Silvana Dini (IT)

Título
An emergency room or a good habit? How Italian coaches are using supervision.

Resumen
In Italy, supervision in coaching is experiencing a phase of new fervor and initiatives. Four coaching professional bodies with a significant presence in the Italian coaching arena - EMCC (European Mentoring and Coaching Council), ICF Italia (International Coach Federation), AICP (Associazione Italiana Coach Professionisti), SCP Italy (Society for Coaching Psychology Italy) - have set up an inter-association table aimed at promoting the culture of supervision in coaching and writing the first Italian inter-association Manifesto of supervision in coaching. The four associations share that supervision plays a pivotal role in assuring the quality of coaching services, in developing and sustain the coaches and the coaching psychologists in their CPD. 

The keynote session aims to offer the state of the art of coaching supervision in Italy and to present the results of the "Inter-association Survey on Coaching Supervision" launched in January 2022 (EMCC, ICF Italy, AICP, SCP Italy, 2022). 

The online questionnaire based survey is aimed at understanding the use of supervision by coaches and coaching psychologists in the last two years of COVID pandemic, deepening the following aspects: the value perceived by the coaches and the coaching psychologists, the expected benefits, the reasons why they might use supervision, main obstacles to use supervision, the supervisor selection criteria. 

Among the results of previous surveys (SCP Italy, 2012; 2014) it emerged that the main function of supervision stills tends to be reparative, post hoc (to face difficulties, personal blind spots & blocks) instead of developmental, ante hoc. We will see together the results of this the current Supervisee and Supervisor Identikit and if and how this aspect is evolving.  

Maite Durán (ES)

Título
Visualizando al psicólogo o psicóloga coach competente 

Resumen
Según  el 4º Estudio Global sobre Coaching de ICF, en el año 2019, habían 71000 coaches acreditados, lo que supone un incremento del 33% en referencia al último estudio del año 2016. Uno de los retos que tiene que cumplir un/a psicólogo/a coach a lo largo de su recorrido es el  de seguirse desarrollando tanto profesional como personalmente. Desde el punto de vista del desempeño profesional, tener los conocimientos y la experiencia facilita el desarrollo del coachee pero uno de los elementos fundamentales que entra en juego es la relación con el cliente, con lo que la clave del coach competente está justamente en sus competencias personales para poder ofrecer lo mejor de si, tanto al coachee como al propio proceso. Partiendo de esta base, y partiendo de un entorno cambiante y cada vez más exigente, como profesional competente,  el psicólogo/a coach tiene que dar un paso más y desarrollar metacompetencias para poder adquirir otras competencias que le permitan hacer un acompañamiento más efectivo y de mayor calidad. Hablaremos sobre cuales son dichas metacompetencias y como pueden influir tanto en la construcción de la relación entre coach y coachee, como en el proceso de coaching.  

 
Sam Farmer (NZ)

Título
The Benefits of Coaching Psychology Supervision: Cui bono? 

Resumen
Whilst the benefits of supervision in coaching psychology continue to be debated, the discussion tends to focus upon the supervisee.  This presentation will aim to: broaden the discussion to a consideration about whom – and what – else might benefit from the supervisee being supervised; and, as a result, give greater weight to the argument for the value, and necessity, of coaching psychology supervision. 

 
Miguel García (ES)

Título
Supervisión y desarrollo de competencias en coaching

Beneficios de la supervisión en la Psicología Coaching. 

 
Suzy Green (AU)

Título
The utilisation of Positive Psychology Coaching in Organisations to enhance mental health, wellbeing and capability building for all.

Resumen
With the emergence of Positive Psychology Coaching in the Workplace (Smith, Boniwell & Green, 2021) organisations are beginning to consider the utilisation of coaching in the workplace beyond leadership.  This move to providing coaching more broadly within organisations is being referred to as the “democratisation of coaching”.  As technology supports organisations to provide coaching to their broader employee base via virtual delivery and reduced fee structures, the focus of coaching is moving from a traditional focus on coaching for performance to coaching for wellbeing.  Even in executive and leadership coaching, there is an increased interest in "third generation coaching" (Stelter, 2014 and Grant, 2017) which focuses on both performance and wellbeing, and values and meaning in response to the increased mental health concerns and burnout in organisations caused by the effects of the global pandemic.  In this presentation, by Dr Suzy Green, a leader in the field, will provide a brief overview of the evolving field of Positive Psychology Coaching. Suzy will also provide examples of its current use in the workplace and Suzy’s vision for the future of PPC in organisations.

