News & Events.
This video was developed by the BC Human Resources Management Foundation and describes a project which recently led to an HR Innovation Award.
Here are some insights from Natalie Michael, and other Vancouver coaches, which may help you address some important career planning questions. http://www.biv.com/article/20130226/BIV0115/302269984/-1/BIV/ask-the-experts-how-do-i-plan-for-the-next-five-years-of-my-career
We are so pleased to announce that The Karmichael Group received industry wide recognition for their role in the development of Kal Tire’s global leadership development programs. We have been partnering with Kal Tire for a number of years to create an international leadership certification program offered in 19 countries with curriculum created by Harvard University, and to develop their succession management toolkit including leadership assessments, development plans, and supporting human resources tools. As a result of these efforts Kal Tire has hundreds of leaders who are increasing their readiness for management positions. It is rare for a consulting team to receive recognition for their efforts and it is a great honor.
Natalie Michael, Managing Partner, of the Karmichael Group will be presenting a client case study at the upcoming BC Human Resources Management Conference on May 01 2013. We will be sharing details of a leadership development and succession management project that we have been working on for the last two years with Kal Tire.
This highly engaging workshop will tell the story of how Kal Tire created a learning culture, and developed customized in house management certification programs as the foundation for their global leadership development and succession programs. Kal Tire’s leadership development program “certifies” managers across hundreds of stores in Canada, and in more than 13 countries. This has contributed to their growth to a billion dollar corporation and helped them to become a world leader in the tire industry and it is one of their primary advantages when attracting talent. In the workshop we will explain how Kal Tire created a learning culture by embedding management certification programs into their operations and by providing incentives for learning, and we will explain how they integrated these programs into succession planning initiatives.
To register please contact www.bchrma.org
At the end of every year I spend time reflecting on what lessons I learned and what insights I gained. This helps to lock in my learning and it gives me fresh insights and inspirations for the new year. 2012 was a year of big a-ha’s for me, especially on a personal level.
My professional work led me to study adult development theory and through this line of study I learned a lot about myself. Based on this, I started to explore my own shadow – those hidden and compartmentalized parts of myself which run much of my behavior but I do not necessarily acknowledge. I discovered some “old stuff” that needed clearing away and I made some huge adjustments to my thinking and behaviour which in the end make me feel more connected to myself, others, and the world.
With this new energy I started asking myself big questions about how I can contribute more to the world, and how I can exercise the human rights that I have as a result of being in Canada. In 2012 I had many moments of feeling truly blessed, abundant, and happy. Rather than take this for granted I noticed the contrast between my life and other women (and people) in the world, and I acknowledged how choices made by my immigrant grand parents and parents shaped my life today. I felt like their efforts and my good fortune was something I wanted to pay back to the world, in spades.
As 2013 kicks off I am aware that it is not enough for me to have a nice life. I have this pent up and creative energy, a fierceness that wants expression - a part of me that has been sleeping as I focused on my family, being a good mom, and being involved in my daughter’s school. I, of course, still want to have motherhood as a focus, yet I also need a stronger voice, a voice that is actively working to create the kind of world that I believe in, one that reflects the needs of future generations. Causes that speak to me are around human and animal rights, creating a safe world, protecting endangered species, and educating children to create a future that serves their needs and the needs of their children.
In 2012 I realized that one thing that has held me back from truly engaging in social change was the fear of feeling vulnerable. In many ways standing up for what you believe in is the ultimate vulnerability. It is putting your beliefs out there for attack and exposing your values for the world to see and reject. Yet, with this vulnerability comes a deep power filled with vitality. I needed to process this vulnerability in 2012 to prepare myself for this new life stage.
In 2012 I also became acutely aware of the privileges that come from living in Canada, and I am thankful for our social fabric, tolerant society, human rights, and the social justice system. This is something that I want to protect, and I want to exercise my rights, have a voice, and make my voice heard. As I enter into 2013 the big question is “How?” “What will be my best path The best way forward? How do I express this part of myself while still being grounded? How do I ensure I still have time for things like yoga, family, and nature? Is this a little step forward? Or, a big leap?” What are the broader contexts I need to pay attention to when making these choices? These are the question I am asking myself over the next few weeks.
