce a very very special guest,
Mark Demok. She is CEO of the International Coaching Federation
and yes I'm an ICA for Granted coach, so very
(02:17):
proudly presenting her. She's a Thinker's fifty recognized global coaching
leader and she's got decades of experience across diplomacy, business
and human development, and Markda has shaped the future of
coaching for tens of thousands of coaches around the world.
Speaker 3 (02:37):
So welcome Margda.
Speaker 5 (02:40):
Thank you so much for having me. Diviya. It's remarkable
to be here with you today. And you know, whenever
you're introduced with having decades of experience.
Speaker 6 (02:50):
We're like, hmm, Okay, you are very special because even
though you've achieved so much, you're humble and so just
that connection you.
Speaker 4 (03:08):
Okay, you represent coaching like you know, that's that's how
I felt it, and having known you personally, it's just
an honor to have you and bring your process and like,
you know, how you have led and everything to everyone
else because the way I feel you, I'm very passionate
about coaching. So mon that like you know, share like
(03:30):
when initially, like as you were determining your career in
your early life years, like did you have any other
career that you had thought of?
Speaker 5 (03:41):
Oh?
Speaker 4 (03:41):
No.
Speaker 5 (03:42):
I think that very few of us actually follow the
road map. Maybe few, maybe some thinking about my colleagues
in medical profession or some very highly specialized fields. For
the rest of us, I think it's being present, being
(04:03):
present to what's happening around us. Yeah, I do have
decades of experience. So when I was growing up and
when I was even in college, coaching per se did
not really exist as a field. You did not even
have I see it yet at that point, So I
(04:24):
needless to say, I could not possibly dream of being
a part of a coaching profession. So my background, I
have degree, a bachelor's degree in economics, and Nope, you
cannot take economics out of the girl. It's always present
with me. And I have a master's degree in international relations.
(04:48):
So combined, I think it just brought about the curiosity,
curiosity about observing what's happening around us. As I said,
how the environment is changing, and more importantly, what's needed.
And I mean it when I say what's needed, and
I channel my dear colleague and friend who was on
(05:11):
the board of directors of the ICA Foundation, who would
morel would always say, he said, we can't think about
what's possible. We have to think about what's needed because
there is always a gap. There is always a gap.
We we think that what's possible, it's say here, but
(05:32):
what's needed is there and that should be our inspiration,
that should be our aim. So you know, my career
took me from working for the US federal government, another
not for profit organization, a couple of small startups, only
to become a part of ICF almost twenty years ago.
(05:58):
And that's probably the most unusual journey because I had
a privilege and honor to observe the evolution of coaching
and how coaching is perceived, how coaching is received, and
how coaching truly is changing lives. Absolutely.
Speaker 4 (06:18):
So a lot of people are coaches now, and people
are familiar with coaches, and yet there are still quite
a few people who are unknown to it. So can
you tell us the evolution of it, like you know,
what went into creating that foundation and how yeah, and
(06:38):
how has that coaching when it wasn't the nascency and
where it is now? If you can kind of walk
us through that journey, that would be great.
Speaker 5 (06:47):
Yeah. So, I see, if I can speak to ICEEF
better than I can speak to the entire coaching profession.
But I see it was created in nineteen ninety five,
So we are celebrating your thirtieth anniversary of this year
also the celebration, and it was designed and dreamt of
(07:13):
by a group of very passionate people who observed that
what was possible in that particular era was not providing
many answers to the societal, economic, personal problems that people
were struggling with. Famously, Huo Alaya, one of the four
(07:35):
fathers of coaching, said that coaching emerged because nothing else worked. Now,
what the founding mothers and fathers of ICF determined from
the beginning, and seriously I am at awe because they
said two things. They said that first, it's going to
(07:56):
be an international organization, and it was predominantly North American,
of course at that point. And they said, no, no,
it's going to be a global phenomenon, and it's our
responsibility to set it up as such. There was some
spirited conversations around that, but they did say, it is
(08:17):
a global phenomenon, it will be a global phenomenon. We
owe it to the future. And other which sometimes people
didn't realize or don't realize still, is that ICF was
created not to offer a community for coaches, but rather
(08:37):
to give credibility to the coaching profession. And I think
that this is so important in the context of who
I see it is now. We pride ourselves at being
a standard c for the coaching profession, and that's our responsibility.
