This document provides information about the ninth annual Coaching in Leadership & Healthcare conference offered by the Institute of Coaching, McLean Hospital, and Harvard Medical School from September 16-17, 2016. The conference aims to serve leaders, physicians, healthcare providers, executive coaches, life coaches and health and wellness coaches through keynotes, tracks, and a poster session on topics related to leadership, neuroscience, health, coaching, and psychology. Attendees can earn up to 13 continuing education credits and the conference is led by experts in various domains to translate coaching science into best practices.
1. What is your topic and why does it interest you 2. What isaTatianaMajor22
1. What is your topic and why does it interest you?
2. What is/are your research question(s) for this study?
3. What theoretical framework(s) as a guide in your research? If so, which one, and why is it important within the Human Services field?
4. Who is your target participant group and how would you obtain access to this group?
5. Would your study utilize quantitative, qualitative, or mixed methods?
6. What specific approach would you use for data gathering (interview, established survey/measurement tool, meta-analysis, etc.) and why is this structure appropriate for this study?
7. What would a possible drawback be to using this methodology?
8. Identify the tools you would use in your study. Provide rationale for the use of this tool.
9. If you are creating an interview for the study, include the interview questions and the rationale for each question.
10. Would you use a traditional format of data collection or would you use an online format? Provide rationale for this format.
11. What protections are you putting into place to protect your participants?
12. What type of informed consent would you use?
13. How would your research results potentially impact current knowledge in the field and Human Services policies and/or services?
H U M A N I S T I C M A N A G E M E N T
In a world facing multiple crises, our foundational institutions are failing
to offer effective solutions. Drawing on the emerging consilience of
knowledge, Michael Pirson debunks the fundamental yet outdated
assumptions of human nature that guide twentieth-century management
theory and practice – as captured in the “economistic” paradigm – and
instead provides an urgently needed conceptual and practical “humanistic”
framework, based on the protection of human dignity and the promotion of
well-being. By outlining the science-based pillars of this innovative
system, Pirson provides a new model for the responsible twenty-first-
century leader seeking sustainable ways to organize in a world of crisis.
Highlighting relevant applications for research, practice, teaching, and
policy, this book is ideal for graduate students and professionals seeking to
develop their understanding of responsible business, business ethics, and
corporate responsibility.
M I C H A E L P I R S O N is Associate Professor of Management, Global
Sustainability, and Social Entrepreneurship, and Director of the Center for
Humanistic Management at Fordham University. He cofounded the
Humanistic Management Network and serves as Editor of the Humanistic
Management Journal. He has won numerous awards, including from the
Academy of Management, and has published extensively on humanistic
management, philosophy, and business ethics.
2
Advance Praise
This book is an absolute must read to any business school student and leader
of any type of organization, from profit to non-profit, small to large, business
to political!
Christopher Arbet Engels, Chief Medical Officer Poxelpharma, former
VP ...
Counseling has evolved over the years and, in many ways, is still .docxvanesaburnand
Counseling has evolved over the years and, in many ways, is still in its infancy as a profession when compared to other mental health professions like psychology and social work. This module will provide a historical overview of the what, when, why, and how of professional counseling. The important contributions of key figures will be discussed, along with the impact of federal government acts and professional counseling organizations on the identity, preparation, and scope of work of professional counselors. This module will also explore the future of counseling as a profession. It will also identify vulnerable populations and issues of concern. Finally, this module covers various topics related to professional identity.
In the early 20th century, before the term “counseling” was coined, the concept of informally “helping others” was introduced. This module provides a chronological overview of how the idea of helping others at a critical point in the country’s history evolved into what we call today Clinical Mental Health Counseling (CMHC). Understanding the origins of the profession, and how past historical events shaped the profession, may help you evaluate future problems from a different frame of reference (Heppner et al., 1995). Knowing the past of a profession, according to Heppner et al. (1995), is also believed to help counselors-in-training plan better, with anticipation, for the future direction of counseling. It can also be argued that the more one learns about a profession, the more one can readily identify with that profession.
One notable event in the history of counseling occurred in 2009 when the Council for Accreditation of Counseling and Related Educational Programs (CACREP) made the decision to create a unique specialty, clinical mental health counseling (CMHC). The decision was made after it was determined that students from community counseling and mental health counseling programs were competing for the same jobs. Essentially, this meant they were doing the same work. The decision to combine the two specialties is one example of the important role of CACREP.
The services provided by clinical mental health counselors, and the settings in which they work today, overlap with other therapeutic professionals. This module will highlight the training, philosophical beliefs, licensure requirements, and scope of practice differences and similarities among various therapeutic professionals. In this module, the professional organizations that help shape the identity of clinical mental health counselors are introduced and the various practice settings in which clinical mental health counselors work are explored.
As you study the material in this module on the history of and professional identity in clinical mental health counseling, pay particular attention to the role of government and the role of professional organizations in the development of the profession. Consider how these entities have shaped what counselors do and the f.
1Nursing LeadershipDevelop and submit a personal leadership .docxaulasnilda
1
Nursing Leadership
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
The response accurately and thoroughly describes in detail a set of core values.
The response accurately and completely describes in detail a personal mission/vision statement.
The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment.
The response accurately and thoroughly describes in detail two key behaviors to strengthen.
An accurate, complete, and detailed development plan is provided that thoroughly explains plans to improve upon the two key behaviors selected.
The response includes a comprehensive synthesis of information gleaned from sources that fully support how to achieve a personal vision. Integrates 2 or more credible outside sources, in addition to 2 or 3 course-specific resources to fully support the responses provided.
Nursing Leadership
While raising two adolescent girls, this author is working on her Psychiatric and Mental Health Nurse Practitioner degree (PMHNP).