What about you? What did you learn from 2012 and how has it informed for your desires, needs, and vision for 2013? Here are some questions to spark some reflection.
Reflective Questions for 2012
- What were the major influences in your life in 2012? What emerged as a result of these influences that may not have otherwise? (Think a new job, new boss, new friend, technology, travel etc)
- How did broader changes in society, the world, or your organization shape you?
- How did your knowledge of yourself, profession or organization evolve in 2012?
- Where did you have stability in 2012? What were the benefits of this stability? What limits did it pose for you?
- What was excluded from your life in 2012? If you included this what might open up? (This can be anything from exercise, self-care, passion, venerability, connection, work etc)
- What did you accept or tolerate in 2012 as “the way things are?” What was the potential cost of this? The pay off? How might this be holding you back? (For example, many people think the aches and pains in their bodies are something they just need to accept, yet if they changed their habits they may see a shift, even if only slight. What are you accepting or tolerating?).
- What conflicts did you encounter in 2012? How did moving through these conflicts shape you or your experience?
- What new knowledge did you gain in 2012?
- What were your most proud accomplishments?
- What did you hope to achieve, but did not?
- How did you feel much of the time? Did this serve you? Or not? What led to these feelings? (Circumstances, habits, actions).
- How did you grow as a person?
- Where did you stagnate?
- What are some news stories or current events that really got under your skin in 2012? What does your reaction say about your own beliefs or world view?
Reflective Questions for 2013
- Take time to think about your life holistically. What are the systems or contexts that you are embedded in? (Example, work, family, extended family, city, country etc). How are all these systems potentially evolving in 2013? What are the tiny or big shifts? How might these shifts impact your opportunities? Desires? Priorities?
- What are others doing (competition, key relationships) that you need to pay attention? How does this impact your opportunities?
- How do you want to feel in 2013? List three emotions that you want to feel on a regular bases.
- What would need to shift for you to feel this way? What habits or activities would support these feelings?
- What do you really really really really really want to do in 2013?
- What impact do you want to have on the world?
- What are you curious to learn about in 2013?
- What did you learn in 2012 that you have not yet embedded into your way of working or being?
- What do you feel inspired to get involved with?
- What do you need to stop doing?
- What is your inner voice saying?
- What is your inner Risk Manager (the part that wants to keep you safe) saying? What evidence is there that supports or does not support your Risk Manager’s view?
- What are your top, non negotiable priorities?
- What do you have to say no to if you are going to accomplish these priorities?
- What is one thing that would bring joy into your life?
- What do you need to commit to in order to be who you want to be in 2013?
Happy New Year!
Building internal leadership talent is a growing priority for most organizations. Many companies are seeing a gap between their top level of leaders and the next level and it is a concern given pending retirements and growth opportunities. In this workshop we will help you address this challenge and provide answers to questions like: “How do you identify and develop our high potential leaders? What do you do if you don’t have enough internal talent? What if the leaders you do have won’t be in ready in time to fill upcoming vacancies?”
This program will provide a framework for identifying your top succession risks and communicating them in a way that will get the attention of the executive team. It will also provide an overview of the succession process and key decisions that must be made when designing your program. We will also share the latest research on leadership potential & provide ideas for assessing potential in your organization.
You Will Learn:
- To identify your top succession risks so you can get the attention of your executive team.
- A framework for succession management including the key steps in the process.
- Models for assessing employee leadership potential based on recent research.
- Key practices in Succession 2.0 such as building an internal and external pool.
- To use a succession scorecard to help you measure the success of your program.
To register please go to the BC Human Resources Management Association Website at www.bchrma.org
The Leader as Coach – Workshop for Managers
Research shows that effective managers spend time coaching and developing their people. They are skilled listeners, ask insightful questions, and they demonstrate the ability to improve the company culture and employee engagement one employee at a time.
In this workshop you will learn how the role of “coach” fits into your leadership responsibilities, and you will gain practical skills for coaching effectively. In addition, you will learn how to prepare for, and give meaningful feedback that reinforces your employee’s positive contribution to the business, and their strengths.