So when people talk about coaching, they profession, they talk
(09:02):
high education, they talk ethics, they talk research that's underpinning
the the the effectiveness of coaching. And I think that
that that you know, I could talk for hours to
stop me anytime. Uh, is that that coaching started more
(09:25):
as a one on one application. Then corporation started adopting coaching,
but also more in a one on one predominantly C suite,
top level of the shows. Uh and in some parts
of the world considered more remedial than developmental. Yeah. Uh.
(09:47):
And then before you know it, public sector started being
interested in coaching. And then I do apologize for my goal.
And then you started seeing not for profit organizations also
starting utilizing coaching, and my delight, universities embracing coaching as
(10:09):
a field, as a discipline to be taught, to be
offered as a support tool, but as I said, to
be taught as a potential career. So now you know,
as we said, remedial in many instances before now it's
a badge of honor. Younger people, they don't ask for
(10:32):
the demand that they are working with a coach in
many organizations, high potentials are offered the opportunity to work
with the coach. In many organizations, onboarding is being supported
by coaching. So I think that the mindset about coaching
(10:53):
from remedial to growth potential future has.
Speaker 4 (10:58):
Been antically coming in and that tells us about the evolution.
And you hinted upon, like, you know, a couple of
things which I want to pick upon that observing what
are the needs that there's a gap between what is
possible and what are the needs. So as I see
have its evolved and I know that you know, we
(11:20):
are changing competencies with the changing times, we are keeping
up with it. So what trends are you observing currently,
especially with the younger generation.
Speaker 5 (11:30):
Oh, it is. It is very rewarding to see how
the world around us is changing. And as I become
this older generation, it's like, oh, these kids, but it is.
It is fantastic younger generation. As you know, I see
a pride itself also on doing a lot of research,
(11:52):
our main partner being Pressible Scoopers, who will be releasing
the next iteration of Global Coaching study a little later
this year. What we know from the studies is that
younger people do, are more aware about coaching. They know
about coaching, and they are also more open to enter
(12:16):
into a coaching relationship. Another interesting tidbit is that younger
individuals prefer to work with a younger coach. And what
they say is that they very much respect their managers,
their mentors, and for a coach, they want somebody who
(12:38):
understands their everyday life, somebody that they don't have to
explain the newest movie star or the singing sensation. I
have to tell you that story because I just love it.
I was in Cyprus not a long time ago and
(12:59):
had a privilege of meeting with the CFOs of major
major companies in Cyprus, and Cypress is really emerging as
the high tech place in Europe for sure, and I
was telling them the same story about the younger people
wanting to work with younger coaches, and I said, because
(13:21):
they don't want to have to explain who Swifty is.
And I had an absolute blank stare coming from the
room and they were like, yes, the one following Taylor Swift.
But so that's that I think illustrates the situation perfectly.
(13:42):
So what's needed is a coach who is well grounded
in the reality of a life of a person who
of course doesn't operate in a vacuum. But I'm also
systemically trained coach, so I think that this is very important.
(14:02):
That we cannot just separate a personal life and a
professional life in one hundred percent. We always bring a
little bit of each to the other. So I think
that the fact that the younger people have slightly different
different approach to coaching is great, but it is also
(14:24):
great is especially gen Z's we see are much more
focused on purpose. They definitely want to work for organizations
that have purpose greater than profit, and that the leaders
of those organizations can explain that purpose clearly and can
(14:48):
also map it to their individual responsibilities. We work very
closely with the Association of Change Management Professionals ICMP, and
we did the study together with Human Capital Institute where
(15:10):
it was discovered that coaching is one of the best
support mechanisms to change initiatives. We know all these statistics right,
seventy tow eighty percent of change initiatives failing, and they
apparently either succeed or fail for the same three reasons. Leadership,
communication and resistance. Coaching, as we know, is supporting beautifully
(15:36):
each and every one of them. So a leader that
understands the purpose, the leader that can articulate the purpose,
and the leader that can speak openly, clearly, transparently to
reduce the resilience should the resilience to the change occur. So, yeah,
I'm very excited about younger people having access to coaching
(15:59):
and thinking advantage of it.
Speaker 4 (16:02):
Absolutely, So we have talked about that. Okay, how is
the younger generation looking for coaching? Now, let's say you
also mentioned about that. Now coaching is more towards growth
potential coaching, like you know, bringing the succession plan, helping
the leaders to become confident leaders.