Psychiatric disorders within these professions are multifaceted and rising at an alarming rate. My most recent project is hosting a website for my non-profit organization, sharing my research and fundraising for mental health therapy for local MP and FRs; my efforts supported by their respective employers. During personal interactions, many have expressed to me that for psychological symptoms, they are directed to contact their respective employee assistance program (EAP). Unfortunately, combined with the already perceived stigma of seeking help, the true reluctance was the absence of an EAP clinician with first-hand experience in these unique occupations. These concerns significantly limit the number of “relatable” practitioners therefore, as a trusted partner, incorporating over 20 years of experience with MP and FRs, I will change this for all of us.
Philosophy
AAA
Core Values
Prior to this course, this author always felt that through life, open-mindedness, perseverance, compassion, education, and innovation, were her core values. Remaining open-minded about different individuals or situations has afforded this author the gift of seeing people and things from a different perspective than her own. The ability to persevere despite challenges from nearly every ACE factor and still maintain compassion for others is a core value that this author has been able to maintain through life and currently teach to her children. Education and innovation have been the foundation of this perseverance in finding not only why people think the way they do but also how to help good people out of bad situations. When this author engaged in the Gallop survey presented, the results were very similar with strengths a rel ...
lo Dr. Geofrey I am using the Introduction page for another assign.docxgauthierleppington
lo Dr. Geofrey I am using the Introduction page for another assignment it was just an example to guide you when doing the PowerPoint Presentation. If you have any questions for me, please feel ree to email me anytime day or night. Thanks a whole lot!
~Michelle
Week 7 - PowerPoint Presentation Discussion
Post your PowerPoint presentation here as an attachment, and include a brief overview of your project and what you have discovered as a result of this assignment. Your post should be 300 words or more which you already has done for me and PLEASE, PLEASE, PLEASE, PLEASE follow the The Research Outline that is sent to you.
Next, review the PowerPoint presentations to 2 of your classmates or more, and next then prepare a response post with your insights, observations, and ask a MAXIMUM of 2 questions to the classmates that you will response to). Your response posts should be a MAXIMUM of 150 words or more each NO less!
Organizational Culture for Apple Research Outline
Michelle D. Morrow
MGMT 603 Organization Development
American Public University
Dr. Bari Courts
October 11, 2016
Abstract
This Sample Outline describes the Organizational culture of Apple Inc., and organizational culture is described as a unique and distinguished system of shared meanings employed by members of an organization which makes the organization unique. This outlines also briefly describes some of the practices employed by Apple Inc. which makes it unique and distinguishes it from other organizations. In continuation, various culture practiced by Apple company is said to impact the organization in positive ways, and because of these; the company also employs certain measures that ensure the positive cultures are maintained and put into practice throughout the organization operational lifetime. How organizational culture of Apple Inc. started is also mentioned through the outline, and most of the practiced cultures were introduced by the key founders. Finally, the outline includes a conclusion of the culture and a part to include the recommendations which can be employed to improve the organizational culture.
I. A. definition of Organizational Culture
1. Organizational culture basically refers a distinguished system of shared meaning practiced by members, makes the organization unique and distinguishes it from other organizations.
2. Practices that defines the culture of Apple Inc. include;
a. Creativity
b. Innovation
c. Moderate Combativeness
d. High level of Excellence
B. Apple Culture as a descriptive term
1. Apple organization culture focuses on its employees’ perception of the characteristics of the culture not whether they love the culture.
2. Apple employees view their organization culture as to;
a. Encourage teamwork
b. encourages innovation and inventions
c. Stifle Initiative.
II. How do culture impact on Apple In.
A guide to succession planning and leadership development. As a busy human resource professional, you probably find it difficult
to keep up with the latest academic research in the field. Yet knowing which HR practices have been shown by research to be effective can help you in your role as an HR professional. Effective succession planning involves more than just a replacement planning process. It also includes a comprehensive employee development system
Discover how to leverage your existing professional skills to create a thriving and profitable coaching practice. Learn the proven 4-phase coaching process that will greatly boost your confidence to effectively coach others, and transform the lives or your clients. Walk away with numerous business and marketing strategies that you can apply immediately to attract more clients and make your practice financially sustainable. Presented by, Jonathan Jordan, a top-ranked, internationally renowned executive & business coach.
Case StudyBecoming a forensic psychologist after graduating from.docxtidwellveronique
Case Study
Becoming a forensic psychologist after graduating from Ashford with a psychology degree will be an exciting part of my life. Graduating from the psychology program at Ashford means I have the skills necessary to move forward in my career goals. I am now able to read and think critically and creatively, communicate effectively through my speech, writings, and through the use of technology. I now understand the various forms of diversity, the interdependence among living beings, and the environment and humanly-created systems. I am able to direct service of meeting the needs of others, develop the skills and abilities that provide for lifelong learning, as well as I now have the ability to draw information from different fields of study to make informed decisions (Ashford University, 2014). Having a psychology degree means I can analyze human behavior and their mental processes, as well as analyze theories of continuing education in psychology and related fields. I can evaluate theories of personality development and psychology research methods. I can now demonstrate communication behaviors that are consistent with the study and practice of psychology, as well as have and use skills and concepts that are fundamental to the ethical application of psychology (Ashford University, 2014).
I as a bartender deal with personal challenges all the time when I hear people tell me their problems and I want to try to give them advice. Many times I get told things regarding my brother and his girlfriends’ issues at home and I want to help but it’s an ethical struggle for me. The reason for the struggle is that I work with my brothers’ girlfriend and my advice could be biased. From my point of view the problem is that my brother and his girlfriend don’t have good communication. The problem from what they can tell is the other person doesn’t listen or doesn’t care to listen. The options I see it as they can either try to sit down with an unbiased person to help them communicate effectively or they can end their relationship. The risks and consequences are that they may end up expressing feelings that are not ready to be dealt with, or they could end up with a really strong relationship. The other risk and consequence could be that they end up in a huge fight and the relationship is over. The only evidence I have to assist me is what they both tell me about the situation and what I have personally seen.