To ensure you lock in the learning and apply the coaching skills learned in the workshop you will also receive ongoing coaching support after the session. This additional support will boost your confidence as a coach, and it will help you to improve workplace relationships, engagement and the culture.
Specific learning outcomes include:
- An overview of situational leadership and how coaching fits into the broader responsibilities of a leader.
- A personal assessment of your coaching potential, and an exercise to forecast the specific challenges you will likely face when coaching your direct reports.
- An introduction to the Coaching for Success Formula – a three part model for having a coaching conversation in a work context.
- Improved listening ability, along with the ability to ask meaningful and powerful questions
- Hands on practice giving and receiving coaching on real world practical issues using an easy to understand model for structuring coaching conversations.
- Practical experience preparing for and giving positive feedback based on people’s strengths and positive contribution to the business.
This workshop is highly engaging, and experiential. Participants receive a coaching workbook, a library of powerful coaching questions, a “coaching cheat sheet,” and peer and facilitator coaching after the workshop.
One of my coaching clients is the Executive Director of the Get Bear Smart Society in Whistler. This is a cause that is close to my heart because I grew up in BC with bears near my house; I find bears to be beautiful and wise creatures; and it really saddened me when Jeannie the Bear, a Whistler icon, was recently killed in Whistler. When Jeannie was killed it prompted me to volunteer with the society and I thought the best way to offer support was by providing executive coaching services. Here is what the Executive Director had to say about her coaching experience.
“Natalie’s coaching has had a tremendous impact on me, the Get Bear Smart Society and bears. She has helped motivate our Bear Working Group by providing thought provoking and action oriented exercises. She has amazing insight as to why an organization or its members can get stuck and knows just what to do to inspire positive forward direction. As a result of Natalie’s insightful direction, she has not only helped me see the complexities of our challenges and what we can have a positive impact on, but she has encouraged and inspired me as the catalyst for change. She is one amazing person. I am grateful to be connected to her and have come to really count on her. Yes, she’s that good!”
Get Bear Smart Society
Natalie Michael and Cheryl Stafford have committed to raising the bar in the coaching profession in 2013. Cheryl Stafford has taken on the role of the President of the ICF Chapter in Vancouver, so she can take a direct and hands on role in developing the profile of the profession, increasing membership, and providing high quality professional development opportunities for Vancouver coaches.
Natalie Michael is working with ICF to provide education and support to Vancouver coaches who are moving through the ICF credentialing process. She is co-developing a group coaching program that will support coaches going through the credentialing process, and she is exploring how to incorporate ICF’s reciprocal coaching program into the ICF Vancouver’s offering.
In addition, Natalie and Cheryl are developing a series of coach training programs for leaders and managers. Their goal is to help organizations to create coaching cultures, and to help managers to develop their employees, support behaviour change, and to improve workplace relationships.
Lastly, Cheryl and Natalie are expanding their own coaching toolkit, by focusing their professional development efforts on developmental coaching, a program that links adult development theory to leadership coaching, and relationship systems coaching which targets relationships and organizational effectiveness.
One key for professional success is being influential. This means being able to get other people to do what you want them to do, even if they have competing demands. To be truly influential you need to go beyond rational persuasion and you need to use more than positional power to inspire change. In this workshop you will learn how. Attendees are asked to come to the workshop with a specific initiative you are trying to influence.
You will leave with an influence strategy for this initiative and tools, tips, and knowledge that you can apply to future strategic projects. Plus, you will take a self-assessment prior to the workshop to deepen your understanding of different influence approaches, your natural influencing style, and how you need to adjust your tactics to get the results you want.
Registration includes the cost of your influence self-assessment.
You Will Learn:
- To understand different influencing approaches, including your own
- A mapping tool to define who you’re trying to influence, competing agendas, and potential derailers
- Where organizational power comes from, impacts on your campaign and how to develop sources of power
- To raise your awareness of how corporate politics impact your strategy and approach
- To draw together the lessons from this workshop to finalize your action plan
The Workshop Format:
This is a very hands on and interactive workshop. We work on a practical issue facing you right now, and you work through 10 exercises to deepen your thinking about influence and to create a strategy. You will receive a workbook as part of the session, and take an assessment which gives you a window into your natural influencing style, and how it may help or hinder your efforts.
To register please refer to: