The LEGO® SERIOUS PLAY® method (LSP) is a facilitated thinking, communication and problem solving technique for use with organisations, teams and individuals. It draws on extensive research from the fields of business, organisational development, psychology and learning, and is based on the concept of “hand knowledge.”
The purpose of LEGO® SERIOUS PLAY® is to change “lean backwards meetings” to “lean forward meetings” , where the result is more participation, more insights surfaced, more engagement and, ultimately, more commitment and faster implementations.
LEGO® SERIOUS PLAY® is based on a set of fundamental beliefs about leadership and organisations:
ORSC is an operating system upon which other applications, mental models and approaches can be reinterpreted. Once our students make the paradigm shift from engaging individuals to the entire group (what we call The Third Entity™), a whole new world of opportunities emerge. Many students report great satisfaction because what they’ve already learned and used in their work is even more effective when coupled with ORSC principles.
In our performance-rewarding environment, it’s easy to lose sight of the value of real connection, intimacy, self-awareness, listening deeply to and nurturing others – the very qualities that inform and inspire what we do, restore us and give our lives fulfilling meaning.
Times are changing as the world becomes more and more complex and yet smaller. The need for us to work together to lead effectively is urgent. Relationship intelligence is suddenly paramount to success. We at CTI consider this good news. For the past 20 years, we’ve trained tens of thousands to balance the “being” and the “doing” and have seen firsthand how our Co-Active Model catapults individuals and organisations into both higher achievement and deeper connection and fulfilment. Transformational change is our business. We want a world that works for everyone where people know that who we are is as important as what we do.
The Co-Active Model
The Co-Active Model balances self-awareness, a keen agility with relationships, and courageous action to create an environment where individuals can be deeply fulfilled, connected to others and successful in what matters most.
The “Co” in Co-Active suggests relationship, connection, intimacy and collaboration. Thus, the “Co” in us is curious, listens deeply, hears nuance, holds space for others, intuits and nurtures.
The “Active” in Co-Active stands for power, direction, action and manifestation. So, the “Active” in us is courageous, has clarity and conviction, takes charge and achieves goals.
The magic happens in the dance between “Co” and “Active” — action that arises from presence, deep relationship and context…and presence that is channeled into dynamic action and contribution. Balancing and blending these energies allows us to move out of an “either/or” paradigm into a “yes/and” paradigm.
The International Coach Federation (ICF) is the leading global organisation dedicated to advancing the coaching profession by setting high standards, providing independent certification and building a worldwide network of trained coaching professionals.
As the world’s largest organisation of professionally trained coaches, ICF confers instant credibility upon its members. ICF is also committed to connecting member coaches with the tools and resources they need to succeed in their careers.
ICF offers the only globally recognised, independent credentialing program for coach practitioners. ICF Credentials are awarded to professional coaches who have met stringent education and experience requirements and have demonstrated a thorough understanding of the coaching competencies that set the standard in the profession. Achieving credentials through ICF signifies a coach’s commitment to integrity, understanding and mastery of coaching skills, and dedication to clients.
ICF also accredits programs that deliver coach-specific training. ICF-approved and –accredited training programs must complete a rigorous review process and demonstrate that their curriculum aligns with the ICF Core Competencies and Code of Ethics.
Today, ICF is specifically recognised among coaching professionals worldwide for:
NLP Practitioner skills help achieve outstanding results. Your thoughts have a powerful effect over your feelings and create your behaviours. One of the greatest gifts you will give yourself from NLP is how to have greater control over your thoughts and feelings – no matter what is happening in your environment to affect you!
NLP Practitioner knows:
How to manage your emotional state and choose how you feel despite any situation you find yourself in and how to share this knowledge with others
How to use the power of your mind to easily and effortlessly overcome any bad feelings or associations you have to situations, people, places and things.
The power of Language. Uncover the hidden meanings in what people say. Artful ways to loosen limiting beliefs in others. Wakening people out of their own limiting language.
How to find out how people motivate themselves (and don’t!). Identify what drives people to behave in certain ways and to change it.
How to help people overcome conflict – within themselves and with others – so that they can move forward without being hooked back into un-resourceful positions.
The Co-Active® Leader will help you connect with the essence of your own unique leadership style and journey. Recognise and embrace your deepest strengths and learn how to bring that authentic power of self-expression into all areas of your life.
If you want to have a more powerful, positive, and lasting impact within your organisation, profession, family or community, the Co-Active Leader can help launch you into action.
The Co-Active Leadership Training consists of:
Creating from Self
We all carry a self-protecting framework of beliefs and limitations that keep us disconnected from our fundamental purpose, innate strengths, and gifts. In this first leadership development retreat, participants will break free from the barriers of these self-imposed limits and reconnect deeply to their most alive and authentic self.
Creating from Others
In all aspects of life, the key to successful leadership development lies in one’s ability to generate dynamic, authentic relationships. Building on the learning and self-awareness from the first residential retreat, leadership program participants radically expand their ability to perceive and build on the inherent strengths and talents of others to create powerful alliances and achieve mutual goals.
Creating from the Space
To create positive and lasting change, we need to be exquisitely aware of what is happening in the emotional field around us. Equipped with a powerful new understanding of oneself and others, leadership program participants are challenged to become fully present in the energetic field around them and the wide range of creative opportunities that exist there.