With this case I would be able to think critically and creatively, I can analyze their behavior and their mental processing, as well as demonstrate communication behaviors. I will look at how they are trying to communicate now and think of other ways they can try to communicate such as text or email. Maybe even writing each other letters. I will analyze their behaviors as to how they perceive the other person and the way the other person comes across while speaking. Through better communication skills the couple will be able to better discuss their i ...
1. What is your topic and why does it interest you 2. What isaTatianaMajor22
1. What is your topic and why does it interest you?
2. What is/are your research question(s) for this study?
3. What theoretical framework(s) as a guide in your research? If so, which one, and why is it important within the Human Services field?
4. Who is your target participant group and how would you obtain access to this group?
5. Would your study utilize quantitative, qualitative, or mixed methods?
6. What specific approach would you use for data gathering (interview, established survey/measurement tool, meta-analysis, etc.) and why is this structure appropriate for this study?
7. What would a possible drawback be to using this methodology?
8. Identify the tools you would use in your study. Provide rationale for the use of this tool.
9. If you are creating an interview for the study, include the interview questions and the rationale for each question.
10. Would you use a traditional format of data collection or would you use an online format? Provide rationale for this format.
11. What protections are you putting into place to protect your participants?
12. What type of informed consent would you use?
13. How would your research results potentially impact current knowledge in the field and Human Services policies and/or services?
H U M A N I S T I C M A N A G E M E N T
In a world facing multiple crises, our foundational institutions are failing
to offer effective solutions. Drawing on the emerging consilience of
knowledge, Michael Pirson debunks the fundamental yet outdated
assumptions of human nature that guide twentieth-century management
theory and practice – as captured in the “economistic” paradigm – and
instead provides an urgently needed conceptual and practical “humanistic”
framework, based on the protection of human dignity and the promotion of
well-being. By outlining the science-based pillars of this innovative
system, Pirson provides a new model for the responsible twenty-first-
century leader seeking sustainable ways to organize in a world of crisis.
Highlighting relevant applications for research, practice, teaching, and
policy, this book is ideal for graduate students and professionals seeking to
develop their understanding of responsible business, business ethics, and
corporate responsibility.
M I C H A E L P I R S O N is Associate Professor of Management, Global
Sustainability, and Social Entrepreneurship, and Director of the Center for
Humanistic Management at Fordham University. He cofounded the
Humanistic Management Network and serves as Editor of the Humanistic
Management Journal. He has won numerous awards, including from the
Academy of Management, and has published extensively on humanistic
management, philosophy, and business ethics.
2
Advance Praise
This book is an absolute must read to any business school student and leader
of any type of organization, from profit to non-profit, small to large, business
to political!
Christopher Arbet Engels, Chief Medical Officer Poxelpharma, former
VP ...
Counseling has evolved over the years and, in many ways, is still .docxvanesaburnand
Counseling has evolved over the years and, in many ways, is still in its infancy as a profession when compared to other mental health professions like psychology and social work. This module will provide a historical overview of the what, when, why, and how of professional counseling. The important contributions of key figures will be discussed, along with the impact of federal government acts and professional counseling organizations on the identity, preparation, and scope of work of professional counselors. This module will also explore the future of counseling as a profession. It will also identify vulnerable populations and issues of concern. Finally, this module covers various topics related to professional identity.
In the early 20th century, before the term “counseling” was coined, the concept of informally “helping others” was introduced. This module provides a chronological overview of how the idea of helping others at a critical point in the country’s history evolved into what we call today Clinical Mental Health Counseling (CMHC). Understanding the origins of the profession, and how past historical events shaped the profession, may help you evaluate future problems from a different frame of reference (Heppner et al., 1995). Knowing the past of a profession, according to Heppner et al. (1995), is also believed to help counselors-in-training plan better, with anticipation, for the future direction of counseling. It can also be argued that the more one learns about a profession, the more one can readily identify with that profession.
One notable event in the history of counseling occurred in 2009 when the Council for Accreditation of Counseling and Related Educational Programs (CACREP) made the decision to create a unique specialty, clinical mental health counseling (CMHC). The decision was made after it was determined that students from community counseling and mental health counseling programs were competing for the same jobs. Essentially, this meant they were doing the same work. The decision to combine the two specialties is one example of the important role of CACREP.
The services provided by clinical mental health counselors, and the settings in which they work today, overlap with other therapeutic professionals. This module will highlight the training, philosophical beliefs, licensure requirements, and scope of practice differences and similarities among various therapeutic professionals. In this module, the professional organizations that help shape the identity of clinical mental health counselors are introduced and the various practice settings in which clinical mental health counselors work are explored.
As you study the material in this module on the history of and professional identity in clinical mental health counseling, pay particular attention to the role of government and the role of professional organizations in the development of the profession. Consider how these entities have shaped what counselors do and the f.
1Nursing LeadershipDevelop and submit a personal leadership .docxaulasnilda
1
Nursing Leadership
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
The response accurately and thoroughly describes in detail a set of core values.
The response accurately and completely describes in detail a personal mission/vision statement.
The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment.
The response accurately and thoroughly describes in detail two key behaviors to strengthen.
An accurate, complete, and detailed development plan is provided that thoroughly explains plans to improve upon the two key behaviors selected.
The response includes a comprehensive synthesis of information gleaned from sources that fully support how to achieve a personal vision. Integrates 2 or more credible outside sources, in addition to 2 or 3 course-specific resources to fully support the responses provided.
Nursing Leadership
While raising two adolescent girls, this author is working on her Psychiatric and Mental Health Nurse Practitioner degree (PMHNP).