 
Anna-Rosa le Roux (ZA)

Título
Getting out of flatland to make real changes in our world

Resumen

Background 
Many of the problems that we face today are framed as ‘wicked problems’ that arise when we face constant change that traditional processes cannot resolve, for example, biodiversity, waste management, temperature increase or energy consumption. It is not necessarily the degree of difficulty, but the interrelatedness of many facets that characterize these. Usually there is a degree of technical difficulty as well as a social complexity that makes these tough to manage.  The same way that circular economies are a response to sustainable business, we need new solutions to facilitate the psychological transformation to include ecopsychology. 

As coaching and consulting psychologists a sensitivity, awareness and consciousness that resonates with the emerging environmental challenges in our world are required as we practice our profession as ethical citizens. 

Aims 
What we know is required today is second order (transformational) change that is multi-dimensional, multi-levelled and radical, fundamentally different from what we have done before. The latter requires a shift in meaning. One of our only resources to drive this shift in meaning is accessing our human consciousness to create an inclusive level of awareness.  

This paper aims to engage coaching and consulting psychologists in a thought experiment to create radical shifts in how we see the world and our place and role therein. We are required to be committed to a process where we are open to change ourselves and resonate with the aspirated consciousness of our clients.  

In this paper, we propose that: 

• A different kind of thinking and being is necessary to respond to disruption in our lives (e.g. recognising the cost of sustainable solutions is a requirement for dialogue and planning in an inclusive manner) 

• We need to embrace an inclusive level of consciousness to get out of flatland and appreciate alternative perspectives (e.g. excluding those perspectives we don’t agree with leads to differential in our society and ultimately conflicting ideals) 

We explore the concepts of transformational vis-a-vis translational change, integral levels of development, value shift, inclusive consciousness and engagement and quality contact.  

Conclusion 
In a disruptive world, where we are faced with complexities that seemingly do not have an answer, one of the authentic responses is to embrace our humanness (where immoral and illegal activities are not the same). Through accessing our human consciousness, we are able to develop meta-perspectives that guide us to connect with the world in a more balanced way. Getting out of flatland is a key proposition in this journey and opens up new impetus to embrace alternative broader perspectives, playing along in a world-centric state. 

 
Roberto Luna (ES)

Título
Coaching Ejecutivo y liderazgo desde la gestión del talento 

Resumen
Psicología Coaching Ejecutiva y liderazgo transformacional.

 
Xavier Montero (ES)

Título
La Psicología Coaching como herramienta de apoyo en los procesos de transición laboral

Resumen
La Psicolgía Coaching aplicada a los procesos de transición laboral es una herramienta estratégica para las Organizaciones, no muy extendida en España. 

Está diseñada para ayudar a las Organizaciones y a su talento a afrontar la transición y las desvinculaciones de forma innovadora, humanizándola y minimizando los riesgos inherentes a esta fase (pérdida del know-how, falta de entendimiento o un menor compromiso etc..). 

Para el trabajador significa una transición gradual durante la cual prepararse adecuadamente para el comienzo de otra fase vital retadora y para la empresa tiene múltiples beneficios: posibilita una gestión y transmisión adecuada del conocimiento, facilita una desvinculación en buenos términos, supone un beneficio social adicional que ofrecer en esta etapa de relación profesional, refuerza el branding interno y externo, y también abre la puerta a una gestión de la diversidad generacional a través de un cambio de rol donde ese profesional deja esa primera línea de fuego para adoptar un rol de mentor hacia equipos o profesionales más nóveles o involucrándose en proyectos de duración determinada, donde su talento se une al de otros profesionales. 

Cualquier cambio supone una oportunidad. 

