ATD NYC/ICF NYC WORKSHOP: THE COACHING RIPPLE EFFECT
October 17 @ 9:00 am - 5:00 pm
Implications for Development & Change | Applications to Group & Team Coaching
9AM-5PM OCTOBER 17, 2017
ICF NYC Members use code ICF17
Our organizations operate in times of unprecedented uncertainty, complexity and change. To meet those challenges, they are seeking out new and efficient ways of effecting change at the individual, team and organizational level.
Coaching is an established and increasingly popular change methodology used to facilitate individual and cultural change. Published research however, tends to focus heavily on individual level outcomes. The impact of coaching at the level of the group, team, organization or system has largely been ignored.
In recent ground breaking research, the systemic impact of one-on-one leadership coaching on the broader organization was examined using Social Network Analysis – identifying a significant “Coaching Ripple Effect”.
The findings highlight a number of important implications for the way we design, target and measure a broad range of development and change interventions within an organizational context.
There are also important implications for how leaders think when embedded in complex evolving networks. Understanding these implications can assist coaches and change managers support leaders in meeting the requirements of a new era in organizational complexity.
- Identify the fundamentals of coaching in complex organizational systems;
- Understand the latest research on the Coaching Ripple Effect;
- Explore the implications of the research for the way we design, target and measure a broad range of development and change interventions;
- Explore the most appropriate intervention to achieve desired objectives;
- Understand the implication of network approaches and network thinking for leaders and development;
- Be provided with an overview of some of the research in the field of group and team coaching;
- Understand the “Outside In/ Future Back” approach to leadership, talent and organizational development; and
- Learn and practice the 5 Disciplines of Systemic Team Coaching.
Who should attend?
- HR, L&D, OD, Talent and Change Management professionals who design and manage development programs and change initiatives;
- Internal and external coaches who undertake coaching and design coaching programs;
- Those responsible for coaching and coaching programs within their organization;
- Coaches, HR, L&D and Talent professionals who want to update their skills to include Systemic Team Coaching; and
- Mid to senior level managers who want to understand how networking thinking and Systemic Team Coaching can support leadership and team effectiveness.
Angela has over 20 years global professional experience, including more than 10 years experience as consultant, facilitator, researcher and coach. Her primary focus centers on: Leadership, Talent and Organizational Development; Coaching; Change; and Transition. She partners with organizations to design and deliver Evidence Based Coaching Programs, including: one-on- one executive coaching; group coaching; systemic team coaching; leader as coach programs; and the development of coaching cultures. Angela also provides internal and external coach mentoring, training, professional development and supervision (Individual, Peer and Group). Her consulting and coaching engagements span Fortune 500 companies, government agencies and not for profit organizations.
With a background as an Attorney and corporate advisor, she is used to working under pressure, to tight deadlines, with multiple commitments and competing demands, including leading large international teams on complex cross-functional projects and disputes worth in excess of $1billion.
Passionate about supporting the development of an evidence base for coaching and improving the standard of coaching globally, Angela is actively involved in coaching research, including on the world’s largest leadership and coaching research project: Leadership in High Stress Workplaces. She has also undertaken research into Engagement and Motivation, pursuant to a grant from Harvard University’s Institute of Coaching.
Angela is frequently a guest lecturer, speaker and panelist at a number of international collages and professional bodies. She was part of the writing team responsible for drafting the world’s first ISO (International Organization for Standards) aligned Guideline for the training of coaches and the provision of coaching services.
Angela currently serves on the Board of ATD NYC, as VP of Special Interest Groups and Co-Chair of Coaching Supervision Programs. She is a member of the American Bar Association’s Attorney Wellbeing & Performance Committee, a Researcher for the European Mentoring & Coaching Council, a member of the Association of Coaching Supervisors and a Fellow at Harvard’s Institute of Coaching. She was also a member of the Review Panel for Columbia University’s Coaching Conference in 2016.
Angela has a LLB (with honors), a LLM (University of London), a J.D. (College of Law, U.K.) and an MSc in Organizational Coaching Psychology (University of Sydney). Other relevant graduate qualifications include, Professional Certificate of Advanced Study in Coaching Supervision (Oxford Brooks University), Adult Development (Harvard University), Positive Psychology (University of North Carolina) Human Capital Development & Organizational Effectiveness (NYU), and Change Management (Australian Graduate School of Management). She is a certified International Systemic Team Coach (Academy of Executive Coaching) and is accredited in a number of assessment tools.
Dr Sean O’Connor
Dr Sean O’Connor is a practitioner, researcher, and academic within the fields of organisational development, positive psychology and leadership coaching. He brings an evidence based analytical, collaborative, and solution-focused approach to helping others to develop. For almost 15 years he has supported executives, senior leaders, and middle managers to develop and strengthen their leadership skills and adapt to organisational change through individual coaching, education and team interventions.
Sean has worked with leaders and executives in Healthcare, IT, Law, Finance, Telecommunications, Corporate Services, Academia, and throughout the Public Sector. Through the application of Positive Psychology, Systems Theory, Cognitive Behavioural, and Solution-Focused approaches, Sean has assisted individuals and teams in adapting to organizational cultures and change, modifying dysfunctional behaviours, creating positivity within the organisational networks, and enhancing work performance. He has worked with senior executives and leadership teams to better deal with complexity in the workplace and to shift the climate through organizational change projects. He has also advised both government and private organisations on enhancing Well-Being and change through leadership development and the application of Social Network Analysis.
He teaches, trains and develops new coaches as part of the Master of Organizational Coaching Psychology program at the University of Sydney. He also supervises research into coaching, leadership and organizational change.
He has published numerous articles in peer-reviewed journals and written a number of book chapters on coaching, including Coaching with Groups and Teams (The SAGE Handbook of Coaching), and the Coaching Ripple Effect. He also undertakes peer review for a number of international journals, including, Coaching: An International Journal of Theory and Practice, Psychology of Well-Being: Theory, Research and Practice and the International Coaching Psychology Review.
His PhD research used Social Network Analysis to examine the Systemic impact of Leadership Coaching on the broader organization. The research on the Coaching Ripple Effect, considered a world first, won several awards and received recognition at multiple international conferences, including the Coaching in Healthcare & Leadership Conference at Harvard’s Institute of Coaching (2014) and the Congress on Cognitive Behavioral Coaching in Romania (2014). He was also awarded the Best Emerging Researcher at the Australia Positive Psychology Conference in 2012.
Sean has received numerous prestigious research grants, including a Templeton Grant (U.S.A.) for his research on the impact of Mindfulness and Positive Psychology in a Self Coaching intervention, and one of the largest Harnish Grants from Harvard’s Institute of Coaching for his PhD research.
Sean has a BSc in Psychology from the University of New South Wales, an MSc and PhD in Organizational Coaching Psychology from the University of Sydney.