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The ICE Podcast explores how coaching transforms careers, businesses, and lives. Hear insights on coaching at home, in practice, and at work—plus tips on ICF competencies, business growth, and strengths. Guidance from MCC coaches helps you grow and succeed as a professional coach.
59 Episodes
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It’s time to think about your coaching practice. To focus on why you are a coach and what it is you want to achieve for others. What do you wish to give to people, as a coach. Don’t worry if the answers to these questions aren’t crystal clear yet. In fact, you may not have an answer to some questions. That is fine. Your answers will evolve over time and even change. They will evolve during your education program and throughout your coaching career. So relax and enjoy. Consider this section an exploratory exercise.
You may have heard about life coaching and be amongst the majority who don’t know exactly what it is, what benefits it creates and how to differentiate one coach from another. If that is the case then be sure to read this article.
Coaching models are the backbone of effective coaching, providing a structured framework for guiding conversations and facilitating growth. These models offer a roadmap for both coaches and clients, ensuring that sessions are focused, productive, and aligned with specific goals.They provide a structure for the conversation, ensuring that both parties stay focused and make the most of their time together. Coaching models are also a marketing strategy for coaches to show their ideal clients what to expect in a typical session.
The International Coach Federation (ICF) has established a rigorous framework of eight core coaching competencies to ensure the highest (“GOLD”) standards of professional coaching.These competencies guide coaches in making a positive impact on their clients. They also provide a benchmark for assessing the coach’s skills and expertise at three levels of certification, namely Associate Certified Coach (ACC), Professional Certified Coach (PCC) and Master Certified Coach (MCC). As a coach learns to deliver at a higher level, they make a deeper and more positive impact in the growth and development of the client towards their desired goals.
Numerous businesses find themselves hovering between average performance and outstanding achievement. This frequent occurrence is often attributed to managerial shortcomings. Executive coaches, with their profound knowledge and experience of organizational dynamics, psychological principles, and techniques for fostering motivation and eliminating barriers, are uniquely positioned to take companies from the realm of mediocrity to extraordinary success.
Are you ready to take your personal and professional development to the next level? Group coaching is a dynamic approach that can help you achieve your goals faster and more effectively. By combining the power of group dynamics with expert guidance, group coaching provides a supportive and motivating environment for growth.
Agile is a project management and development method that focuses on flexibility, incremental delivery, and close collaboration with customers. Originating from the Agile Manifesto in 2001, this method enhances product quality through continuous delivery and fast feedback.Agile manages complex, changing projects using self-organizing teams. It breaks projects into smaller parts and delivers them in short cycles (2–4 weeks). Common Agile frameworks include Scrum and Kanban. Although it began in software development, Agile is now used in marketing, product development, and operations management.
A mentor usually has expertise in a specific field such as business or communication. The mentee goes to the mentor to get advice and grow in areas where the mentor has been successful.However, the client goes to a coach to use the coaching process on their topic of interest. Therefore, the coach is not a role model but a master of using the coaching process.
Group coaching, as a collective learning process, has found a special place in today’s world. This method brings individuals together in an intimate dialogue space to benefit from each other’s experiences and achieve common or related goals together. Group coaching can be used in various fields such as personal development, organizational performance improvement, leadership skill enhancement, and group problem-solving.
I want to begin this article with a question: Who is the most powerful manager in the world? Before you continue reading, take a moment—perhaps around two minutes—to reflect on this question. Your thinking process is part of the purpose of this article.You might find this question unusual. Maybe your mind immediately jumps to the CEOs of multinational corporations, assuming that the most powerful manager in the world is the one leading the most powerful organization. Perhaps you think the most powerful manager is someone with vast resources, capable of making diverse investment choices.
Studies and interviews with various small and large companies worldwide indicate that employees seek more than just a paycheck. They want to connect with the company’s vision and mission, work with purpose, and know that opportunities exist for their growth and development.However, if employees navigate their career paths based on external expectations or misconceptions, they may feel lost and drained at work. For instance, they might believe that becoming a manager is the key to success or that fixing their weaknesses will lead them to their goals.
Identifying innate talents and building strengths based on them begins with ensuring the right mindset. There are multiple myths that can hinder the realization of your potential. You must learn how to overcome the negative effects of these myths. One such myth is: “As you grow, your personality changes.” However, the truth is: “The more you grow, the more you become who you already are.” Long-term studies indicate that a person’s core personality remains stable over extended periods, showing only minimal statistical differences across decades.
At Toshiba Corporation, many executives, including the CEO, resigned in an act of responsibility against systematic deception. The article stated: “In this company, employees were under immense pressure to achieve results, which led them to feel compelled to conform to inappropriate standards.”
The best business leaders are not those who always have the right answers to everything, but rather those who know when to seek guidance and often have trusted advisors to consult. Some of these relationships between leaders and advisors may be informal, but many business owners seek formal consulting relationships with local associations, independent advisors, and business coaches.
Most people don’t discover the essence of life until they are near death. When we are younger, we spend our days striving, pressured by societal expectations. At the same time, we chase so-called grand pleasures, missing out on simple joys—walking barefoot on the sand, singing with children or loved ones, planting a rose garden, or watching the sunrise.We live in an era where we have conquered the highest peaks, yet we struggle to master ourselves. We build taller buildings but have less patience, accumulate more wealth but experience less happiness, and fill our minds with knowledge while emptying our lives of meaning.
What You Will Learn in This Article:Understanding the three forces of creation that lead to ultimate success.Practical strategies to learn how to feel fulfillment from achieving your goals.In the previous article, we discussed two fundamental elements for an extraordinary life. The first is the three forces that drive us toward achieving our goals and success, and the second is the art of feeling fulfillment from accomplishing those goals. These two elements are like two sides of the same coin – they go hand in hand. When you integrate both, your life becomes filled with lasting joy and excitement.
Employees need stability and consistency from their leaders. This requires leaders to communicate clear direction and plans to their teams—going beyond just explaining the plan to showing how it will personally impact each employee.However, data shows that only 22% of employees agree that their leaders provide clear direction for the organization—and that data was collected before the COVID pandemic! Therefore, it’s no surprise that in teams and organizations lacking effective communication, employees may feel isolated and disconnected.
A coaching culture is an environment where leaders and managers support employees’ growth, development, and performance through effective conversations and honest feedback built on trust.There is a noticeable shift happening in the world of organizational development—a growing awareness that training alone does not create sustainable change. This realization is driving a transformation in how coaching is perceived. Increasingly, organizations are recognizing the long-term impact that coaching conversations can have on building trust, improving performance, and changing behaviors.
In the past, managers used to give orders to those working for them — a management style based on command and control. However, the world has changed. Today’s employees want managers who genuinely care about them and invest time in their personal and professional growth. They seek frequent, timely feedback that is closely tied to events. They also want opportunities to take on more tasks that align with their strengths. In today’s world, the best way to increase employee engagement is not by managing them — it’s by coaching them.
Employee engagement is the foundation of a high-performing organization. When employees feel connected to their work, they show higher levels of passion, commitment, and innovation. Engaged employees don’t just go through the motions — they actively contribute to business success.But what truly drives this level of employee commitment? How can leaders, HR teams, and managers build a workplace culture where people are motivated to give their best every day?
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