According to research from Gallup, 17% of the U.S. workforce was “actively disengaged” in their workplace in September 2022. Gallup defines employee engagement as “the involvement and enthusiasm of employees in both their work and workplace” (Gallup, 2022). This reduced rate of engagement relates closely to the energy level of employees. If an employee is low on energy, they do not have the energy to be highly involved or engaged in their workplace. The Society of Human Resource Professionals stated in 2017 that “the U.S. workforce is rapidly being drained of energy” (Hirsch, 2017)—a statement that was made prior to COVID-19 and the variety of challenges that were introduced to the workplace thereafter. What is energy and how is it connected to engagement? How can we increase workforce energy to improve engagement, productivity, and workplace culture? Continue reading to find out. What is energy? The concept of energy has been given a variety of definitions. Notice all of these definitions relate to the ability to do something: Oxford Languages: “The strength and vitality required for sustained physical or mental activity” Britannica: “Energy, in physics” is “the capacity for doing work” Merriam-Webster: “Dynamic quality, the capacity of acting or being active, a usually positive spiritual force, vigorous exertion of power, effort…usable power” Connecting energy and engagement Without energy, the momentum toward goals in the workforce declines, productivity decreases, engagement decreases, coaching clients fail to achieve their goals, and progress towards self-improvement, learning, and/or development declines. Without energy, employees cannot be engaged and coaching clients cannot supply the personal efforts required to achieve their goals. Consider also the trend of “quiet quitting.” Much like being “actively disengaged” as described by Gallup, these employees do just enough work to avoid being fired. As discussed in a previous insights article, Quiet Quitting: The Latest Red Flag in Employee Engagement, the causes of quiet quitting include reduced well-being (Gallup, 2022) and stress (Paige West). Both of these factors can influence the energy levels of employees, further establishing the link between low energy and low engagement in the workforce. Reduced levels of energy in the workforce The Society of Human Resource Professionals believes that the “U.S. workforce is rapidly being drained of energy” (Hirsch, 2017). It is important to note that this statement was made before the COVID-19 pandemic and the economic, global and political, inflation, and supply and demand challenges that business leaders and their employees faced thereafter. According to a study from OnePoll, 59% of 2,000 survey respondents stated that “so much time at home during the pandemic permanently sapped them of energy.” 53% associated their low energy with “long work hours” and 52% blamed “staying inside too much.” 41% believe their “exhaustion is due to too much screen time” (Melore, 2021). Furthermore, according to the U.S. Bureau of Labor Statistics, the 4th quarter of 2021 was marked by a sharp decline in “Labor Productivity (Output per Hour) for All Employed Persons” not in the farming industry (2022). While the trend from the 1950s to 2022 is generally positive, the localized drop in productivity in the post-pandemic workplace (Q3 2021) is noteworthy. According to an NPR report from October of 2022, “productivity is down 4.1% on an annualized basis, the biggest decline since the government started keeping track of the number back in 1948” (Smith, 2022). How can we increase energy? Physical activity and health According to a research paper by Loy, Cameron, and O’Connor, published by the US Department of Health and Human Services (2019), there are three primary ways we can increase energy levels: Avoiding a sedentary lifestyle Engaging in physical activity Investing in overall health (especially in terms of having appropriate dopamine levels) Using these three general strategies, coaches, executives, business leaders, and others can increase their energy levels. For example, in order to avoid a sedentary lifestyle, business leaders can schedule a time for taking a walk outside or taking periodical breaks as needed to move, stretch, or relocate. Standing desks are also another way to avoid a sedentary lifestyle. Engaging in physical activity such as exercise, hiking, walks, biking, and golfing are all ways to increase energy levels. Lastly investing in one’s overall health, specifically in reference to dopamine levels with the help of a medical professional. Below we examine additional research and strategies for increasing energy of the workplace and of the individual. Energy through relationships In a research article from Owens, Baker, Sumpter, and Cameron, published in the Journal of Applied Psychology, it was found that “relational energy is positively associated with employee job performance… through the mechanism of job engagement.” This research article examines the relationship between “relational energy” and “job performance” through four separate studies. Their goal was to clarify and elaborate on the “operationalization of energy derived from a relationship experience,” also known as “relational energy.” In their research, they found that “relational energy explains why workplace interactions stimulate attitudinal and behavioral outcomes: they provide helpful psychological resources which can be allocated towards the doing of work” and that “these psychological resources enhance employees’ ability to be fully engaged in their work, leading to higher performance.” They explain that this increase in work performance, which can also be seen as an increase in energy, can also be applied to relational energy between employees and their employers/leaders of their organization. They state that “leaders are cast in a novel, expansive role as energy brokers who may enhance follower work functioning” through “the provision of energy in addition to being information sources, extrinsic reward-brokers, or vision-givers. This adds to the leadership literature by identifying