About professional coaches

So what makes a Professional Coach, and how are they different from other Coaches?

You might have increasingly heard about Coaching and of Coaches. Indeed, coaching is among the fastest growing professions in the world. You might have read about Life Coaches, Executive Coaches, Career Coaches, Spiritual Coaches, or Team Coaches to mention but several. Coaches serve the needs of clients in almost all areas of clients’ personal and professional life and their titles indicate their main focus. Having said that, Professional Coaches may assist their clients in more than one area of Personal and Business needs. This is actually quite normal, as Coaches see clients as a whole, and recognize that all sides of a client’s life participate in the attainment of their goals.

The International Coach Federation

So, going back to our original question, what makes a Coach a Professional Coach? As the world of coaching is self-regulated, you may find differing answers as you read around this topic.  My answer is based on what the world leading organization of Coaches (the Internationals Coach Federation – ICF) says on this. I am an ICF member too!
Professional Coaches first and foremost pledge to abide by strict Ethical Rules and Professional Standards! This is perhaps the single most important attribute among all of us at ICF. Those regulations set rules covering topics as diverse as professional conduct, contracting with clients, confidentiality, conflicts of interests, and so on.

Additionally, Professional Coaches who have been credentialed by the ICF have received coach-specific training, achieved a designated number of experience hours, and have been coached by a mentor coach.

Why credentialing is important

According to the ICF Global Coaching Study conducted by PriceWaterhouseCoopers, 52 percent of Coaches report that their coaching clients expect the Coach they hire to be credentialed. This is a key development in the Industry and a great achievement for us as we strive to develop and maintain the highest Professional Standards in the profession.

Summary

So, in summary, an ICF Credentialed Professional Coach is committed to high Ethical Rules and Professional Standards,  obtained coach-specific training, achieved a designated number of experience hours and have been coached by a mentor coach. An ICF Professional Coach’s core purpose is to concur to advance the art, science and practice of professional coaching.

How we coach

Our coaching approach is strongly grounded in the ICF core coaching competencies, yet it is flexible and adapts to the coaching needs of the client. Hence, Giuseppe’s coaching is tailored to the client’s objectives, and the way he works reflects the state of being of the client.

Each client-coach relationship is constructed together with the client, and moves in a direction that is unpredictable, yet strongly focused on taking action. A key element of our coaching programs is that they are based on a solution-building approach, as opposed to ‘problem-solving’. So the focus is on the future you want and how to implement steps that will lead you there.

Giuseppe adheres to the ICF form of coaching which honors the client as the expert in their life and work, and concurs with the ICF philosophy of coaching that every client is creative, resourceful and whole.

Giuseppe is a Nonviolent Communication (NVC) practitioner, and values the Appreciative Inquiry approach in working with clients, as well as the findings of Positive Psychology.
He coaches comfortably in English, Italian and Spanish, both in person or over the phone, or skype.

Our coaching programs

Private clients Executives Teams

Private clients

Why to hire a personal Coach

When you decide to hire Giuseppe as your partner in coaching, you know that you are going to work with someone that really cares for you, listens to you, believes in your potentialities, and who works with you to reach your objectives, in absolute trust and confidentiality.Our personal coaching program is something very special, it enables positive changes, and takes you into action!

With one-on-one coaching you will

  • Self-esteem/Self-confidence
  • Work/Life Balance
  • Career opportunities/Planning
  • Communication skills
  • Interpersonal skills
  • Vision/Life/Personal purpose

How it works

Please read the Program overview to learn more about how the Personal Coaching Process works.

Duration of the program & Frequency and length of sessions

After the first session (usually face-to-face), Coach and Client meet weekly, at mutually agreed upon times, for up to 60 minutes (generally over the phone).

We make an agreement for a minimum of 12 individual coaching sessions to be taken over a period of six months.

Actual duration and frequency of the coaching program depends on individual circumstances, and cancellation policies apply.

Please read the Policies document for more information.

Delivery options

Face-to-face or by phone/skype.

What you get

  1. 12+ coaching sessions with ICF Credentialed Coach Giuseppe Totino
  2. Coaching notes
  3. A rich and comprehensive set of resources, selected according to individual requirements.

Pricing & Info

Ready to go?
Email or Call +90-538-561-4147 for pricing and other info.

Executive coaching

Why executive coaching

Through the coaching program you will focus on what you could be like at your best and you will design and engage with action plans that allow you to unleash your full potential.

So the focus is not on ‘what needs to be improved’ but on building on your expertise to use what works best for you. You can expect to experience fresh perspectives on your personal challenges and opportunities, enhance thinking and decision-making skills, enhance interpersonal effectiveness, and increased confidence in carrying out your chosen work and life roles.
You may also find coaching highly beneficial to help you implement what you have freshly learned in a training program.

Giuseppe, through key focal questions, empathic listening, and within the safety and trust of the coaching relationship, allows you to explore new possibilities, he challenges you to take unconsidered routes, or allows you to consider, in safety, personal values and goals and to align them to action.

With one-on-one executive coaching you will

  • Optimize individual and/or team performance
  • Expand professional career opportunities
  • Improve business management strategies
  • Increase self-esteem/self-confidence
  • Manage work/life balance
  • Boost communication skills
  • Hone interpersonal skills
  • Build corporate culture
  • Define vision/personal purpose

How it works

Please read the Program overview to learn more about how the Executive Coaching Process works.

Frequency and length of sessions & Duration of the program

After the first session (usually face-to-face), Coach and Client meet weekly, at mutually agreed upon times, for up to 60 minutes (generally over the phone).

We make an agreement for a minimum of 12 individual coaching sessions to be taken over a period of six months.

Actual duration and frequency of the coaching program depends on individual circumstances, and cancellation policies apply.

Please read the Policies document for more information.

Delivery options

Face-to-face or by phone/skype.

What you get

  1. 12+ coaching sessions with ICF Credentialed Coach Giuseppe Totino.
  2. Coaching notes.
  3. A rich and comprehensive set of resources, selected according to individual requirements.

Pricing & Info

Ready to go?
Email or Call +90-538-561-4147 for pricing and other info.

Team coaching

Why team coaching

When we coach a team, we partner with both team leaders and team members to help them reach and exploit the team’s full potential.

In collaboration with organizational leaders we first identify the scope of our work. We then facilitate the team to discover and clarify their goals,  roles, aspiration, and strengths. As the team’s coach, Giuseppe supports everyone in achieving clarity about what’s important to them and articulating it; hearing and connecting to what is important to others and, in this way, build connections, and find and follow a shared direction.

Giuseppe’s focus is on facilitating team members’ identifying what is meaningful for everyone, so that each team member is motivated to engage, and willing to take actions in support of what is important to them individually, to the team, and to the organization as a whole.

Giuseppe, through key focal questions, empathic listening, focus on the whole, and within the safety and trust of the coaching relationship, allows teams to increase self-confidence, and to embrace and explore new possibilities.  So team advancement and innovations are possible and take the form of addressing all needs.

With team coaching your team will

  • Define a team vision/purpose
  • Achieve clarity on team goals and priorities
  • Clarify roles, aspirations, and members’ strengths
  • Boost communication among team members
  • Identify and follow a shared direction
  • Hone collaborative decision-making
  • Build win-win agreements everybody is happy with and that support the organization as a whole
  • Increase team members’ engagement and collaboration
  • Build relationships
  • Optimize team performance
  • Increase team self-confidence
  • Learn new skills for shared leadership that foster innovation, performance, and individual satisfaction
  • Transform conflicts, confusion, or uncertainty into creative strategies that address all needs.

How it works

Please read the Program overview to learn more about how the Team Coaching Process works.

Frequency and length of sessions & Duration of the program

After the first session (usually face-to-face), frequency of sessions may be once, or twice each month or each quarter.
Team coaching sessions may last from one hour up to half a day.

Optional coaching for team leaders or team members are possible once the program is begun.

Typical contracts are for six months. Actual duration of the coaching program depends on individual circumstances, and cancellation policies apply.

Please read the Policies document for more information.

Delivery options

Face-to-face or by phone/skype.

What you get

  1. 12+ coaching sessions with ICF Credentialed Coach Giuseppe Totino
  2. Coaching notes
  3. A rich and comprehensive set of resources, selected according to specific requirements.

Pricing & Info

Ready to go?
Email or Call +90-538-561-4147 for pricing and other info.

About ICF

Founded in 1995, the International Coach Federation (ICF) is the leading global organization dedicated to advancing the coaching profession by setting high standards, providing independent certification, and building a worldwide network of credentialed coaches. The ICF’s core purpose is to advance the art, science and practice of professional coaching.

Definition of coaching

The ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.

