5 Steps to Coaching Accreditation | Step 4 - Performance Evaluation

Building a Coaching Culture - #124: 5 Steps to Coaching Accreditation | Step 4 - Performance Evaluation === J.R. Flatter: [00:00:00] Hey, welcome back Lucas Flatter: everybody. J.R. Flatter: J. R. Flatter here, co host Lucas, how you doing? Lucas Flatter: pretty good. J.R. Flatter: So this is session four of five of our multiple part series on getting an ICF accreditation. I know we talk about all this Lucas Flatter: stuff J.R. Flatter: indirectly. We wanted to take some time to focus specifically on the five phases of getting an ICF accreditation. If you missed any of the earlier sessions, you can find them on our website or our YouTube site. But this time, we're going to focus on the performance evaluation, which is step four of five to getting an ICF accreditation. Lucas Flatter: just wanted to mention, too, uh, that you can download the checklist PDF, and it's going to summarize some of this info. Either hold it and follow along, or just look at it later. J.R. Flatter: [00:01:00] so this is one of those requirements that, uh, you must pass, but as a program, The ICF gives us a lot of autonomy on what it means to get a performance evaluation. When do I give it to you? What does it actually consist of? so we choose to give you the performance evaluation during your mentor coaching. And I talked about observations earlier that I, as a programmer, am required to observe you. And give you written and verbal feedback six times, uh, during your coaching, uh, accreditation journey as an accredited program. We have done the math and there's really no way to do it other than during the [00:02:00] mentor coaching journey. Uh, and the same is true of the performance evaluation. to give you the kind of in depth, written and verbal feedback that you deserve, uh, it's best in the one, on one sessions. of your mentor coaching journey under an accredited program. I know I keep saying that, but it's so important, to streamline your journey. Lucas Flatter: So J.R. Flatter: given that autonomy, what should a performance evaluation look like? the ICF provides, uh, assessor Lucas Flatter: training. J.R. Flatter: So if you were to go through a non accredited program and submit your recordings and your transcripts to the ICF, a trained assessor Would look at those sessions and those recordings and with an assessor evaluation form, grade you on your performance. Was it ACC level? Was it PCC level? Was it MCC level? Depending on what you're, uh, applying for. And that form has a very detailed, [00:03:00] description of your coaching session. And so that's what we've chosen to use as the foundation of our performance evaluation. So we've indirectly talked about. The competencies, but we haven't talked about are the PCC markers. So The ICF published, a couple of years ago now, uh, the renewed version of what the PCC markers were. is keeping up, The, the pace of change in the world and the pace of change in Lucas Flatter: coaching. J.R. Flatter: And so they had brand new competencies and a brand new set of markers to demonstrate those competencies. So the ICF assessor form is the eight competencies broken down into the, uh, markers that are within those competencies. And depending on how you add them up, there's over 40 markers that an assessor's looking for when they're. Uh, [00:04:00] grading your performance, or in our case, the mentor is looking for when they're grading your performance, but they're using the same form. So it's an apples and apples comparison of what the ICF would look for and what we look for. And across those 40 plus markers that you demonstrate coaching with, some of them are required once, some of them are assessor, and in your case, your mentor, is looking for those multiple examples. In addition to looking for the example, they're looking for contra examples. So one of the markers is don't interrupt. And if you interrupted, that's a contra marker. It's like a merit and a demerit. And we have a lot of subjectivity as to when we think it was so gross of a contra marker that you shouldn't pass that particular competency or you don't pass the particular session at an ACC level or a PCC level or an MCC [00:05:00] level. So again, we have a lot of structure. But a lot of autonomy as well. Again, every mentor is going to have their own style of how they take notes during your session and the feedback that they give you and how they give it to you. What they consider to be sufficient or insufficient. That's the human element of this coaching journey. When you're coaching, the leaders you're coaching have that same level of autonomy, probably even greater level of autonomy of saying whether your coaching was successful or not successful. it applies even outside of the academic environment that we're in when we're seeking an accreditation. So the first two competencies, one and two, the ethics, core values, is a yes or a no. Did you coach in line with the i ethics and core values of the ICF? number two, did you coach with a coaching mindset? when I'm the assessor or anybody's, your assessor, it's a yes or a no. It would be hard for me to imagine that you would pass a session if either [00:06:00] of those were no. so take a step back. Lucas Flatter: Um, J.R. Flatter: when we're looking at the ICF. core competencies and the markers that are within Lucas Flatter: them. J.R. Flatter: The ICF asks us to be familiar with Lucas Flatter: them. J.R. Flatter: So don't memorize the core competencies and the core values and the ethics, but be sufficiently familiar with Lucas Flatter: them J.R. Flatter: that you know when you're using them and when you're not, you're