Psychiatric disorders within these professions are multifaceted and rising at an alarming rate. My most recent project is hosting a website for my non-profit organization, sharing my research and fundraising for mental health therapy for local MP and FRs; my efforts supported by their respective employers. During personal interactions, many have expressed to me that for psychological symptoms, they are directed to contact their respective employee assistance program (EAP). Unfortunately, combined with the already perceived stigma of seeking help, the true reluctance was the absence of an EAP clinician with first-hand experience in these unique occupations. These concerns significantly limit the number of “relatable” practitioners therefore, as a trusted partner, incorporating over 20 years of experience with MP and FRs, I will change this for all of us.
Philosophy
AAA
Core Values
Prior to this course, this author always felt that through life, open-mindedness, perseverance, compassion, education, and innovation, were her core values. Remaining open-minded about different individuals or situations has afforded this author the gift of seeing people and things from a different perspective than her own. The ability to persevere despite challenges from nearly every ACE factor and still maintain compassion for others is a core value that this author has been able to maintain through life and currently teach to her children. Education and innovation have been the foundation of this perseverance in finding not only why people think the way they do but also how to help good people out of bad situations. When this author engaged in the Gallop survey presented, the results were very similar with strengths a rel ...
lo Dr. Geofrey I am using the Introduction page for another assign.docxgauthierleppington
lo Dr. Geofrey I am using the Introduction page for another assignment it was just an example to guide you when doing the PowerPoint Presentation. If you have any questions for me, please feel ree to email me anytime day or night. Thanks a whole lot!
~Michelle
Week 7 - PowerPoint Presentation Discussion
Post your PowerPoint presentation here as an attachment, and include a brief overview of your project and what you have discovered as a result of this assignment. Your post should be 300 words or more which you already has done for me and PLEASE, PLEASE, PLEASE, PLEASE follow the The Research Outline that is sent to you.
Next, review the PowerPoint presentations to 2 of your classmates or more, and next then prepare a response post with your insights, observations, and ask a MAXIMUM of 2 questions to the classmates that you will response to). Your response posts should be a MAXIMUM of 150 words or more each NO less!
Organizational Culture for Apple Research Outline
Michelle D. Morrow
MGMT 603 Organization Development
American Public University
Dr. Bari Courts
October 11, 2016
Abstract
This Sample Outline describes the Organizational culture of Apple Inc., and organizational culture is described as a unique and distinguished system of shared meanings employed by members of an organization which makes the organization unique. This outlines also briefly describes some of the practices employed by Apple Inc. which makes it unique and distinguishes it from other organizations. In continuation, various culture practiced by Apple company is said to impact the organization in positive ways, and because of these; the company also employs certain measures that ensure the positive cultures are maintained and put into practice throughout the organization operational lifetime. How organizational culture of Apple Inc. started is also mentioned through the outline, and most of the practiced cultures were introduced by the key founders. Finally, the outline includes a conclusion of the culture and a part to include the recommendations which can be employed to improve the organizational culture.
I. A. definition of Organizational Culture
1. Organizational culture basically refers a distinguished system of shared meaning practiced by members, makes the organization unique and distinguishes it from other organizations.
2. Practices that defines the culture of Apple Inc. include;
a. Creativity
b. Innovation
c. Moderate Combativeness
d. High level of Excellence
B. Apple Culture as a descriptive term
1. Apple organization culture focuses on its employees’ perception of the characteristics of the culture not whether they love the culture.
2. Apple employees view their organization culture as to;
a. Encourage teamwork
b. encourages innovation and inventions
c. Stifle Initiative.
II. How do culture impact on Apple In.
A guide to succession planning and leadership development. As a busy human resource professional, you probably find it difficult
to keep up with the latest academic research in the field. Yet knowing which HR practices have been shown by research to be effective can help you in your role as an HR professional. Effective succession planning involves more than just a replacement planning process. It also includes a comprehensive employee development system
Discover how to leverage your existing professional skills to create a thriving and profitable coaching practice. Learn the proven 4-phase coaching process that will greatly boost your confidence to effectively coach others, and transform the lives or your clients. Walk away with numerous business and marketing strategies that you can apply immediately to attract more clients and make your practice financially sustainable. Presented by, Jonathan Jordan, a top-ranked, internationally renowned executive & business coach.
Case StudyBecoming a forensic psychologist after graduating from.docxtidwellveronique
Case Study
Becoming a forensic psychologist after graduating from Ashford with a psychology degree will be an exciting part of my life. Graduating from the psychology program at Ashford means I have the skills necessary to move forward in my career goals. I am now able to read and think critically and creatively, communicate effectively through my speech, writings, and through the use of technology. I now understand the various forms of diversity, the interdependence among living beings, and the environment and humanly-created systems. I am able to direct service of meeting the needs of others, develop the skills and abilities that provide for lifelong learning, as well as I now have the ability to draw information from different fields of study to make informed decisions (Ashford University, 2014). Having a psychology degree means I can analyze human behavior and their mental processes, as well as analyze theories of continuing education in psychology and related fields. I can evaluate theories of personality development and psychology research methods. I can now demonstrate communication behaviors that are consistent with the study and practice of psychology, as well as have and use skills and concepts that are fundamental to the ethical application of psychology (Ashford University, 2014).
I as a bartender deal with personal challenges all the time when I hear people tell me their problems and I want to try to give them advice. Many times I get told things regarding my brother and his girlfriends’ issues at home and I want to help but it’s an ethical struggle for me. The reason for the struggle is that I work with my brothers’ girlfriend and my advice could be biased. From my point of view the problem is that my brother and his girlfriend don’t have good communication. The problem from what they can tell is the other person doesn’t listen or doesn’t care to listen. The options I see it as they can either try to sit down with an unbiased person to help them communicate effectively or they can end their relationship. The risks and consequences are that they may end up expressing feelings that are not ready to be dealt with, or they could end up with a really strong relationship. The other risk and consequence could be that they end up in a huge fight and the relationship is over. The only evidence I have to assist me is what they both tell me about the situation and what I have personally seen.