ICF Chapters and SIGs

As of October 2010 there are 16,837 ICF members in over 100 countries, and more than 140 chapters. ICF has nearly 30 Special Interest Groups (SIGs) that focus on a variety of areas, such as Equine coaching, or Coaching Social Entrepreneurs and Global Visionaries, or Conflict Coaching, to mention but a few.
Giuseppe serves as 2010 and 2011 ICF Conference Educational Steering Committee Member.

ICF in Turkey

The ICF Turkish chapter has been very active in promoting the coaching profession and the high professional and ethical standards ICF requires for their members. As of October 2010 there are 188 members in Turkey Giuseppe serves as ICF Turkey Board Member for the period 2010-2012.

www.icfturkey.org


FAQ on coaching

Here are some of the most frequent questions about coaching from the International Coach Federation.

Please do contact me for any further query.

  1. What is coaching?

    The ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.

    Coaching honors the client as the expert in his/her life and work and believes that every client is creative, resourceful, and whole.

    Standing on this foundation, the coach's responsibility is to:

    * Discover, clarify, and align with what the client wants to achieve;
    * Encourage client self-discovery;
    * Elicit client-generated solutions and strategies; and
    * Hold the client responsible and accountable.

    Professional coaches provide an ongoing partnership designed to help clients produce fulfilling results in their personal and professional lives. Coaches help people improve their performances and enhance the quality of their lives.

    Coaches are trained to listen, to observe and to customize their approach to individual client needs. They seek to elicit solutions and strategies from the client; they believe the client is naturally creative and resourceful. The coach's job is to provide support to enhance the skills, resources, and creativity that the client already has.

  2. How can you determine if coaching is right for you?

    To determine if you could benefit from coaching, start by summarizing what you would expect to accomplish in coaching. When someone has a fairly clear idea of the desired outcome, a coaching partnership can be a useful tool for developing a strategy for how to achieve that outcome with greater ease.

    Since coaching is a partnership, also ask yourself if you find it valuable to collaborate, to have another viewpoint and to be asked to consider new perspectives. Also, ask yourself if you are ready to devote the time and the energy to making real changes in your work or life. If the answer to these questions is yes, then coaching may be a beneficial way for you to grow and develop.

  3. How is coaching distinct from other service professions?

    Professional coaching is a distinct service which focuses on an individual's life as it relates to goal setting, outcome creation and personal change management. In an effort to understand what a coach is, it can be helpful to distinguish coaching from other professions that provide personal or organizational support.

    Therapy: Coaching can be distinguished from therapy in a number of ways. First, coaching is a profession that supports personal and professional growth and development based on individual-initiated change in pursuit of specific actionable outcomes. These outcomes are linked to personal or professional success. Coaching is forward moving and future focused. Therapy, on the other hand, deals with healing pain, dysfunction and conflict within an individual or a relationship between two or more individuals. The focus is often on resolving difficulties arising from the past which hamper an individual's emotional functioning in the present, improving overall psychological functioning, and dealing with present life and work circumstances in more emotionally healthy ways. Therapy outcomes often include improved emotional/feeling states. While positive feelings/emotions may be a natural outcome of coaching, the primary focus is on creating actionable strategies for achieving specific goals in one's work or personal life. The emphasis in a coaching relationship is on action, accountability and follow through.

    Consulting: Consultants may be retained by individuals or organizations for the purpose of accessing specialized expertise. While consulting approaches vary widely, there is often an assumption that the consultant diagnoses problems and prescribes and sometimes implements solutions. In general, the assumption with coaching is that individuals or teams are capable of generating their own solutions, with the coach supplying supportive, discovery-based approaches and frameworks.

    Mentoring: Mentoring, which can be thought of as guiding from one's own experience or sharing of experience in a specific area of industry or career development, is sometimes confused with coaching. Although some coaches provide mentoring as part of their coaching, such as in mentor coaching new coaches, coaches are not typically mentors to those they coach.

    Training: Training programs are based on the acquisition of certain learning objectives as set out by the trainer or instructor. Though objectives are clarified in the coaching process, they are set by the individual or team being coached with guidance provided by the coach. Training also assumes a linear learning path which coincides with an established curriculum. Coaching is less linear without a set curriculum plan.

    Athletic Development: Though sports metaphors are often used, professional coaching is different from the traditional sports coach. The athletic coach is often seen as an expert who guides and directs the behavior of individuals or teams based on his or her greater experience and knowledge. Professional coaches possess these qualities, but it is the experience and knowledge of the individual or team that determines the direction. Additionally, professional coaching, unlike athletic development, does not focus on behaviors that are being executed poorly or incorrectly. Instead, the focus is on identifying opportunity for development based on individual strengths and capabilities.

