The Study entitled “Coaching-A Global Study of Successful Practices-Current Trends and Future Possibilities 2008-2018” substantiates that TCC’s very unique method of connecting TCC clients with their best-matched coaches provides the most successful process for coaching clients to achieve their coachable goals.
That is a mouthful, but accurate.

“The American Management Association (AMA) commissioned the Institute for Corporate Productivity to conduct a global survey of coaching practices in today’s organizations, to gain a better understanding of both the promise and perils of coaching.”

TCC has assisted over 1,500 clients to achieve their remarkable coachable goals at an incredible success rate of over 96% for the past seven years by employing a very focused method of connecting clients with their ideally matched coaches. TCC was created to provide the best one-stop location for anyone to achieve their coachable goals with the greatest success rate and the least amount of time and least cost. Mission accomplished!
Although this independent study concentrated only on organizational coaching by questioning over 1,000 executives and managers, it came to the same conclusions about the best practices of implementing the coaching process to assist clients to achieve the highestratesof success that TCC created over eight years ago, and has been using ever since. The authors of the study arrived at these verysameconclusions as TCC without TCC having any involvement or influence in the study.

Comparison of the Eleven Major Study Findings and how TCC operates.

The key findings of this study and how they confirm TCC’s practices are shown below for your comparison with appropriate links to TCC web pages that provide further details.

“Finding One: Coaching is used by only about half of today’s companies.”

This supports the successful use of coaching overall and of course TCC has enjoyed even more success.

“Finding Two: Coaching continues to gain in popularity.”

This supports the expected increase in the use of coaching. TCC has also enjoyed a continued increase and expects more as well.

“Finding Three: Coaching is associated with higher performance. Respondents from organizations that use coaching more than in the past are also more likely to report two kinds of advantages:
1. They’re more likely to report that their organizations have higher levels of success in the area of coaching.
2. They’re more likely to say that their organizations are performing well in the market, as determined by self-reports in the combined areas of revenue growth, market share, profitability, and customer satisfaction.”

These findings totally support the remarkable results achieved by TCC’s clients and the value of the benefits they attract. People achieve higher success rates by using a coach and their organizations also attain higher overall success rates when they use coaches.

“Finding Four: Coaching is primarily aimed at boosting individual performance. The desire to improve individual “performance/productivity” is the most widely cited purpose of coaching.”

Organizations naturally select the coachable goals of coaching their members to become more successful and productive managers and executives. TCC agrees that these are the most popular goals for organizations. However, TCC has found that three other coachable goals are more popular in the open market. The more popular coachable goals, in descending order are:

1. Discover and obtain your ideal income position, where you Go to Play Every Day because you love what you do and do what you love, you are so good at producing quality results and value, that they attract considerable rewards, both financially and otherwise.

2. Become a far more successful and productive business owner. Says it all.

3. Discover and get life balance, where you get to enjoy and thrive in all three of your lives, simultaneously and without internal conflicts or guilt. Your three lives being your work life, (including motherhood) your personal life (your health and spirituality) and your family life (your relationships with the blood relatives you decide to keep and anyone else you allow in your inner circle)

“Finding Five: Clarity of purpose counts. The more a company has a clear reason for using a coach, the more likely that its coaching process will be viewed as successful.”

This conclusion fully supports the first of the four key conditions to successful coaching that TCC insists are met to suit all TCC clients. The first key condition is that clients must have at least ONE coachable goal to accomplish; otherwise engaging a coach would not be advisable. TCC will not accept individual clients or organizations who do not have their own individual coachable goals. The study confirmed that TCC saved many individuals and organizations considerable money and time by not accepting them as clients, because they did not have coachable goals.

“Finding Six: Evaluating coaching’s performance may help boost success rates. The more frequently respondents reported using a measurement method, the more likely they were to report success in their coaching programs.”

TCC has employed a very effective, yet simple measurement method since inception that supports this conclusion. TCC follows up with TCC clients to discover if they accomplished, at least, their initial coachable goals. Both TCC and TCC clients are clear about their initial coachable goals going in, and TCC’s clients are the eventual authority to decide if they achieved their initial goals, and TCC asks them. Hence, the basis of reporting a success rate of over 96%.

“Finding Seven: It pays to interview. Having an interview with the prospective coach has the strongest relationship with reporting a successful coaching program.”

We believe that interviewing prospective coaches is important, but we feel that the interview itself is less successful than actually experiencing a coaching session. This is why TCC clients participate in sample coaching sessions with at least three (can be more) TCC Member Coaches, to give TCC clients the clearest, most effective, and most efficient means to find their best-suited coach. http://www.findyourcoach.com/life-coach-cost.htm#mbglife

“Finding Eight: It pays to match the right coach with the right client. Matching people according to expertise and personality seems to be the best strategies.”