With this case I would be able to think critically and creatively, I can analyze their behavior and their mental processing, as well as demonstrate communication behaviors. I will look at how they are trying to communicate now and think of other ways they can try to communicate such as text or email. Maybe even writing each other letters. I will analyze their behaviors as to how they perceive the other person and the way the other person comes across while speaking. Through better communication skills the couple will be able to better discuss their i ...
101 Business Insights is the go-to business portal for anyone involved in business today. Whether you’re an MBA graduate in search of that perfect job or an experienced MD looking for information on the latest trends, 101 Business Insights is a site designed for you
"After signing up for the Leadership Development Program, I could tell a significant improvement in my leadership abilities. I am so thankful that i took part in this program - a program that has changed my outlook on leadership forever."
1. Coaching in Leadership
and Healthcare
September 16-17, 2016
Renaissance
http://tiny.cc/harvardcoaching
OFFERED BY
Earn up to 13 AMA PRA Category 1 Credits™
COURSE DIRECTORS
Carol Kauffman, PhD, ABPP, PCC • Margaret Moore, MBA
Christopher Palmer, MD
2. Dear Colleague,
The ninth annual Coaching in Leadership & Healthcare conference is offered by the
Institute of Coaching, McLean Hospital, and Harvard Medical School. Our goal is to
serve leaders, physicians, healthcare providers, executive coaches, life coaches and
health and wellness coaches. This energizing and groundbreaking event features
keynotes and tracks by world leaders in leadership, neuroscience, health and well-being,
coaching, behavioral and positive psychology.
Our tracks give you a chance to take a deeper dive into the science and art of coaching.
These three-hour sessions are led by some of our keynote presenters as well as highly
respected thought leaders and senior coaches. We offer tracks in six domains:
1. Leadership
2. Health & Wellness
3. Positive Psychology
4. Advanced Practice
5. Special Topics
6. Research Symposium
We also offer a poster session to bring you the latest research.
Professional coaches and professionals developing coaching skills are a powerful
catalyst in the business, nonprofit and healthcare domains. Executive and leadership
coaches play a critical role in developing high-performing leaders who lead in a VUCA
world (volatile, uncertain, complex, ambiguous). In nonprofit organizations, coaching
helps empower leaders and communities to live their missions more effectively. In
the healthcare industry, applying science-based coaching competencies can improve
motivation and the capacity of patients to develop and sustain health-giving behaviors.
As treatment of lifestyle-related chronic diseases consumes 70% of healthcare costs
the field helps meet a growing human and economic crisis. The organizational and
healthcare markets for coaching are growing rapidly.
The conference is led by the Institute of Coaching (www.instituteofcoaching.org). Our
mission is to bring to new and seasoned coaches the highest quality education and
thought leadership in translating coaching science into best practices, as well as support
professionals adding coaching skills to their repertoires. We offer extensive education at
our website to support your conference learning.
Thank you for joining our event.
Sincerely,
Course Description
Coaching in Leadership and Healthcare | September 16 - 17, 2016
Carol Kauffman, PhD, ABPP, PCC Margaret Moore, MBA Christopher Palmer, MD
3. Learning Objectives
Faculty
Who Should Attend
At the end of this conference, participants will be able to:
• Summarize a variety of models, theories, and domains of psychology and
leadership and apply these in coaching practice.
• Translate the newest research into concepts and interventions that can be
used in coaching.
• Apply basic coaching skills in medical, therapeutic, or leadership practices to
enhance outcomes.
• Practice advanced coaching skills applicable to leadership and healthcare.
Shelley Carson, PhD
Ben Dattner, PhD
*Susan David, PhD
Carlos Davidovich, MD
David Drake, PhD
*Amy Edmondson, PhD
Dan Fisher, PhD
Beth Frates, MD
Gail Gazelle, MD, FACP, FAAHPM
Alan Graham, PhD
Deborah Helsing, EdD
Jeffrey Hull, PhD
Carol Kauffman, PhD, ABPP, PCC
*Robert Kegan, PhD
Philip G. Levendusky, PhD, ABPP
*Sonja Lyubomirsky, PhD
Margaret Moore, MBA
*Mikko Nissinen, Artistic Director
Christopher Palmer, MD
Edward Phillips, MD
John Raatz
Douglas Riddle, PhD, DMin
Pascal H. Scemama de Gialluly, MD
Dan Shapiro, PhD
Lewis Stern, PhD
Bonita Thompson, MBA
*Mark Thompson
Irina Todorova, PhD
1. Physicians, nurses, psychologists, social workers, licensed mental health
counselors, executive and lifestyle coaches
2. Most healthcare professionals and coaches who are interested in learning
how to better motivate their patients/clients in harnessing their motivation,
making lasting changes, and achieving their goals.
3. National and international learners anticipated
http://tiny.cc/harvardcoaching
*Keynote Speaker
4. Sonja Lyubomirsky, PhD, is Professor of Psychology at the University of
California, Riverside. Originally from Russia, she received her A.B., summa
cum laude, from Harvard University and her Ph.D. in Social/Personality
Psychology from Stanford University. Lyubomirsky currently teaches courses
in social psychology and positive psychology and serves as the Department
of Psychology’s graduate advisor. In her work, she has focused on develop-
ing a science of human happiness. Her best-selling The How of Happiness:
A Scientific Approach to Getting the Life You Want (Penguin Press) is now
translated and published in 23 countries, and The Myths of Happiness: What
Should Make You Happy, But Doesn’t, What Shouldn’t Make You Happy, But Does (Penguin
Press) is translated (or will be) in 16 countries.