Creating from Everything
In these complex times, Co-Active leaders must be able to remain centred and creative in the face of conflict and chaos. In this final residential retreat, leadership program participants learn innovative and valuable tools that free them to be true agents of change, intentionally creating whatever impact they desire regardless of the situation or circumstance. This level of leadership development demands the integration of deep self-knowledge, global awareness, clear intention and potent self-expression developed over the course of this program.
The Co-Active Leadership Program has been awarded a credit recommendation of 6 semester units of upper division college credit by the American Council on Education CREDIT Division. ACE is the unifying voice for higher education in the United States and ACE assists adults to gain access to academic credit for formal courses and examinations taken outside traditional degree programs. Hundreds of leading colleges and universities in the United States including the University of California Berkeley, Johns Hopkins University, Northwestern, Notre Dame and Rutgers to name a few, trust ACE to provide reliable course equivalency information to facilitate credit award decisions.
The Seven Levels of Effectiveness
7. Synchronicity—working from a true understanding that what is within creates what is outside; focus on creating a positive experience for all; the ability to see the gift and possibility in anything. The realm of “magical coincidence.”
6. Innovation—the ability to set aside ego, personal agendas and perceived restrictions and explore possibilities from all angles; questing for, seeking, and focusing on the most effective solution to the problem or goal.
5. Engagement—the desire to bring value, to be a contributor; basic enjoyment of the enterprise; focus on assets and strengths rather than limitations and detriments.
4. Courage—the willingness to take a stand against previously held negative or disempowering beliefs and actions, trusting in the possibility of a positive future (often despite current evidence that a positive future is not likely or predictable).
3. Frustration—the focus on fighting and jockeying for position against (not with) others; the feeling that the external world (both people and circumstances) must be resisted.
2. Fear—the belief that one must protect against almost certain loss, attack or disappointment.
1. Hopelessness—the fundamental inability to see or work towards a positive future.
We all know the frustration of trying to overcome a long-standing obstacle or make some other significant change in our lives, only to find our good intentions derailed by potholes and roadblocks that send us careening into the ditch. While some of these obstacles may be external, the truth is that most of what gets in the way of our good intentions comes from inside us. And only by going inside can we find the solution that will genuinely free us up to move forward toward meaningful action that produces lasting results.
Beyond notions of negative self-talk and limiting beliefs lies an incredibly powerful tool for clients and coaches alike. The idea that we have different parts of ourselves is as old as the hills. The Inside Team is much, much more than that. With kinship to Transactional Analysis, Voice Dialog work, and other sub-personality work, The Inside Team enables clients and coaches to redesign their inner alliance with themselves.
The Inside Team is that collection of voices, beliefs, aspects of our personalities that sometimes work in harmony, and sometimes don’t. These inner conversations are so familiar to us that we often don’t stop to notice what we are really saying-or not saying-and the effect that has on our choices and daily lives. In essence, they represent our unconsciously designed alliances with ourselves.
By working with clients to bring these Inside Team Players into awareness, and then to consciously redesign how they want the team to operate; you as coach can help clients make choices and take action that will move them powerfully forward in their lives.
Coach Supervision is where a coach (“the supervisee”) engages another coach (“the supervisor”) to support the supervisee’s overall development as a coach and their coaching practice.
The ICF specifically differentiates Coach Supervision from Coach Mentoring for Credentialing which is the development of a coach’s coaching skills to meet the ICF Core Competencies, and to adhere to the ICF Code of Ethics specifically to prepare to apply to become credentialed with the ICF.
ICF defines Coach Supervision as follows:
“Coaching Supervision is the interaction that occurs when a coach periodically brings his or her 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 his or her clients.”
The purpose of coach supervision is to support the coach’s (the “supervisee”) professional, personal and coaching practice’s health and wellbeing.
Indirectly it also ensures that the clients of the supervised coach are also well supported and receive the best possible coaching experience.
The coach supervision process supports the coach’s reflective practice and stimulates ongoing learning and development helping to maintain and raise quality standards across the profession.
It is a ‘peer to peer’ relationship that provides a place for continual professional development. Using the coach’s own experiences with clients as one method of reflecting on skills, competencies (including the ICF Core Competencies and Code of Ethics) and behaviours and through this to supports the coach to develop their own ‘internal supervisor’.
Coach supervisors, although peers, are typically more experienced coaches and therefore can provide mentoring and training as part of supervision which is a way of supporting the supervisee to be continually developing themselves professionally.
Coach supervision provides a place to review and uncover potential ethical issues and therefore ensure the supervisee’s clients are well supported and served. It also provides a safe and confidential space for the supervisee to explore their coaching and to uncover any unconcious behaviours or biases that may get in the way of being the best you can possibly be for your client
Coach supervisors are specially trained in the skill of supervising coaches, and you can select your trained supervisor in the Find a Supervisor page.
The Benefits of Coach Supervision
The ICF definition of Coach Mentoring is:
“Coaching for the development of one’s coaching, rather than coaching for personal development or coaching for business development, although those aspects may happen very incidentally in the coaching for development of one’s coaching.”
In order to qualify to deliver Coach Mentoring for ICF Credentialing (a Qualified Coach Mentor), a Mentor must:
The Coach Mentoring may be provided on an individual basis or also some Group Coach Mentoring can count towards the Coach Mentoring hours. No more than 70 per cent of the required mentoring hours (that is 7 hours) can come from Group Coach Mentoring. Additionally, the group being mentored may not consist of more than 10 participants.