Happy New Year! and welcome...
...to our third quarterly newsletter. PCL was founded in 2015 and we are currently running our fourth PGCPLC programme in partnership with the Institute of Psychosynthesis. We still have places left on the next programme that starts on 16th February - so please get in touch with either of us if you could be interested in joining this. We are also starting to take applications for our September 2018 programme... Aubyn Howard and Paul Elliott, Directors
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Next PGCPLC programme starts in February - still places left
The Post-Graduate Certificate in Psychosynthesis Leadership Coaching
Details of upcoming courses
Programme 5: 16 - 18 Feb 2018, 16 - 18 Mar, 20 - 22 Apr, 18 -20 May, 15 - 17 Jun
Location: London Hendon
Programme 6: 21 – 23 Sept 2018, 19 - 21 Oct, 16 - 18 Nov, 14 - 16 Dec, 18 - 20 Jan 2019
Location: London Kings Cross
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Institute of Psychosynthesis
Fundamentals of Psychosynthesis next dates
26 – 29 January 2018, 4 – 7 May, 20 – 23 July,
7 – 10 September
Location: IOP Hendon
Open Events next dates
20 January 2018, 17 February, 3 March,
21 April, 26 May, 23 June, 28 July 2018
Running from 10am – 2pm.
Tel: +44 (0) 20 8202 4525
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Extracts from latest blog post by Aubyn as posted on Linked-in
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Coaching and therapy - challenging the orthodoxy
When running courses on coaching, we are frequently asked questions about the relationship, boundaries and differences between therapy or counselling and coaching. This topic is fraught with difficulty and complexity and is prone to trite or superficial treatment, so in this post I have a go at shedding some light on it and set it within the larger context of shifting sands within the therapy and coaching worlds....
Click here to read the whole post...
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So, how do we describe the nature and the scope of the work that takes place with a coach in an inclusive and expansive way, that then allows for specific emphasis to be made between counselling and coaching and between different approaches within these?
In psychosynthesis coaching, we make the distinction between the client’s inner and outer worlds and agendas that they might bring to coaching. Alongside this, we can map the different temporal domains of past, present and future, with a further distinction between near and far future.
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A Dynamic Practitioner Framework – the Four C’s
This is a dynamic approach that will (i) help us understand differences within coaching and counselling practice as well as between coaching and counselling and (ii) also help coaches and counsellors alike think critically about how they frame the work they do. We have developed an orienting framework called the Four C’s:
Context – what is the context of the relationship? How has it come about? What is the wider systemic context? Are other parties involved?
Contract – what formal or informal goals or outcomes are the focus of the work? How is the relationship structured and what agreements are made? What is the understanding between practitioner and client?
Client – what needs, issues and agendas are they bringing? What is their ego strength and stability? What is their level and depth of personal development, self-awareness and self-responsibility?
Capability – what is the coach’s level of education and training, professional and personal development? What is their experience and level of confidence of working in different domains or dimensions or with different types of client?
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What is special about Psychosynthesis Leadership Coaching?
This is currently the UK’s only validated Post Graduate Coaching Certification programme founded upon Psychosynthesis as a core coaching depth and height psychology.
Psychosynthesis provides a powerful coaching psychology that can help us connect with our inner resources, activate the will, strengthen our sense of self and develop our capacity for being in right relationship with others. It gives coaches a context, method and techniques for helping leaders meet the personal and human challenges of complex organisational change. It provides an accessible grammar for transforming organisations through activating evolutionary principles of wholeness and purpose...
Read more from Paul Elliott on psychosynthesis coaching...
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MORE feedback from the third PGCPLC programme
What has been of most value on the course?
"Everything!! The amazingly knowledgeable and generous facilitators. The breath and depth of the content was well beyond my already high expectations. The sharing of the group and how its relationships and dynamics evolved and matured over time. The practical and experiential way in which it was delivered. The spaces given for meditation, visualisation, reflection and insightful discussion. The honest conversations and challenge. The list just goes on and on..." NL
"The course content was expertly crafted and delivered over a period of five months (not including the Fundamentals course) which gave me a significant block of time to really immerse myself in the material, to practise what I had learned, to share with and coach my course peers and to reflect on myself very deeply. So profound; it has been a life changing experience." NH
"That’s a difficult question, as I felt the whole experience was very integrated. I felt the coaching triads were probably the aspect I personally benefitted from most directly as before the course I had relatively limited coaching experience." PS
"Where to start?! Everything. In terms of my personal development there has been a huge shift, it has changed me at such a fundamental level, and in terms of my work I feel it has given me wings to fly! The course consolidated, affirmed and strengthened my existing skills, giving me greater depth and understanding of myself and what I have to offer in the world of coaching. Having peer coaching and supervisory coaching has shown me the potency of the process and enabled me to make the shift I needed, to take my business to the next level. I am very grateful for all of the intellectual input too and the quality information that tied everything together. The course synthesised many elements of my intellectual learning and my personal, experiential learning. Thank you." JG
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The Leadership Gap - by Aubyn Howard
An edited extract from a discussion paper at the APECs Symposium, 7th June 2017:
What are the emergent challenges that leaders need most help with from their coaches? I’m going to highlight two big themes here, which increasingly arise in my own coaching practice – and which have resonance in the broader societal context of leadership:
1. The first meta-theme is complexity. Leaders face increasing complexity in their organisational environments as well as inner lives, sometimes combining with pressure and stress to the point of overwhelm, shutout or breakdown. Dealing with complexity is a prime imperative for all of us and involves developing new levels of awareness, capacities for understanding and strategies for action.
2. The second meta-theme is being. As in the being of leadership versus the doing of leadership, as in how to be a leader, as in creating the space for the human being in the workplace, as in being in right-relationship. The being dimension of leadership is also sometimes approached in terms of awareness, or presence, or charisma. A door has also been opened to bringing or allowing the being to be more present in organisations through the growing popularity and acceptance of mindfulness practices...
We can discuss the leadership gap at both the individual and the collective level:
At an individual level, leaders face increasing complexity in their organisational environments as well as inner lives, sometimes combining with pressure and stress to the point of overwhelm, shutout, breakdown or crisis. Dealing with complexity is a prime imperative for all of us and involves developing new levels of awareness, capacities for understanding and strategies for action…
At the collective level, the gap between the leadership that is needed and the leadership capability that is available seems to be widening, with potentially serious consequences for both organisations and society.
1. How does this shape the agenda for leadership education, development and coaching?
2. How might we think differently about addressing this gap?
3. How might leadership development in organisations help, inform or cross-over to leadership development in society (e.g. politicians, communities) more widely?
Click here for the whole APECS paper
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Internal Coach Training, Development and Supervision
Attention HR leaders responsible for developing internal coaching capability:
PCL's In-house Programmes for Organisations
Foundations of Leadership Coaching for Internal Coaches – tailored 5 day programme
Foundations of Psychological Coaching for Leaders – tailored 5 day programme
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Visit our FACEBOOK page!
https://www.facebook.com/Psychosynthesis-Coaching-256387851523067/
This is somewhere for psychosynthesis coaches to start discussions, ask for resources, collaborate on projects, share links, photos, movies, events etc.
London Wellspring also have a Facebook page: The London Wellspring
Tools and resources from the PCL website
A basic 360 feedback questionnaire
The Leadership Styles Profile
Aubyn's 2015 APECS paper
Assagioli Evocative Words
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