  4. What are some typical reasons someone might work with a coach?

    There are many reasons that an individual or team might choose to work with a coach, including but not limited to the following:

    * There is something at stake (a challenge, stretch goal or opportunity), and it is urgent, compelling or exciting or all of the above;
    * There is a gap in knowledge, skills, confidence, or resources;
    * There is a desire to accelerate results;
    * There is a lack of clarity, and there are choices to be made;
    * The individual is extremely successful, and success has started to become problematic;
    * Work and life are out of balance, and this is creating unwanted consequences; or
    * One has not identified his or her core strengths and how best to leverage them.

  5. What has caused the tremendous growth in the coaching industry?

    Coaching has grown significantly for many reasons. Generally the world has changed a lot, and coaching is a useful tool to deal with many of those changes. For example, coaching is a great tool for today's challenging job market. There is more job transition, more self-employment and small business. Some of the real life factors include:

    * Rapid changes in the external business environment;
    * Downsizing, restructuring, mergers and other organizational changes have radically altered what has been termed the "traditional employment contract"-companies can no longer achieve results using traditional management approaches;
    * There is a growing shortage of talented employees in certain industries-to attract and retain top talent, companies must commit to investing in individuals' development;
    * There is a widening disparity between what managers were trained to do and what their jobs now require them to do in order to meet increasing demands for competitive results;
    * There is unrest on the part of many employees and leaders in many companies-people are wrestling with fears around job insecurity and increased workplace pressures to perform at higher levels than ever before;
    * Companies must develop inclusive, collaborative work environments, in order to achieve strategic business goals, and to maintain high levels of customer satisfaction; and
    * Individuals who have experienced the excellent results of coaching are talking to more people about coaching. In short, coaching helps people focus on what matters most to them in life: business and personal. People today are more open to the idea of being in charge of their own lives. Coaching helps people do just that; so the industry continues to grow.

  6. How is coaching delivered? What does the process look like?

    The Coaching Process-Coaching typically begins with a personal interview (either face-to-face or by teleconference call) to assess the individual's current opportunities and challenges, define the scope of the relationship, identify priorities for action, and establish specific desired outcomes. Subsequent coaching sessions may be conducted in person or over the telephone, with each session lasting a previously established length of time. Between scheduled coaching sessions, the individual may be asked to complete specific actions that support the achievement of one's personally prioritized goals. The coach may provide additional resources in the form of relevant articles, checklists, assessments, or models, to support the individual's thinking and actions. The duration of the coaching relationship varies depending on the individual's personal needs and preferences.

    Assessments: A variety of assessments are available to support the coaching process, depending upon the needs and circumstances of the individual. Assessments provide objective information which can enhance the individual's self-awareness as well as awareness of others and their circumstances, provide a benchmark for creating coaching goals and actionable strategies, and offer a method for evaluating progress.

    Concepts, models and principles: A variety of concepts, models and principles drawn from the behavioral sciences, management literature, spiritual traditions and/or the arts and humanities, may be incorporated into the coaching conversation in order to increase the individual's self-awareness and awareness of others, foster shifts in perspective, promote fresh insights, provide new frameworks for looking at opportunities and challenges, and energize and inspire the individual's forward actions.

    Appreciative approach: Coaching incorporates an appreciative approach. The appreciative approach is grounded in what's right, what's working, what's wanted, and what's needed to get there. Using an appreciative approach, the coach models constructive communication skills and methods the individual or team can utilize to enhance personal communication effectiveness. The appreciative approach incorporates discovery-based inquiry, proactive (as opposed to reactive) ways of managing personal opportunities and challenges, constructive framing of observations and feedback in order to elicit the most positive responses from others, and envisioning success as contrasted with focusing on problems. The appreciative approach is simple to understand and employ, but its effects in harnessing possibility thinking and goal-oriented action can be profound.

  7. How long does a coach work with an individual?

    The length of a coaching partnership varies depending on the individual's or team's needs and preferences. For certain types of focused coaching, 3 to 6 months of working with a coach may work. For other types of coaching, people may find it beneficial to work with a coach for a longer period. Factors that may impact the length of time include: the types of goals, the ways individuals or teams like to work, the frequency of coaching meetings, and financial resources available to support coaching.