Speaker 3 (16:24):
And so now.
Speaker 4 (16:26):
When we are talking about that, if a company is
looking to bring in coaches, So from your experience, what
is the difference between internal coaching and external coaching, because
that's a question that's always kind of comes to the
forefront front during the discussions.
Speaker 5 (16:42):
Sure, I think the most technical answer that can be
offered is it depends, And it does because there are
many very important aspects of internal coaching that are very
favorable to the organizations, such as knowing the culture of
the organization, already being bound by the confidentiality of the organization,
(17:08):
having stake in the success of the organization, right, and
if everything has its flip side. What if people don't
want to open up the same way to the internal
coach as to external coach. What if internal coach is
for and that's practice in many organizations, this is not
(17:31):
their full time job. They have another job plus their
internal coach. How does that play. What if an internal
coach is offered and afforded the opportunity to coach a
senior person in the organization, therefore having access to confidential
(17:52):
organizations they don't have any business having access. So there
are the GIFs, ifs, ifs, it's so what we What
we do say is that there is wisdom in a
mixture of engaging some external coaches, oftentimes for highest level individuals,
(18:12):
having internal coaching catre because these are the people available
available right there, and that they can help almost instantaneously
should such a healthy be needed. And then they're very
very fast growing part of the coaching continuum, offering training
(18:32):
in coaching skills to line managers. They do not have
to become coaches, they need to understand certain competencies of
a coach that make them better leaders. So I think
that the combination of the three is a winning combination.
Speaker 3 (18:52):
Definitely.
Speaker 4 (18:53):
I like that and that will answer a lot of
questions that usually companies have. And you talked about something
about the line managers or internal managers. Can they can
know about certain competencies that don't need to be trained
to be coaches, So what would be a good pathway
for them?
Speaker 5 (19:15):
Funny issues you should ask because we've been we've been
observing the trend for quite a while now, and one
of the concertain being shared with ICF was that not
every organization can afford to train their managers in you know,
(19:35):
sixty hours of coching education to get to that to
that level. So ICF is right now in a testing
phase of over eight hour training just to point into
the leadership skills that are enhanced by capabilities. So later
(19:57):
in the year we hope to start offering it more
openly to organizations. We have huge interests from associations, associations
of professionals, which is like, okay, we're an association, that's
very appropriate that we would offer it to our colleagues
and friends from associations, but but yes, it's it's very important.
(20:19):
You may recall, not a long time ago, the term
leader as a coach manager as a coach was very popular.
I see, I've got very very stringent in not utilizing
the language because they're not they're not coaches. They are
managers using coaching skills or leaders using coaching skills. The
relationship is different, the level of confidentiality is different, the
(20:43):
seniority is different. So it is important that the person
offering this kind of management style and a person on
the receiving and understand the difference.
Speaker 4 (20:56):
Absolutely, because there's, as you mentioned about, there's a different
of the power dynamics because when the internal leaders are
doing they have to also keep their goals and organizational
hierarchy in mind, versus when you.
Speaker 3 (21:11):
Are with a coach.
Speaker 4 (21:12):
The power dynamics is very different because as you mentioned
early on in the ethics, and I'd like to touch
upon that that we take that very very seriously, and
power dynamics is zero where it is it's all about
the client and helping the client succeed and it's all
(21:34):
about their well being.
Speaker 5 (21:35):
So can you.
Speaker 4 (21:38):
Talk about that relationship between a coach and a client.
Speaker 5 (21:43):
Code of ethics of course being one of the competencies,
and our listeners may know or not. I see it
reviews the Code of Ethics every three years. It is
absolutely critical that the code is relevant and current and
respond to again the needs and demands and the desires
(22:07):
of the current environment. So it is very important in
that stage of contracting between a client and a coach
of what do they contract for. It's very important, especially
if we have an organizational sponsor, then it is absolutely
(22:30):
clear of what will and will not be disclosed, what
will and will not be discussed, what will and will
not be shared. And I think I think that that
what we see from the Independent Review Board is that
some clients and coaches do not pay enough attention to
(22:52):
clarity of that agreement. Having said that, the ethics, especially
the confidentiality, you know, like everything, there are caveats, especially
our coaching colleagues that work with governments, there are certain
things that have to be disclosed, and coaching relationship is
(23:16):
not privileged, so it can be requested by the court
of law. So we need to be careful there too,
that we are not necessarily setting up our coaches for
some kind of danger because because they might have might
have learned something that according to law needs to be disclosed.