specific interpersonal effects that leaders can have on followers through the transfer of psychological resources.” However, they also note that the employees' or “follower perspectives” of a leader's behavior is a primary factor in determining whether or not an interaction is energizing (Owens et al., 2015). In summary, findings were as follows: The energy of a workplace can be increased through the relationships an employer has with his/her employees. Employer/employee relationships that are rich in “psychological resources” such as information, vision, and practical resources are a source of energy. Leaders must know their employees/clients well enough to determine if their interactions with them are perceived as energizing. Application questions Is the way I communicate with this coaching client, employee, or other individual contributing to, or taking away, from their energy level? How do I know this? What resources am I providing to those I lead? Is my workplace rich in relational energy or do my employees feel isolated? Posture and the mind-body connection Research from Peper and Lin (2012) studied the effects of posture and movement on the reported energy levels of 110 university students. They found that students who walked with a “slouched” posture reported decreased levels of energy, while those who were instructed to skip experienced a “significant increase in their subjective energy.” This research suggests that “the mind-body relationship is a two-way street” and that the movement of the body can affect the feelings of energy reported by an individual (Peper & Lin, 2012). Application questions How do I feel when I sit up straight versus when I slouch? Which position gives me more energy, and which position do I habitually choose? Is my office/desk/work environment helpful for my posture or do I need to make some changes? Reframe the negative In each episode of the Arete Coach Podcast, we ask guests about a “valuable failure” that has been a great lesson or learning for them. In doing so, we are asking guests to reframe a negative experience/failure into a positive learning experience. Research from Peper, Harvey, Lin, and Duvvuri from the Biofeedback journal indicates that reframing negative experiences through what they call the “Transforming Failure into Success approach” increases reported levels of energy and decreased levels of procrastination in student participants (2014). The students who completed the “transforming failure into success” intervention reported the following: “I felt more empowered and that it gave me more energy” “I felt more motivated to get things done” “... my productivity significantly increased.” In the discussion of their results, researchers state that one of the reasons that students experienced reduced procrastination, increased productivity, and increased energy levels, might be because “the exercise steers away from negative self-talk and self-blame and steers toward visualizing new strategies for achieving positive movement in pursuit of goals” (Peper et al., 2014). This research points to the power of reframing the negative and how a positive mindset can increase energy levels. Application questions Does my mindset energize me or deplete my energy? Am I more likely to be positive or negative in the face of challenges? Does this help or hinder me? How can I change my perspective toward the positive? Reduce stress levels According to Harvard Health, “stress-induced emotions consume huge amounts of energy” (2020). Furthermore, a literary analysis from Stults-Kolehmainen & Sinha found that “the experience of stress impairs efforts to be physically active” (2014). This reduced physical activity and increased need for energy consumption indicate that high levels of stress can reduce the energy levels of individuals. While executive coaches are not mental health professionals, we can advocate positive forms of stress relief such as exercise, reframing negative thoughts, time management, self-care, and others. We can also refer to mental health professionals as necessary to help clients best manage their stress levels. Application questions Am I stressed? If so, how does this influence my energy? How do I de-stress? Is this something I need to invest more time into? Is my workplace culture stressful? What is contributing to that and how can I change that? Energy-rich diet Harvard Health also recommends “eating for energy.” They state that “eating foods with a low glycemic index—whose sugars are absorbed slowly—may help you avoid the lag in energy that typically occurs after eating quickly absorbed sugars or refined starches. Foods with a low glycemic index include whole grains, high-fiber vegetables, nuts, and healthy oils such as olive oil. In general, high-carbohydrate foods have the highest glycemic indexes. Proteins and fats have glycemic indexes that are close to zero” (2020). Application questions How is my diet supporting my energy levels? Am I eating a healthy diet in general? What does my sugar intake look like generally? Is this helping me or holding me back? Get outside According to Russel J. Reiter of the University of Texas Health Science Center, getting outside and in the sun can “have a major impact on melatonin rhythms and can result in improvements in mood, energy, and sleep quality” (Mead, 2008). Spending time outdoors (especially when paired with physical activity) can increase energy levels. Additionally, sunlight gives the body Vitamin D which has been shown to boost energy levels on a cellular level (Newcastle University, 2013). Application questions How does spending time outside affect my energy levels? How can I increase my time spent outdoors? Do I spend most of my time indoors or outdoors? What are some activities I can take outdoors? Hydrate for energy According to Harvard Health, “when you are low on fluids, your body may feel tired and weaker than usual. Consuming a sufficient amount of fluids in beverages and water-filled foods…will help replenish the water your body loses throughout the day” (2013). Additionally, dehydration has been reported “to occur in 17% to 28% of