 
Siobhain O'Riordan (UK)

Título
Navigating Transitions in the Workplace through Coaching Psychology 

Resumen
The COVID-19 global pandemic has led to many people facing transition in their lives, communities, and workplaces.  This can be accompanied by experiences of reduced performance, excessive demands and pressure at work, lowered resilience, or a lessened sense of self-efficacy and resourcefulness.   Coaching psychology can help coachees to navigate periods of transition, and support people to tackle psychological challenges to enhance their wellbeing at work during periods of uncertainty (Palmer, Panchal & O’Riordan, 2020).  When coaching positively towards the successful self-management of a transition at work, coaching psychology practice can focus on areas of performance, leadership, stress management, wellbeing as well as the coachees emotional management and performance interfering thinking.   

This session will draw upon the fields of positive psychology, ecopsychology, solution focused and cognitive behavioural approaches.  We will also explore ways we might use coaching psychology interventions and techniques, within transition coaching situations in the workplace.  There will be a particular focus upon the INSIGHT coaching framework (Panchal & Palmer, 2011) to illustrate the application of coaching psychology within the workplace. 

References:
Palmer, S. & Panchal, S. (2011). Developmental Coaching: Life Transitions and Generational Perspectives. Routledge. 

Palmer, S., Panchal, S., & O’Riordan, S. (2020). ‘Could the experience of the COVID-19 pandemic have any positive impact on wellbeing?’ European Journal of Applied Positive Psychology, 4, 10, 1-13. http://www.nationalwellbeingservice.org/volumes/volume-4-2020/volume-4-article-10/  

 
Stephen Palmer (UK)

Título
An integrative positive psychology coaching approach informed by climate change science, applied to tackling eco-distress, ecoanxiety and ecodepression in order to maintain eco-motivation

Resumen
With the COVID pandemic, the past 2 years have been a very challenging and distressing period for many people around the globe. However, in parallel, many individuals have remained anxious about the serious impact of climate change upon the planet, biodiversity, weather systems and society. Young people have continued to hold school strikes for climate on Fridays. Just three weeks after this coaching psychology congress has finished, the UK will be hosting the 26th UN Climate Change Conference of the Parties (COP26) in Glasgow on 31 October – 12 November 2021. By bringing together heads of state, climate experts and campaigners, it is hoped that they will agree to coordinated action to tackle climate change. Yet, many people are not convinced that sufficient action will occur in time to stop the global rise in temperature. It’s no wonder that some young people and adults are stressed about the future. When feeling anxious and depressed our motivation is often reduced yet we may still wish to remain motivated. Coaching is one possible intervention to assist in maintaining eco-motivation.

This paper will look at an integrative positive psychology coaching approach informed by climate change science, applied to tackling eco-distress, ecoanxiety and ecodepression in order to maintain eco-motivation. The keynote will include what a coach and coaching psychologist may benefit from knowing about climate change if the issue arises in a coaching conversation. In this paper, eco-anxiety and eco-depression will be defined. Drawn from the International Society for Coaching Psychology (ISCP) survey results, strategies that coaches and coaching psychologists found helpful to tackle a coachee’s climate change anxieties will be covered. The keynote concludes with what the ISCP survey participants answered finishes with the question: should practitioners attend CPD on climate change related mental health issues?

 
Jelena Pavlovic (RS)

Título
Leader as Coach: Coaching Psychology for fostering Business Ethics

Resumen
Since the introduction of the concept of leadership in organizational and management theory, there has been an idea of different approaches, types or styles of leadership. Among many different constructs to describe leadership behavior, there has also been the idea of coaching as a leadership style. In general, the idea of leader as coach assumes participation, dialogue, collaboration in order to develop employees and teams. Coaching as a style of leadership has been described as a way to create a future ready workforce that continuously attends to its development. However, one aspect of leader as coach concept has been less in the spotlight in theory and practice – its impact on the ethical side of business. While it has been widely acknowledged that coaching style of leadership creates buy in for change and decreases resistances to change, it has not been sufficiently emphasized that coaching also creates a more egalitarian work environment. When leaders engage in coaching behaviors they may also contribute to respecting individual voice and internal frame of reference, appreciating diversity of perspectives and creating human encounters with their coworkers. Maybe leader as coach concept has been widely accepted in organizations for its developmental impact, but it also needs a different kind of rationale – ethical case for coaching. 

 
Íngrid Queralt (ES)

Título
El liderazgo sistémico 

Resumen
Toda organización es un sistema vivo con sus estructuras de relación y de poder. 