(23:40):
So those things have to be discussed my late colleague.
He actually taught a class of is everything confidential in
US federal government? There was the scariest class I ever took,
m H because the answer was no, and frankly not
(24:05):
at all. So I think that we need to be mindful,
We need to be mindful that there are some legal,
some medical, especially in financial services, things that we have
to be mindful that are not covered by confidentiality. And
yet to what you said, it is it is the
(24:27):
greatest underlying value of the coaching relationship is that the
coach coach is not to save the client. Coach is
to facilitate the coach's journey into finding their best answers.
And that's equally ethically important. The coach is not there
(24:53):
to say the coach is there to support yes.
Speaker 4 (24:58):
And that is such a distinct that you have made,
because so many times what happens is that in my
personal experience, people come to you thinking that yep, you
are that genie button and have recently I had some
someone come with thirteen.
Speaker 3 (25:18):
Goals on our first during our first session.
Speaker 4 (25:25):
And this is even after going through the agreement and
our first session having everything clear. So, as you talked about,
you know coaches are there to support, not to save,
and it's important that you know as the coaches go
through it that there is that reminder of that relationship.
So what would you say to fellow coaches where so
(25:47):
many times what happens is that you know, agreement is made,
but the clients may forget as to how to continue
to uphold that level of clarity throughout the profession or
throughout the relationship chef ad the client.
Speaker 5 (26:03):
Yeah, I think again it is we look into the
co coaching competencies and that coaching mindset and coaching presence
are so so important because frankly, as we always say,
the code, the client is expert in self, the coach
is expert in the process. So frankly, the responsibility is
(26:23):
that of a coach too, to bring to bring the code,
to bring the client back should they bear, and not
to be seduced by that invitation to maybe veer a
little bit away from what coaching is supposed to be.
(26:45):
And I think it is also important to remember that
that's that's one of the myths of coaching, I think,
is that the coach cannot share knowledge. Of course, coach
can share knowledge, it is just not to give advice
and say what to do. But if we find ourselves
(27:06):
in the conversation with the client that's stuck or has
really difficulty seeing the next step, offering something that has
been useful before to a different client, or offering a
reflection on something is perfectly okay and in fact useful.
Speaker 4 (27:32):
I think both do both absolutely, And there's you know,
the whole workforce is changing, as you had talked earlier about,
so people like us, you know, were kind of.
Speaker 3 (27:46):
I as well, with decades of experience.
Speaker 4 (27:48):
We are almost on the one spectrum, and then we
have another spectrum of gen Z and now Alpha generation
is also getting ready to kind of come in through
the So what changes are you seeing in the demographics
and we're the trends and what can coaches and as
well as like you know, clients can keep in mind.
Speaker 5 (28:13):
I think this is another very very interesting evolution. And
again I'm speaking from twenty years of my experience with ICF.
When when I first started working with ICF, almost two
a person, a coach was a little bit more senior
(28:36):
and it was typically second, if not third, career for
that individual. It has never been stated in the competencies
if you really carefully read through them, but there was
a conviction, maybe not the belief that's too strong of
(28:57):
a word, that one has to be an extra experience individual.
Speaker 3 (29:02):
Mm hmm, I relie, we.
Speaker 5 (29:07):
We have some and there are some interesting studies about
you know that that whole notion does somebody has to
have an experience in the field, or does have to
have an experience in a position, and you probably can
find enough many people to support each position. Recently I
spoke to a c CEO senior, very senior person, large corporation,
(29:34):
huge responsibility, and he said that he was a little
bit forced to work with a young coach and he's, uh,
I think he's HR person mosly Frye. Now I need
somebody who was in my shoes. And the HR person
(29:54):
says like, well, but they may have the same blind
spots as you two. Mm hmmm uh, and they may
just let you go without explaining because yes, yes, they understand.
So the CEO is working with this young coach who
knows nothing about the subject. It was technology company nothing,
(30:19):
so he asks like a child, but why but how
well does not happened? And slightly irritated at first, the
CEO at the end say's like that was the most
insightful session I ever had because I had to explain
my business to somebody who doesn't understand it. Said, do
(30:42):
my clients understand my business?
Speaker 3 (30:44):
Now?