This fully confirms Key Conditions numbers three and four to successful coaching employed by TCC. TCC thinks so much of the matchmaking condition that TCC GUARANTEES that TCC clients will find their best suited coach, through using a very unique and effective matching process by TCC and the client, and that TCC coaches have the exceptional experience, motivation, confidence and capacity to coach each TCC client.

“Finding Nine: External training seems to work best. Externally based methods of providing training on coaching are most strongly correlated with overall coaching success, though they are less often used.”

TCC does not dispute that attaining coach training outside the organizations will produce higher coaching success. In fact TCC does not consider Internal coaching to be real coaching, because of the conflicts of multiple masters for the employee coach. The study also confirmed this by stating: “External coaches, on the other hand, can bring greater objectivity, fresher perspectives, higher levels of confidentiality, and experience”

“Finding Ten: Coaching’s international future looks bright. Compared with the North American sample, organizations in the international group have not had coaching programs in place for as long, but more in this group plan to implement coaching programs in the future.”

TCC agrees with this conclusion that people in other countries are beginning to realize the remarkable successes they can achieve through engaging their best-matched coach. TCC’s International activity has blossomed into over 15 other countries.

“Finding Eleven: Peer coaching needs to become more effective. Although a little over half of responding organizations use peer coaching, only about a third of respondents who use it consider it to be very effective or extremely effective.”

Once again TCC agrees that coaching one’s peers would not allow all four of the key conditions to be met, and has proven to be much less effective than using an independent, professional coach.

Bottom Line conclusion

If you are an organization seeking to get the best results from the coaching process, or better yet, if you are an individual who wishes to achieve any coachable goal faster, more completely, with less effort and less costly, you may want to read this study to find out how. Or of course you could contact TCC and experience the best practices first hand as outlined in the study to obtain the highest degree of success in achieving your coachable goals.

More details will be provided in subsequent blogs to prove up the findings of the study and corroborate the reasons for the exemplary success rates of TCC clients.

Without knowing it or not, virtually 99% of working people use the same process to select their careers and work positions. They use the Trial & Error work selection method. Emphasis on Error.

How does the Trial & Error Work Selection Method work?

First, people look for the potential work positions that exist within their present circle of interest. They evaluate the possible choices. This gives lots of people a false sense of power, because they feel in control and superior during the evaluation. They try to guess what they might like to do and which position would be best for them.

Second, they eventually select a position to give it a try.

Third, they begin working at the new position.

Fourth, they adjust to the position as presented, they adjust to the company (if there is one) they adjust to the culture of the industry, they adjust to their boss or bosses (if they have any) they adjust to the requests of their customers, and they adjust to the written or unwritten code of expectations and conduct for the position. Because they were not clear about the position or what they wanted the position to be, they are required to adjust, and frequently adjust dramatically in many ways to conform to others.

Fifth, they eventually become bored, disillusioned, unhappy, nonproductive, or just plain upset at working in the position that evolved after they made all of the adjustments to suit others.

Sixth, they decide to change positions to seek better working conditions.

Seventh, they use the same Trial & Error work selection method to find, evaluate, and select their next work position.

Eighth, they transfer to their new work position and begin the adjustment process all over again. But this time the adjustments will probably be different in some, if not many, respects. But, once again they adjust.

Ninth, they eventually become bored, disillusioned, unhappy, nonproductive or just plain upset at working in the new position that evolved after they made all of the adjustments to suit others. They get the same feelings they had from the previous position, but notice that now the scenery, the people, the duties, and rules are all different. But they feel the same bad feelings.

Tenth, they continue on again to select their next work position using the Trial & Error method to eventually generate the same results.

Sound Familiar?

People get discouraged because they used the wrong selection process

After a while people start to feel down, confused, or insecure because they cannot seem to fit in and find the right work position for them. They look around and see others who appear to be much happier and more successful. This can be upsetting. So they feel a need to put on a show to convince themselves and others that they too enjoy what they are doing. Others around them are most likely in the same unhappy work positions, and they too are probably putting on a similar show of happiness and bliss.

Or people start blaming themselves for not finding their desirable work positions. They get down on themselves. Their confidence and self esteem decline. They loose interest in their work, and even in their lives. Their performance and energy levels decline. And the downward spiral continues until something dramatic happens. They might even resort to escape methods of dugs, alcohol, or exotic lifestyle changes.

Or they choose to find alternate solutions. They seek advice. They take tests. They take additional education classes. They try to get college degrees. All to improve their hire ability, and many times their confidence and self esteem.

Or many people just choose to stick it out with their latest position until they reach the ballyhooed paradise called retirement, thinking that the bliss of retirement will justify their suffering at work for all of their years. Then they use the same Trial & Error method to select their retirement life. What happens at retirement is another confusing story.

The US Bureau of Labor has reported that the average worker in the US will change EMPLOYERS 10.2 times during their working life. I believe this statistic confirms that a vast majority of people use and follow the Trial & Error Method in their journey to get their best work position.

