TLO'S coaching consultation program
If, as a coach or consultant, you want to deepen and extend your professional skills, at some point you will have to learn how to design and implement your own self-directed learning experiences. Formal educational programs and professional development workshops are useful. No matter how good your educational accomplishments have been, at some point you will also have to know how to combine what you’ve learned in school with what your own life experiences have taught you so that you’re able to design and launch the kinds of experiential learning efforts that:
Improve the coaching and consultation skills you already have,
Develop the new coaching and consultation skills you need to develop if you’re going to succeed, and
Reframe your outmoded ways of perceiving and interpreting your clients needs and interests.
I've taken all that I know about learning and integrated these elements into a comprehensive program for coaches and consultants that can be tailored to encourage and support your own particular learning needs. I've titled this program TLO's Coaching Consultation Program. Here's a brief description of its three basic steps:
step 1: Exploratory CONVERSATIONS
I begin each one of my Coaching Consultation Programs for coaches and consultants by inviting you into an Exploratory Conversation that's designed to introduce us to one another, assess whether together we might become trustworthy companions for the learning journeys ahead, and talk a bit about what the tailor-made aspects of your unique learning journeys might be, especially what we'll need to do to be responsive to both the obstacles and the opportunities you're likely to encounter.
Step 2: Educational experiences
During this step, we turn our attention to identifying the educational experiences you need to explore in order to address the coaching and consulting challenges and opportunities you’re currently facing. Perhaps you avoid conflict with your clients. Or maybe some new technological disruption is worrying your clients in a way that is confounding you. Whatever your developmental issues are, in Step 2 we ask and answer questions like, Which of your current presumptions, assumptions, and habitual modes of thinking are currently limiting your effectiveness?, Which habits of mind are you currently using to assure your effectiveness? and, What professional and personal issues do you think are your pivotal growth edges? All are questions that, with appropriate support and encouragement, will focus your attention on thinking deeply about the precepts, presumptions, and beliefs driving your work.
Through the educational experiments we create together, you will address these questions by focusing on the family-of-origin assumptions governing your coaching or consulting practices. You’ll examine the mindset problems that your old 20th Century beliefs create for you, especially those that are currently constraining your coaching and consulting practices. Finally, you’ll look at whether the 21st Century's most disruptive innovations, trends, and conflicts might be asking you to learn how to consciously redesign and remake your brain's neurobiological networks. These conversations create for you a deeper, more sophisticated understanding of your professional “growth edges.” And an understanding of what, as a coach or consultant, you must do to discover, design, and develop for yourself, the new modes of thinking and acting that will extend these edges.
step 3: skill Development experiments
Self-Directed Learning Experiments (SDLEs) are the heart of Step 3. It's here in these experimental sessions where you learn how to use the experiential and transformational learning methodologies and tools you need to develop your own and your clients' mindsets.
In Step 3, we support your learning here in three ways:
In-depth conversations about your learning styles, your mindset mismatches, and your transformational learning opportunities;
Extensive design sessions that help you create safe-to-fail self-directed learning experiments; and
The implementation of multiple safe-to-fail self-directed learning experiences that you've designed to carefully, thoroughly, and sustainably develop new mindsets and their associated skillsets.
Over time, these in-depth conversations, careful designs, extensive rehearsals, and real-life learning experiments create the kinds of real world tests that allow you to "experiment your way" into rewiring your own brain's architecture. This, in turn, creates for you the new self-sustaining modes of thinking and behaving you're looking for. When done well, this combination of in-depth dialogues, careful test designs, extensive rehearsals, and repetitive safe-to-fail real-world experiments creates the kind of supportive environment you need to organize and direct your own development. The results you end up creating are new, more expansive and sophisticated neurobiological networks in your brain and mind that over time slowly become the skills you're looking to develop.
TLO’s Basic Appro
As I suggested at the top, when you need to accelerate your personal and/or your professional development, at some point in time you’ll need to learn how to design and implement your own self-directed learning experiences. Specifically, you'll have to learn how to use the knowledge you’ve acquired through schools and workshops and the personal insights you’ve gained about yourself through your own real-world experiences to organize and launch specific, well-designed learning experiences. Here at TLO, this means moving through our three step Front-End/Back-End learning process. It includes exploratory conversations, conceptual development efforts, and some extensive real-world experiments aimed at developing new behavioral skills. This three step process is illustrated here and described above. At TLO, the first exploratory conversation is always free so, if you’re curious or even just a little intrigued, arrange an exploratory conversation. Click the navigation button just below.