Speaker 5 (30:45):
I'm a provider, but when they do, we have a
different level of conversation. So I think that this is
this evolution of the underlying belief that one has to
be a little older in age and a little more
experienced is moving away a little. And I think it's
(31:07):
also reflected in effect that a greater number of universities
started offering degrees in coaching. So that to me is
a very clear signal that yes, it can be taught,
and if it can be taught, like in any profession,
there are some people who are innately better at it
(31:27):
than others. That's true everywhere. But it is a profession,
it can be taught, and therefore younger people can choose
it as their career. Yeah.
Speaker 3 (31:40):
No, definitely.
Speaker 4 (31:41):
So let's say some of our young audience are, for
that matter, anybody who's thinking about whether this coaching profession
is for me or not? What would you tell them?
And what would be like? You know, a couple of
good ways of going about it. Probably the first, is
(32:04):
it doesn't happen overnight.
Speaker 5 (32:06):
Yes, and this is also true. I don't sometimes I'm
just smiling to myself because it's so true. For any
profession no doctor, no lawyer, no anybody fresh out of
school is at the top of their professional career, it
(32:28):
takes time. One of our studies with PwC showed it very,
very validly that first three years are really difficult because
you start running a business and it's typically typically unless
you are internal coach, is a small business. And not
(32:51):
every small business is successful from the very beginning. So
we know this that after three years people will start
charging more, start having more clients, and are speaking of confidence,
are much more confident in promoting and running their business.
So be patient with that business side, be patient with
(33:17):
yourself before you decided maybe it's not for you, and
the other world wisdom, if you will, is to be
a good coach, one has to be well trained, and
that's non negotiable. That's absolutely non negotiable. Fortunately, I see
it is very lucky now being home to more than
(33:39):
three thousand approved and accredited programs coaching education programs, and
that really is non negotiable. One has to be well
trained to start with and has to continue that journey
of professional growth and development.
Speaker 3 (33:57):
So that's very powerful.
Speaker 4 (33:59):
Like what you say is having the patients, because just
like you can go from kindergarten to being a PhD student,
you just can't expect your business to like go like yep,
I have the certification and now I'm just going to
hit the ground running exactly.
Speaker 3 (34:15):
There's a runway for.
Speaker 4 (34:16):
That where you have to take that time. Now you
mentioned that it's amazing that there are three thousand accredited programs.
How can people go about to finding about those programs?
Because you know, some programs may resonate with someone, some
may resonate with others.
Speaker 3 (34:34):
So what's a good way of finding them?
Speaker 5 (34:36):
Yeah, welcome to no. I see a website we just
released it a couple of weeks ago, really Coaching Federation
dot org. And there is a searchable database of coaching
education programs and it's beautiful because you can put the keyword.
There are many criteria that you can put in. You
(34:57):
may prefer the program to be fully a credits. You
may prefer your program to be in certain language. You
may prefer it to be very intense, shorter, or spread
out in weeks or months. Fortunately you can you can
search with those different things you As you mentioned, some
(35:22):
have more business attitude, the others are maybe a little
bit more on the life or spiritual side. So this
is very individual choice. And I know sometimes it may
thinks like three thousand is overwhelming, but utilizing those criteria
you can you can narrow them down and then call them,
talk to them, talk to talk to alumni of those programs.
(35:46):
As you know, I see it has over one hundred
and forty chapters around the globe. Check with them, check
check what they would recommend, and see because it is
important that you find something that resonates with you. So
you're really happy going through this training rather than struggling
into finish.
Speaker 4 (36:03):
No, absolutely, And also just to add to the information
that you've shed, just go you can be a guest
to EVE one of your local IEDEAF chapters and a
lot of accredited schools in your town itself.
Speaker 3 (36:18):
And if it's not so you know.
Speaker 4 (36:21):
As you mentioned, Mark, they're like go that search and
having that keywords is going to be super helpful because
now you can find what works for you. That's the key,
like find something And I really like what you said
that just go have that conversation, see where you feel aligned,
because always say that coaching is a purpose profession where
(36:48):
you step into it with purpose. And I mean I'm
not saying like the other professions are not, but for
this you kind of have that heart. So it's important
to get that alignment because you are here to make
can impact. And as you drive impact, just remember how
fortunate we are to be in the lives of people
where people are opening us, opening to us and just
(37:11):
bringing that curiosity. And I love the story that you
said that you don't have to be experienced, so don't
think so what would you say if somebody is thinking, oh,
I don't have experience and maybe hesitant they want to
do coaching, What are some of the answers to some
of those thoughts and fears.