Susan David, PhD, is a psychologist on faculty at Harvard Medical School,
co-founder and co-director of the Institute of Coaching at McLean Hospi-
tal, and CEO of Evidence Based Psychology. An in-demand speaker and
consultant, David has worked with senior leadership of hundreds of major
organizations, including the United Nations, Ernst & Young, and the World
Economic Forum. Her work has been featured in numerous leading publica-
tions, including the Harvard Business Review, Time, Fast Company, and the
Wall Street Journal. Originally from South Africa, she lives outside of Boston
with her family.
Mark Thompson, Mark is an expert on executive leadership, business
strategy, and innovation who has spent over 25 years leading teams and
building companies from the ground up. He delivers actionable, valuable and
practical advice for leaders at all levels of an organization. Currently a highly
sought after executive coach and venture investor, Forbes called Mark one
of America’s Top Venture Investors with the ‘Midas Touch’. Mark was recently
featured as one of the “World’s Top Executive Coaches” by the American
Management Association and #1 Thought Leader on Innovation and Engage-
ment. He was named one of the “Top 30 Communications Professionals
for 2015” by Global Gurus. Mark advises top leaders in Fortune 500 and Global Fortune 1000
companies as well as the executive teams who are leading high growth startup companies in
Silicon Valley today.
Amy Edmondson, PhD, is the Novartis Professor of Leadership and Man-
agement at the Harvard Business School, a chair established to support the
study of human interactions that lead to the creation of successful enterpris-
es that contribute to the betterment of society.
Edmondson, recognized in 2011, 2013 and 2015 by the biannua l Thinkers50
global ranking of management thinkers, teaches and writes on leadership,
teams and organizational learning. Her articles have been published in
Harvard Business Review and California Management Review, as well as in
academic journals such as Administrative Science Quarterly and the Academy of Management
Journal. Her books, Teaming: How organizations learn, innovate and compete in the knowledge
economy and Teaming to Innovate (Jossey-Bass, 2012, 2103) explore teamwork in dynamic, un-
predictable work environments. Her latest book, Building the future: Big teaming for audacious
innovation, (Berrett-Koehler, 2016), reveals the challenges and opportunities of teaming across
industries.
http://tiny.cc/harvardcoaching
Keynote Speakers
5. Coaching in Leadership and Healthcare | September 16 - 17, 2016
Robert Kegan, PhD, is a psychologist who teaches, researches, writes,
and consults about adult development, adult learning, and professional
development. His work explores the possibility and necessity of ongoing psy-
chological transformation in adulthood and its implications for professional
development. In addition to co-founding and directing Minds at Work he also
holds a faculty appointment at the Harvard Graduate School of Education.
Kegan serves as educational chair of the Institute for Management and
Leadership in Education; as co-director of a joint program with the Harvard
Medical School to bring principles of adult learning to the reform of medical
education; and as co-director of the Change Leadership Group, a program for the training of
change leadership coaches for school and district leaders.
Kegan is a licensed clinical psychologist and practicing therapist who likes to say “that it may
help to know that I am also a husband and a father; influenced by Hasidism; an airplane pilot; a
poker player; and the unheralded inventor of the ‘Base Average,’ a more comprehensive way of
gauging a baseball player’s offensive contributions.
Mikko Nissinen, Artistic Director, Boston Ballet
Mikko Nissinen is recognized internationally as an accomplished dancer,
teacher and artistic director. He was appointed artistic director of Boston
Ballet and Boston Ballet School in 2001. Nissinen has defined Boston Ballet’s
image with classical, neo-classical and contemporary works from the world’s
finest choreographers. Born in Helsinki, Finland, Nissinen trained with The
Finnish National Ballet School and The Kirov Ballet School, and danced with
Dutch National Ballet, Basel Ballet and San Francisco Ballet, where he held
the position of principal dancer for ten years. Nissinen is the former Artistic
Director of Marin Ballet and Alberta Ballet, and he served as Executive Direc-
tor of Alberta Ballet and Boston Ballet. His extensive knowledge of the business of ballet and
dance history has made him a popular presenter at conferences worldwide.
Save the Date
Coaching in Leadership and Healthcare
October 13-14, 2017
Renaissance Boston Waterfront Hotel
6. Friday, September 16, 2016
7:00 am – 8:00 am Registration and Continental Breakfast
8:00 am – 8:45 am Vision
Philip G. Levendusky, PhD, ABPP
Conference Overview
Christopher Palmer, MD, Carol Kauffman, PhD, ABPP, PCC,
Margaret Moore, MBA
8:45 am – 9:45 am Sustainable Happiness: Science and Practice
Sonja Lyubomirsky, PhD
9:45 am – 10:45 am Emotional Agility in Coaching,
The Pamela Whitt Schmid Lecture
Susan David, PhD
10:45 am – 11:30 am Break
TRACKS
(all tracks 11:30 am – 3:30 pm, with 90 minute lunch break on your own)
Choose One Track - Assigned on a First-Come, First-Served Basis
11:30 am – 12:30 pm Tracks - See below
12:30 pm – 2:00 pm Lunch (on your own)
2:00 pm – 3:30 pm Tracks - Continued
Track 1
(Leadership)
Comprehensive Integrated Coaching Systems: Everyone
Needs Coaching
Douglas Riddle, PhD, DMin
Moderator: Lewis Stern, PhD
Organizations deploying a full range of coaching modalities (executve
coaching, mentoring, peer coaching, team coaching...) can leverage the
social power of these relationships for rapid enterprise adaptation to
changing environments. Explore how to grow your coaching repertoire
to build a developmental, organizational, and team climate.