Yet, there is nothing wrong with the job switchers

There is NOTHING wrong with the people who find themselves in mismatching work positions. The bare truth is these people were virtually guaranteed to become disconnected with their work positions. Why? Because they used the wrong work selection method. The Trial & Error method forces people to try, adjust, and retry so many distasteful dead end work positions.

What work selection process really works?

Is there a better work selection method? Yes there is! But it did not appear until around 1992, and only a very few people were aware of it. But today in 2008 far more people have, at least, heard of this new work selection process. The new work selection process that will virtually guarantee that people WILL discover and connect with their ideal income position, where they get to go to play every day, do what they love and love what they do, and are very well rewarded for the excellent value and results they produce, because they are very good at their new work position is called career coaching. A career coach is really a personal coach who specializes in assisting people to transition into their ideal income positions.

How does career coaching work?

Your career coach will focus completely on you to assist you to unravel the mystery within you first. Your coach will ask you coaching questions to get you to open up and reveal things you have not revealed to anyone before, including yourself. Your coach will then reflect (mirror) this new information about you back to you so you discover the inner working of what drives and limits you. You will discover for the first time the following: your passions, your self-imposed obstacles, (the things you do not what to do) your beliefs and values, (your spirituality) your talents, and your priorities. When you discover these key five core ingredients about you, you will become the worlds leading expert on you.

You and your career coach custom build your ideal income position

You and your coach will then design and custom build your ideal income position to allow you to fulfill your passions and priorities, follow your beliefs, maximize your talents and avoid as many of your self imposed obstacles as you can. After designing your ideal income position, you and your coach will go obtain your ideal income position so you are operating in it on your terms. You will no longer adjust to the position. Instead, you will adjust the conditions of the position to suit you. In other words, you and your career coach will become the architect team of discovering and designing your custom position, just like you and your architect would design your custom home. You start with the foundation and build up from there.

You will have a much easier time getting your ideal income position

Because you now KNOW exactly what your ideal income position is and what it is NOT, you will have a far easier time obtaining that position than ever before. First, you will eliminate using the Trial & Error method. (This alone vastly improves your success rate) Second, you will KNOW what you want and only focus on getting it. Third, you will be so naturally enthusiastic, so naturally talented and capable, and be so good at what you love, you will become far more desirable to potential customers or potential bosses. In essence, they will seek you, because you will make them look and feel good. The acquisition step has proven to be the easiest and quickest in this process. And when you obtain that position you will continue your self-discovery to make sure the conditions around you adjust to you, so you will not be led or forced to adjust to conditions of others.

The career coaching work selection method works!

We at TCC have assisted hundreds of people to discover themselves, design their ideal income positions, and actually obtain them on their terms. Our clients have made remarkable, prosperous, and enjoyable career transitions through career coaching.

Pick the Right Career Coach for you.

You will want to find and engage the career coach who will assist you to attain your ideal income position. Unfortunately, you will not want to hire just any career coach. You will want to be very careful and selective. There are four key conditions you will want to be met, TO SUIT YOU, before you engage your personal coach. These are universal, and are needed no matter where you find your career coach. Briefly they are:
1. You must have at least one coachable goal
2. You must be ready for coaching
3. Your career coach must really like and totally connect with your
4. Your career coach must be an experienced and capable career coach with the gift of coaching and who will only coach you.

Oprah Winfrey calls famed dog trainer Tamar Geller, "life coach for dogs" Tamar prefers the term "well-mannered" to "obedient" and "coaching" to "training." Geller has helped stars including Oprah Winfrey teach manners to their four-legged family members.

“Geller was featured on "The Oprah Winfrey Show" as Oprah's personal dog coach, and has provided insight to millions of dog enthusiasts nationwide as resident dog expert on "The Today Show" and Animal Planet's "Who Gets the Dog."”

Geller must be thrilled to be one very special person who is able to get dogs to open up to him and reveal their inner passions and priorities as their life coach. Eddie Murphy played Dr. Doolittle in a movie where he could hear and talk to animals, including dogs. Am I right thinking Geller can hear what dogs think and can also talk to dogs in the same manner? If so, I would love to see a video of him coaching a dog. The repartee would have to be priceless.

Geller opens up a whole new market for many life coaches out there seeking clients. But why stop with just dogs? I imagine someone will soon claim that he or she is the life coach for cats, horses, cattle, bears, goats, and or turtles. The possibilities are endless.

The next time you visit a zoo, you might be lucky enough to meet the resident life coach for the animals, and learn about the inner concerns of the animals that their life coach will reveal.

I guess we at TCC know whom to call when we hear a dog barking on an incoming life coaching consultation request call. We call Geller, the “life coach for dogs.”

Read about more humorous perspectives on life coaching that we have gathered for your pleasure. There are some other really funny presentations of life coaching.