Speaker 5 (37:37):
Probably the first one is then think about the audience.
As we said, younger and younger people are seeking coaching
and are excited about joining forces with the coach. They
are not looking for experience, They're looking for somebody who
can walk them through that process of finding answers. So
(37:59):
already they and I think that there is a difference
even fifteen years ago. Probably people who are capable of
purchasing coaches coaching, we're in a different place in their career,
but now we have these young ones. So that's that's
the first and second it's like, as as long as
(38:22):
you are well trained, as well as you are well
versed in car coaching competencies, and as you are practicing
those competencies, I think it can prove to yourself as
much as to your clients that that that that you
you are very capable in delivering this. This the service.
(38:47):
It's not about coaching. But I just came back from
the Middle East, where, especially in Saudi Arabia, it is
a young population. It is the young democraphic. Excuse me,
it is a young them graphic, and many people in
important governmental positions are young. So I asked some of
(39:10):
the colleagues because we have a good fortune of working
with some of those organizations, and apparently the Crown Princess
principle is if you're good enough, you're old enough.
Speaker 4 (39:24):
I like it, Yeah, no, definitely, And then that brings
us back to the coaching competency right, coaching presence, that
it doesn't matter what the age is, what the experience is,
as long as you're present and as long as you
have your client front and center, and as you're following
through your learnings, you can definitely do that. So in
(39:48):
case wonderful audience, if you're thinking, you know, definitely check
out the site.
Speaker 3 (39:53):
And I've been a coach myself for.
Speaker 4 (39:58):
Gosh like over fifteen years now, so I'm definitely going
to recommend that.
Speaker 3 (40:03):
It's very near and dear to my heart.
Speaker 4 (40:05):
So as we bring the show to a close, what
are some of the thoughts you want to leave my
audience with.
Speaker 5 (40:18):
One term that we use quite a bit in coaching
is empowerment and to me, to me, coaching is empowering
at every possible level. It empowers a coach. It is
(40:39):
an amazing service that we offer to the client. Coaching
empowers a client to be more confident, to be a leader,
to be capable of going further or more boldly, or
whatever it might be. Right. And then as we think
about it, this one client and influences and powers the organizations, communities,
(41:05):
families they work within, So that empowerment is really something
that transcends through the entire ecosystem. And I think that
not too terribly many professions can say that, So I
think that's very very special and as we revealed new
(41:25):
brand identity for the ICM with the new website, we
do talk about inspire, transform and thrive. Mm hm. So
I think that every coach seasoned or one thinking about
becoming one, if they can think about it and think
(41:48):
about it because it was inspired, transform and thrave.
Speaker 4 (41:55):
Absolutely yeah, I'm going to carry those three words today
with me and so powerful. Thank you so much joining us,
Monkdab because it was such a pleasure and as you mentioned,
we are so empowered to be in service of others.
And how many people can say that, and not only
(42:16):
that the ripple effect the.
Speaker 3 (42:18):
Transformation and.
Speaker 4 (42:22):
It's not just in one person, but as they go
back to the organization, they are helping other people. So
what a powerful way to finish inspire, transform, and try.
Speaker 3 (42:33):
Thank you so much, Thank you Divian, and.
Speaker 4 (42:37):
Thank you wonderful audience for joining us, because without you
the show would not be possible. Please reach out to
us and let us know how we can serve and
support you to live the best life you deserve. And
also thank you one for making the show technically possible.
Be well and take care.
Speaker 2 (42:54):
Thank you for being part of Beyond Confidence with your
host d V Park we hope you have learned more
about how to start living the life you want. Each
week on Beyond Confidence, you hear stories of real people
who've experienced growth by overcoming their fears and building meaningful relationships.
During Beyond Confidence, Vpark shares what happened to her when
she stepped out of her comfort zone to work directly
(43:15):
with people across the globe. She not only coaches people
how to form hard connections, but also transform relationships to
mutually beneficial partnerships as they strive to live the life
they want. If you are ready to live the life
you want and leverage your strengths, learn more at www
dot dvpark dot com and you can connect with dvat
(43:36):
contact at dvpark dot com. We look forward to you
joining us next week.
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