Track 2
(Positive Psychology)
Positive Psychology in Action
Sonja Lyubomirsky, PhD
Margaret Moore, MBA
This track includes one hour of extended Question and Answer with Dr.
Lyubomirsky. It then focuses on translating this research and wisdom
into coaching and self-coaching practices, based on new research on
how small and simple activities can help people upgrade flourishing
and happiness.
Track 3
(Health & Wellness)
Bouncing Back and Moving Forward: Evidence-Based
Tools to Coach Resilience
Shelley Carson, PhD
Moderator: Gail Gazelle, MD, FACP, FAAHPM
The latest neuroscience and psychological research relative to stress
tolerance will be explored and then applied in exercises that enable
coaches and clients to perform optimally in stressful times as well as
bounce back from adversity.
http://tiny.cc/harvardcoaching
AGENDA
7. Track 4
(Special Topics)
Negotiation: Powerful Tools to Enhance Client Success
Dan Shapiro, PhD
Learn how to help your clients better negotiate their most difficult
conflicts and relationships both at work and at home. In this interactive
session, Dr. Shapiro will present a 5-point, practical framework that
you can put to immediate use to help your clients better address the
emotional dimensions of their negotiations. The approach, which Dr.
Shapiro calls the “Core Concerns Framework,” has been shown to be
effective in helping disputants resolve conflicts across a wide variety of
contexts, from business and family disputes to international conflicts.
Track 5
(Special Topics)
Coaching and the Brain: Neuroscience Research and the
Process of Change
Carlos Davidovich, MD
Moderator: Pascal H. Scemama de Gialluly, MD
In this highly interactive session, we will discuss how five basic
coaching tools (building trust, questioning, listening, reframing
and facilitating change) impacts the brain of both the coach and
the coachee. Different methods of client engagement stimulate
unique and varied neural pathways that lead to different outcomes.
Carlos will introduce us to the new “change equation,” based on the
latest neuroscience research on how brain functioning impacts our
willingness and ability to change. We know that coaching produces
results; now we have a better idea of why and how to make it even more
effective.
Track 6 Coaching High Performing Creatives
John Raatz
Carol Kauffman, PhD, ABPP, PCC
This “mini-Ted” experience is designed to help coaches of artists,
directors, and other creative talents understand the unique challenges
of working with this population. We will engage in conversations with
successful artists, directors, and other talents via Skype to tap into
their experiences and insights, explore their coaching needs, and
translate this knowledge to other engagements.
Track 7 Leadership Coaching Research Symposium
Irina Todorova, PhD
Presentations from coaching researchers will convey the latest findings
in the coaching world and practical applications to enhance coaching
practice.
Continuing education credits are not awarded for this Track
3:30 pm – 4:00 pm Break
4:00 pm – 5:00 pm Success Built to Last: Creating a Life That Matters
Mark Thompson
5:15 pm – 6:45 pm Networking Reception & Poster Session
Coaching in Leadership and Healthcare | September 16 -17, 2016
Additional Networking / Learning Opportunities
Walking Tour of Boston Waterfront - Friday and Saturday @ Lunch
Chair Yoga - Friday @ Lunch
Yoga - Saturday @ Lunch
Grant Session - Saturday @ Lunch
No Registration Necessary -- First-Come, First-Served
Sign-up during conference at no additional charge
8. Saturday, September 17, 2016
7:00 am – 8:00 am Registration and Continental Breakfast
8:00 am – 8:30 am Welcome
Christopher Palmer, MD
Founding Fellowship Awards
Carol Kauffman, PhD, ABPP, PCC
Poster Award
Irina Todorova, PhD
Vision of Excellence Award
Carol Kauffman, PhD, ABPP, PCC
8:30 am – 9:30 am How to Lead Teaming Across Boundaries
Amy Edmondson, PhD
9:30 am – 10:30 am Toward Deliberately Developmental Organizations
Robert Kegan, PhD
10:30 am – 11:00 am Break & Networking
TRACKS
(All tracks scheduled 11:00am to 3:30pm with 90 minute lunch break on your own)
Choose One Track - Assigned on a First-Come, First-Served Basis
11:00 am – 12:00 pm Tracks - See below
12:00 pm – 1:30 pm Lunch (on your own)
1:30 pm – 3:30 pm Tracks - Continued
Track 1
(Advanced Practice)
Leadership as Moments of Meeting
David Drake, PhD
Moderator: Lewis Stern, PhD
This session blends higly experiential activities with robust
theory to demonstrate one of the simple tools used and taught in
narrative coaching and design. It offers a provocative glimpse into a
fundamentally new way of thinking about coaching and leadership
development, based in part on attachment theory.
Track 2
(Health and Wellness)
Overturning Our Immunities to Change for Optimal
Health
Deborah Helsing, EdD
Moderator: Edward Phillips, MD
Why is change so difficult, even when we are genuinely committed to it?
How can we make better progress on the health goals we sincerely hold
but struggle to bring about? This experiential and interactive session
will give you the chance to explore new concepts and practices directed
exactly to these questions—using yourself and your own health,
wellness, or weight change-goals as a “first-person case study.”
http://tiny.cc/harvardcoaching
9. Track 3
(Positive Psychology)
Resilience and ADHD Coaching: Creating Positive
Mindsets
Alan Graham, PhD
Moderator: Beth Frates, MD
Utilizing a strengths-based approach to ADHD coaching, clients can build
self-efficacy, resilience and improve their performance.This interactive
workshop will increase awareness of the challenges coaches face when
working with clients with ADHD and enhance their coaching skills to be
more effective with this population.