choosing not to use them. I'm not asking you to memorize them. Nobody can memorize 40 plus markers and demonstrate Lucas Flatter: them. J.R. Flatter: Secondly, in any given session, You're not going to be able to demonstrate all eight competencies, and certainly not all 40 plus markers. So don't even set that as an ideal for yourself. We recommend to our student coaches, when you're going through your mentor coaching and your three one on one sessions, when you're doing coaching for a performance Lucas Flatter: [00:07:00] evaluation, J.R. Flatter: two practice and then one final in those three one on one sessions, have the same leader to coach all three Lucas Flatter: times. J.R. Flatter: And the reason we recommend that is Then your mentor has an opportunity to see you coach the arc of a session, but also has the opportunity to see you coach the arc of a relationship. And even though it's just three sessions, it's still the arc of a relationship. Of the eight competencies and the 40 plus markers within those competencies, you should be demonstrating all Lucas Flatter: of them J.R. Flatter: across your coaching, not in any given session, maybe not in any given relationship, but across your coaching practice. You should see all of those. As human beings, we're going to have a tendency to go to things that we're familiar with and comfortable with. I think going back to competency two, having a reflective A growth mindset, you should ask yourself, you know, am I hitting [00:08:00] all of these in my practice? And you're going to get written and verbal feedback in all three of those one on one sessions, as part of your performance evaluation. The remarks are going to get sharper and sharper because you're getting better and better, and you deserve that kind of feedback. It's not going to be condescending or judgmental. But it's going to be sharper and sharper. Your mentor will not schedule you for your third exam unless they're confident you're going to pass. So we have a 100 pass rate, and the way we achieve that is we don't schedule you for your third one until we're 100 certain that you're going to be okay. Lucas Flatter: a while. Um, the first question I had, um, the requirement is audio, um, what value do we get in using video or even live versus just audio if we're trying to evaluate somebody's coaching? J.R. Flatter: Yeah, great [00:09:00] question. So, you know, you don't have to be a neuroscientist to know. We communicate a Lucas Flatter: lot J.R. Flatter: Body language, the way you're sitting, the way you cock your eyebrow perhaps, or the look on your face. And so having that video allows a much richer experience with the assessor. If the assessor were just listening, it would be entirely different written and verbal feedback. It's really important that they be able to see you. Lucas Flatter: I guess to follow up on that, the candidate needs to provide an audio, or a transcript of the entire verbal exchange, um, we provide that, right? For the J.R. Flatter: Yeah, great question. This is part of the maturation of the ICF. the burden's entirely on the Lucas Flatter: leader, J.R. Flatter: or the student coach. We offer to record for them, but if you go through an accredited program, level one, level two, or level three, you don't need, well, [00:10:00] MCCs at level three need Lucas Flatter: recordings. ACC and J.R. Flatter: and PCC do not need Lucas Flatter: recordings, J.R. Flatter: uh, if they've gone entirely through an accredited Lucas Flatter: program. J.R. Flatter: If they go through the portfolio path They're going to need recordings, depending on what level they're going Lucas Flatter: for. J.R. Flatter: Yeah, so, uh, as part of your written and verbal feedback, your mentor will send you a copy of their assessor form. the way that we conduct Lucas Flatter: them, J.R. Flatter: we do Hour long sessions, which is what the ICF requires, and coach for 20 to 30 minutes, which again is what the ICF Lucas Flatter: requires. J.R. Flatter: And the next 30 minutes of the hour is you one on one with your mentor receiving written and verbal feedback. And so you'll get immediate feedback. On that session, it's fresh in your mind, it's fresh in the mentor's Lucas Flatter: mind, J.R. Flatter: but the ICF assessor form that they filled out while you were coaching, you'll get a copy of that Lucas Flatter: digitally as well. Oh, I had another question. Um, the minimum The requirement is [00:11:00] 20 minutes. It says 20, between 20 and 60 minutes. I mean, obviously, you probably get more value out of a longer session. Do we have any sort of standard for that? J.R. Flatter: I say 20 to 30 minutes, and that's what we tell our students and we tell our Lucas Flatter: mentors. J.R. Flatter: We are in a constrained academic environment, usually, Lucas Flatter: and I J.R. Flatter: think that's more than sufficient. In our training programs, regardless of which path you Lucas Flatter: take, J.R. Flatter: we offer the opportunity to coach for longer periods of time and be observed and get written and verbal Lucas Flatter: feedback J.R. Flatter: uh, from your Lucas Flatter: peers. J.R. Flatter: And so all of the students before they get their performance evaluation, that we have anyway, have coached that entire Lucas Flatter: hour. J.R. Flatter: So they have that experience under their Lucas Flatter: belt. so J.R. Flatter: is the performance evaluation, quick and, uh, down and dirty, I guess. We'll see you next time, and we're going to talk about the ICF coaching exam. Again, if you've missed any of the sessions before this, uh, they're [00:12:00] available on our website or on our YouTube Lucas Flatter: channel. J.R. Flatter: Take care.