welcome back to the video series on the updated icf core competencies we are moving along to number two embodies a coaching mindset and today i have colin brett from england with us and he's going to be talking about this welcome colin great pleasure great pleasure brighton and we've got a sunny day which i think promises that this will be a good recording yes i've got sunshine here in portland you've got sunshine in london it's a wonderful day it's a great metaphor so from the clouds down to the ground let's dig right in and have you tell us about this core competency thank you this is an interesting uh addition to the core competencies because it's generally not one of the coaching behaviors it's about professional practice so it's about me as a coach it's about my role as a coach it's about thinking about culture my own and the client's culture and seeing us both of us as being members of systems it's also about um doing the right thing that's how i would encapsulate it yes doing the right thing it reminds me of core competency number one but let's talk about the updated core competencies and how they related to the uh the older core competencies so maybe you could tell us for those people who've been used to the core competencies that have existed for years what's uh what's different what's transitioned here there are some so things like managing your own emotions that now is in this competency things like using your intuition for the benefit of the client that's now in this competency so a lot not a lot of number two is actually carried over from others some have been thank you that's great let's let's go forward into the next section which is about as a mentor coach what does it look like when someone has really mastered this core competency and then later we'll talk about when they maybe need some extra work on this one lovely so this is about um this is about the coach using their intuition for example but using their intuition for the benefit of the client so i would as a mentor coach listen for examples of um the phrasing of intuition the so it doesn't sound like a fact i'd be listening for a request to tell me if i got it wrong because it's only my intuition so i'd as a mentor coach i'd listen for some kind of permission at the beginnings some permission seeking by the coach of the client another way i as a mentor coach would know that uh competency two is being met is if the coach was generally fairly level so no big emotional um no big emotional moments so no great outbursts of joy no um over commission commiseration but being a coach responding as opposed to reacting to what the coachee was saying yes so it's important to recognize this one shows up more in the written portion of the assessment versus the tapes that are listened to by a mentor coach it does so some things are really difficult to to actually hear for example a commitment to ongoing learning or having a reflective practice and things like um thinking of people as a system or thinking of the client as being in a multitude of systems as we all are but also thinking of ourselves in our own systems and how our own context and culture influence us as coaches that kind of thing is easier tested in something like the coach knowledge assessment rather than in a one-to-one dialogue another one that is um another one which is new and which is also not not visible in the moment is see seeking help from appropriate resources so referring people for example to a someone in a sister practice or someone who does a similar but different piece of work to us like um referring to a counselor yes very important and it might not show up in any one coaching session yes absolutely and the other one brighton is um i often wonder about what about the coach seeking help themselves so if i have a a difficult client how do i look after myself afterwards so the question would be what was it about that client that i thought was difficult and is there some work that i need to do i need to seek help or advice or support for me so it's not only about the other person this is the coaching mindset so you've already kind of covered what it looks like when someone's struggling with this but i wonder as a mentor coach is there something more you can share about when someone needs some extra work on this core competency so if someone was treating their intuition as a fact if they were not willing to let their intuition go for example if they were beginning to insist if they were putting their words into the client's mouth and responding to what they think the client said that for example would be an exam that would be an example of i'd be very curious about what was going on for the coach there another one is being physically and mentally prepared for a coaching session so for me personally that means in the moments beforehand don't quickly look at emails don't quickly send a text turn your phone off sit for a moment and get ready maybe check what the long-term outcome was the long-term goal from the coaching um but take a moment get ready put the coach hat on so sometimes as a mentor coach it goes wrong when someone's flustered at the beginning or they clearly have not got something that they need to have so i often think that the first few minutes set the tone for the rest of the conversation and so i'm really quite curious right at the beginning to ask myself how is the coach doing is she settled in her role or is she now quickly entering the conversation because the coach is there yes and that applies to so many things like when i'm working with a coach on a video am i struggling to find my pen right as i'm entering the room well yes and another another um something i would be aware of or something i'd be curious about is where the coach says something which is clearly particular to a culture or to a context and i see the coach nodding but if i can see it looking slightly confused or the coach saying oh oh okay but not picking it up and not saying so what do you mean by that tell me a bit more about that so it's um it would be it would be allowing something which sticks out to pass by rather than asking for clarity for example great will we're about wrapped up here so is there anything you'd like to add for coaches about this core competency thank you so much so if you have a reflective practice that means that afterwards you don't ah you don't have a another client straight afterwards you need time to let it go you need time to find yourself again and you need some time to sit and think so how was that not only how was that for me but how was that from the coaching competency point of view and how is that for the client so this this reflective practice i think is vital perhaps it's taking whatever pops up or becomes clear or emerges for me to my own supervisor but to do some kind of closing ritual just as i beforehand do some kind of opening ritual yes i love that idea of a reflective practice especially when you're looking at internally at the coach and looking at the core competencies it's wonderful for for continuing learning well brighton ongoing learning is one of the sub competencies for number two so you'll do well so thank you so much colin and thanks for those people watching you are practicing that sub competency of continuing education and to continue your education even further i invite you to watch the next core competency number three up here or head down here to watch the series from the beginning