Track 4
(Small Group
Advance Practice)
Lessons from Coaching CEOs
Mark Thompson
Carol Kauffman, PhD, ABPP, PCC
Bonita Thompson, MBA
Limited to 40 participants
Coaching multinational CEOs is a high-stakes challenge. They require
VUCA coaching, which is exciting and at times daunting. This workshop
will explore successes, stresses, and stretches, the lessons for coaches
in being emergent and flexible in these engagements.
Track 5
(Special Topics)
Coaching Teams to Enhance Performance and Accelerate
Innovation
Ben Dattner, PhD
Dan Fisher, PhD
Moderator: Jeffrey Hull, PhD
This interactive session will explore models, tools, techniques and best
practices in working with teams: how coaches can help teams reflect
on their norms and interactions, proactively adapt to changing external
circumstances and successfully rise up to the challenges posed by
disruptive change.
Track 6 Coaching Research Symposium – Health & Wellness
Irina Todorova, PhD
Presentations from coaching researchers will convey the latest findings
in the coaching world and practical applications to enhance coaching
practice.
Continuing education credits are not awarded for this Track
3:30 pm –4:00 pm Break & Networking
4:00 pm – 5:00 pm The Stewardship of Dance to the Future
Mikko Nissinen, Artistic Director, Boston Ballet
5:00 pm – 5:15 pm Stepping Toward the Future, Together
Carol Kauffman, PhD, ABPP, PCC, Margaret Moore, MBA
Coaching in Leadership and Healthcare | September 16 - 17, 2016
10. Venue
Renaissance Boston Waterfront Hotel, Boston, MA
606 Congress St, Boston, MA 02210
Phone: 617-338-4111
Accommodations/Travel
A limited number of rooms have been reserved at the Renaissance Boston
Waterfront Hotel, 606 Congress Street, Boston, MA 02210 (1-877-901-6632)
until August 25, 2016. Please indicate you are attending “Coaching 2016”
to receive the discounted rate of $329 per night Single/Double. Hotel
reservations can also be made online at:
https://resweb.passkey.com/go/McLeanCoachingConf2016. Though the block
expires August 25, please book as soon as possible as many conferences are
scheduled in Boston at this time and hotel rooms will be limited and expensive.
Accreditation
Physicians: The Harvard Medical School is accredited by the Accreditation
Council for Continuing Medical Education to provide continuing medical
education for physicians.
The Harvard Medical School designates this live activity for a maximum
of 13 AMA PRA Category 1 Credits™. Physicians should claim only the credit
commensurate with the extent of their participation in the activity.
Psychologists: McLean Hospital is approved by the American Psychological
association to sponsor continuing education for psychologists. McLean
Hospital maintains responsibility for this program and its content. Participants
meeting requirements will receive 13 CE credits.
Nurses: This program meets the requirements of the Massachusetts Board
of Registration in Nursing (244 CMR 5.00) for 13 contact hours of nursing
continuing education credit.
Social Workers: Please contact us at 617-855-3195 for the status of social work
CE accreditation.
International Coach Federation (ICF): Application for ICF core competency
continuing education credits from the International Coach Federation has
been submitted. Please call 617-855-3195 for status of application.
The Royal College of Physicians and Surgeons of Canada recognizes
conferences and workshops held outside of Canada that are developed by a
university, academy, hospital, specialty society or college as accredited group
learning activities.
11. Through an agreement between the American Medical Association and the European
Union of Medical Specialists, physicians may convert AMA PRA Category 1 Credits™ to an
equivalent number of European CME Credits® (ECMECs®). Information on the process
of converting AMA PRA Category 1 Credits™ to ECMECs® can be found at: www.eaccme.
eu.
ABMS/ACGME Competencies
This course is designed to meet one or more of the following American Board of Medical
Specialties and Accreditation Council of Graduate Medical Education competencies:
Patient Care and Procedural Skills, Interpersonal and Communication Skills.
IOM Competencies
This course is designed to meet the following Institute of Medicine (IOM) competencies:
Interdisciplinary Teams.
Registration Information
Physicians, $570, Residents/Fellows/Allied Health Professional/Other $485. Processing
(service fee) $5. *All fees shown in USD. Registration by credit card (VISA, MasterCard
or American Express) can be made at http://tiny.cc/harvardcoaching. Registration by
check (draft on a United States bank), please make payable to Harvard Medical School.
Learners who choose to pay by check will be prompted to download an online form to send
in with a payment. Telephone or fax registration is not accepted. Registration with cash
payment is not permitted. Upon receipt of your paid registration an email confirmation
from the HMS-DCE office will be sent to you. Be sure to include an email address that you
check frequently. Your email address is used for critical information including registration
confirmation, evaluation and certificate.
Inquiries
By phone (617-384-8600), Monday – Friday, 9 am to 5 pm (ET) or by email at:
ceprograms@hms.harvard.edu.
Disclosure Policy
Harvard Medical School (HMS) adheres to all ACCME Essential Areas, Standards,
and Policies. It is HMS’s policy that those who have influenced the content of a CME
activity (e.g. planners, faculty, authors, reviewers and others) disclose all relevant
financial relationships with commercial entities so that HMS may identify and resolve
any conflicts of interest prior to the activity. These disclosures will be provided in the
activity materials along with disclosure of any commercial support received for the
activity. Additionally, faculty members have been instructed to disclose any limitations of
data and unlabeled or investigational uses of products during their presentations.
Refund Policy
Refunds, less an administrative fee of $75, will be issued for all cancellations received at
least two weeks prior to the start of the course. Refund requests must be received by
postal mail, email, or fax. No refund will be issued should cancellation occur less than
two weeks prior. “No shows” are subject to the full course fee and no refunds will be
issued once the conference has started.
Disclamer
CME activities sponsored by Harvard Medical School are offered solely for educational
purposes and do not constitute any form of certification of competency. Practitioners
should always consult additional sources of information and exercise their best
professional judgment before making clinical decisions of any kind.