  8. How do you ensure a compatible partnership?

    Overall, be prepared to design the coaching partnership with the coach. For example, think of a strong partnership that you currently have in your work or life. Look at how you built that relationship and what is important to you about partnership. You will want to build those same things into a coaching relationship. Here are a few other tips:

    * Have a personal interview with one or more coaches to determine "what feels right" in terms of the chemistry. Coaches are accustomed to being interviewed, and there is generally no charge for an introductory conversation of this type.
    * Look for stylistic similarities and differences between the coach and you and how these might support your growth as an individual or the growth of your team.
    * Discuss your goals for coaching within the context of the coach's specialty or the coach's preferred way of working with a individual or team
    Talk with the coach about what to do if you ever feel things are not going well; make some agreements up front on how to handle questions or problems.
    * Remember that coaching is a partnership, so be assertive about talking with the coach about anything that is of concern at any time.

  9. Within the partnership, what does the coach do? The individual?

    The role of the coach is to provide objective assessment and observations that foster the individual's or team members' enhanced self-awareness and awareness of others, practice astute listening in order to garner a full understanding of the individual's or team's circumstances, be a sounding board in support of possibility thinking and thoughtful planning and decision making, champion opportunities and potential, encourage stretch and challenge commensurate with personal strengths and aspirations, foster the shifts in thinking that reveal fresh perspectives, challenge blind spots in order to illuminate new possibilities, and support the creation of alternative scenarios. Finally, the coach maintains professional boundaries in the coaching relationship, including confidentiality, and adheres to the coaching profession's code of ethics.

    The role of the individual or team is to create the coaching agenda based on personally meaningful coaching goals, utilize assessment and observations to enhance self-awareness and awareness of others, envision personal and/or organizational success, assume full responsibility for personal decisions and actions, utilize the coaching process to promote possibility thinking and fresh perspectives, take courageous action in alignment with personal goals and aspirations, engage big picture thinking and problem solving skills, and utilize the tools, concepts, models and principles provided by the coach to engage effective forward actions.

  10. What does coaching ask of an individual?

    To be successful, coaching asks certain things of the individual, all of which begin with intention. Additionally, clients should:

    * Focus-on one's self, the tough questions, the hard truths--and one's success.
    * Observe-the behaviors and communications of others.
    * Listening-to one's intuition, assumptions, judgments, and to the way one sounds when one speaks.
    * Self discipline-to challenge existing attitudes, beliefs and behaviors and to develop new ones which serve one's goals in a superior way.
    * Style-leveraging personal strengths and overcoming limitations in order to develop a winning style.
    * Decisive actions-however uncomfortable, and in spite of personal insecurities, in order to reach for the extraordinary.
    * Compassion-for one's self as he or she experiments with new behaviors, experiences setbacks-and for others as they do the same.
    * Humor-committing to not take one's self so seriously, using humor to lighten and brighten any situation.
    * Personal control-maintaining composure in the face of disappointment and unmet expectations, avoiding emotional reactivity.
    * Courage-to reach for more than before, to shift out of being fear based in to being in abundance as a core strategy for success, to engage in continual self examination, to overcome internal and external obstacles.

  11. How can the success of the coaching process be measured?

    Measurement may be thought of in two distinct ways. First, there are the external indicators of performance: measures which can be seen and measured in the individual's or team's environment. Second, there are internal indicators of success: measures which are inherent within the individual or team members being coached and can be measured by the individual or team being coached with the support of the coach. Ideally, both external and internal metrics are incorporated.

    Examples of external measures include achievement of coaching goals established at the outset of the coaching relationship, increased income/revenue, obtaining a promotion, performance feedback which is obtained from a sample of the individual's constituents (e.g., direct reports, colleagues, customers, boss, the manager him/herself), personal and/or business performance data (e.g., productivity, efficiency measures). The external measures selected should ideally be things the individual is already measuring and are things the individual has some ability to directly influence.

    Examples of internal measures include self-scoring/self-validating assessments that can be administered initially and at regular intervals in the coaching process, changes in the individual's self-awareness and awareness of others, shifts in thinking which inform more effective actions, and shifts in one's emotional state which inspire confidence.

  12. What are the factors that should be considered when looking at the financial investment in coaching?

    Working with a coach requires both a personal commitment of time and energy as well as a financial commitment. Fees charged vary by specialty and by the level of experience of the coach. Individuals should consider both the desired benefits as well as the anticipated length of time to be spent in coaching. Since the coaching relationship is predicated on clear communication, any financial concerns or questions should be voiced in initial conversations before the agreement is made. The ICF Coach Referral Service allows you to search for a coach based on a number of qualifications including fee range.