Mas allá de las competencias necesarias para liderar equipos, es básico conocer y entender el sistema donde se intentan promover cambios. Respetar su historia, mentalidad y sus leyes ocultas, pueden permitir que las personas en posición de liderazgo, ejerzan un liderazgo transformacional aceptado y vivido de manera sana y orgánica por las personas y la organización. 

Un sistema es un conjunto de elementos conectados entre si, de tal manera que el movimiento o la posición de un elemento del sistema influye en el resto de manera inmediata. Así, cuando un elemento no tiene claridad sobre su posición y tiende a no ocupar su lugar, diferentes partes del sistema se ven afectados. Cuando cada elemento ocupa su lugar, el sistema se relaja.  Observando las organizaciones como un sistema vivo, podemos ver como los principios sistémicos desarrollados per Hellinger, nos permiten dar sentido a las dinámicas que acontecen en los equipos. Así podemos ver que, en una organización sana, todos los miembros tienen el mismo derecho a pertenecer, hay un orden que facilita el desarrollo del sistema y un equilibrio adecuado entre lo aportado y lo recibido. Comprender las dinámicas que se establecen cuando alguno de los principios no es respetado y acompañar las personas a ocupar el mejor lugar posible en beneficio del desarrollo del equipo y la organización, es la gran aportación del liderazgo sistémico. 

 
Joan Quintana (ES)

Título
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Resumen
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Elvira Reche (ES)

Título
Competencias del psicólogo o psicòloga coach para los próximos años 

Resumen
Las competencias clave en psicologia coaching han sido, son y seran un tema de recurrente interés en investigación, formación e intervención en este ámbito. Es legitimo tratar de establecer los factores mínimos necesarios de una buena práctica, y disponer de listas que describan y aglutinen esas competencias. Sin embargo, en futuros presentes con contextos cada vez más distópicos e inciertos se nos presenta la importante urgencia de desarrollar metacompetencias que sin duda que sean sostenibles, ecológicas y sobre todo evolutivas. Por eso, en esta conferencia no nos centraremos únicamente  en señalar cuáles deben o deberían ser las competencias claves del psicólogo coach en los próximos años. Lo que haremos serà proponer a la audiencia la oportunidad que representa para los y las psicólogas coach el poder desarrollar competencias relacionales evolutivas en el contexto donde intervengan. 

 
Marisa Salanova (ES)

Título
Psicología Coaching y Bienestar Organizacional: Una mirada desde la Psicología Positiva

Resumen
En la conferencia profundizaré en comprender los principios del Coaching Psicológico Positivo, desde el marco científico de la Psicología Positiva, así como también cuáles son algunas de sus principales Herramientas. En primer lugar, y basándome en los principios del coaching psicológico positivo, describiré los principios de la PsiPos que tratan estos principios basados en la mejora del bienestar psicológico en el proceso de coaching. En segundo lugar, focalizaré la idea del PsiPos coaching desde la psicología coaching y cuales son sus aportaciones para pasar a tratar las evidencias empíricas de la eficacia del psipos coaching. En tercer lugar, trataré de describir cómo el coaching se puede considerar como una práctica organizacional saludable desde el Modelo HERO (Healthy & Resilient Organization, Salanova et al., 2012, 2019) con algunos ejemplos de casos prácticos de su implementación en organizaciones. Para finalizar, daré algunos tips sobre las principales herramientas desde el PsiPos coaching que pueden ser útiles para la práctica profesional del coaching.  

 
Reinhart Stelter (DK)

Título
Building a Strong Dialogical Relationship in Coaching 

Resumen
The main intention of this presentation is:  

• To renew the understanding of coaching, especially in regard to the dialogical relationship  

• On the basis of radical changes in our societies and organizations to argue for coaching as a fellow-human companionship with moments of symmetry in the relationship between both parts  

• To present key dimensions for the building the dialogical relationship in coaching and other transformative conversations: 

• 1. The dialogical dimension 

  2. The narrative-collaborative dimension 

  3. The value dimension 

  4. Feedback as collaborative and outcome-oriented practice.  

To show the importance of relationship with a ‘human face’ is the most important influencing factor in coaching, a factor that is also recognized with growing interest and evidence in both psychotherapy and coaching research.