older adults in the United States” (Taylor & Jones, 2022; Weinberg & Minaker 1995). But how much water is necessary? According to the Mayo Clinic, “the average, health adult living in a temperate climate” needs “15.5 cups (3.9 liters) of fluids a day for me” and “about 11.5 cups (2.7 liters) of fluids a day for women” with a note that “fluids” are any form of hydration from “water, other beverages and food” Application questions How can I increase my water intake if needed? Invest in your sleep schedule In 2016, the CDC announced that “more than a third of American adults are not getting enough sleep on a regular basis.” They state that adults ages 18-60 years old need 7 or more hours of sleep per night. Additionally, without the proper amount of high-quality sleep, individuals can feel unrested (CDC, 2022) and experience a “wide range of deleterious health consequences” (Institute of Medicine, 2006). Some of these health consequences include “increased risk of hypertension, diabetes, obesity, depression, heart attack, and stroke” (Institute of Medicine, 2006). By investing in the amount and quality of sleep obtained, we can increase our energy levels. Consider the tips below from the CDC on getting high-quality sleep: “Go to bed at the same time each night and get up at the same time each morning, including on the weekends” Sleep in a “quiet, dark” and “relaxing” room at a “comfortable temperature” “Remove electronic devices, such as TVs, computers, and smartphones, from the bedroom” “Avoid large meals, caffeine, and alcohol before bedtime” “Get some exercise. Being physically active during the day can help you fall asleep more easily at night” (CDC, 2022) Application questions How much sleep do I get on average a night? Do I feel rested in the morning? How can I improve my quality of sleep? What can I do to ensure that I am going to bed and waking up at the same time every day? Take a break when needed Research from Sianoja, Kinnunen, Bloom, Korpela, and Geurts in the Scandinavian Journal of Work and Organizational Psychology indicates that, “lunch breaks offer an important setting for internal recovery during working days and seem to relate to energy levels at work over time.” In their longitudinal year-long study, they found that the mental break from work during a lunch break was related to “successful lunchtime recovery” which was ultimately related to a “decrease in exhaustion and to an increase in vigor one year later” (Sianoja et al., 2016). By taking a break during the workday, we can increase our energy levels, ultimately supporting the remainder of our workday. Application questions When do you face an energy slump in your day? What can you do during this time to take a break and refresh your energy levels? How likely are you to take a break during your workday? How can you structure your break times in a way that is beneficial to your productivity levels and energy levels? Main takeaway Energy is a vital resource in today’s workforce. It encourages engagement which in turn increases productivity and innovation. Unfortunately, today’s workforce is experiencing low levels of engagement (Gallup, 2022) and decreased levels of energy (Hirsch, 2017). There are a variety of research studies that show how individuals in the workforce and those in a coaching-client relationship how to increase their levels of energy. Some key ways we can increase energy include investing in our overall health, exercising, investing in relationships with others, implementing good posture practices, reducing stress, and eating a healthy energy-rich diet. References Britannica. (2022, October 18). Energy | Definition, Types, Examples, & Facts. Encyclopedia Britannica. https://www.britannica.com/science/energy. Energy. (2022). In The Merriam-Webster.com Dictionary. https://www.merriam-webster.com/dictionary/energy. FRED Economic Data. (2022, December 7). https://fred.stlouisfed.org/series/OPHNFB. Gallup, Inc. (2022, December 7). Global Indicator: Employee Engagement - Gallup. Gallup.com. https://www.gallup.com/394373/indicator-employee-engagement.aspx. Good Sleep Habits. (2022, September 13). Centers for Disease Control and Prevention. https://www.cdc.gov/sleep/about_sleep/sleep_hygiene.html. Harvard Health. (2013, November 21). Fight fatigue with fluids. https://www.health.harvard.edu/healthbeat/fight-fatigue-with-fluids. Harvard Health. (2020, August 30). 9 tips to boost your energy — naturally. https://www.health.harvard.edu/energy-and-fatigue/9-tips-to-boost-your-energy-naturally. Hirsch, A. S., MA. (2017). Cultivate a High-Energy Workforce. SHRM. https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/cultivate-a-high-energy-workforce.aspx. How Much Sleep Do I Need? (2022, September 14). Centers for Disease Control and Prevention. https://www.cdc.gov/sleep/about_sleep/how_much_sleep.html. Institute of Medicine (US) Committee on Sleep Medicine and Research; Colten HR, Altevogt BM, editors. Sleep Disorders and Sleep Deprivation: An Unmet Public Health Problem. Washington (DC): National Academies Press (US); 2006. 3, Extent and Health Consequences of Chronic Sleep Loss and Sleep Disorders. Available from: https://www.ncbi.nlm.nih.gov/books/NBK19961/. Mead, M. N. (2008). Benefits of Sunlight: A Bright Spot for Human Health. Environmental Health Perspectives, 116(4). https://doi.org/10.1289/ehp.116-a160. Melore, C. (2021, December 11). Energy crisis: 3 in 5 Americans more exhausted now than ever in their lives. Study Finds. https://studyfinds.org/exhausted-nation-pandemic-tired-energy/. Newcastle University, Vitamin D proven to boost energy – from within the cells. (2011). Newcastle University. https://www.ncl.ac.uk/press/articles/archive/2013/04/vitamindproventoboostenergyfromwithinthecells.html. Owens, B. P., Baker, W. E., Sumpter, D. M., & Cameron, K. S. (2016). Relational energy at work: Implications for job engagement and job performance. Journal of Applied Psychology, 101(1), 35–49. https://doi.org/10.1037/apl0000032. Paige West. (2022, August 12). How to QUIET QUIT your job with INTENTION [Video]. YouTube. https://www.youtube.com/watch?v=5c7cUAKWjmo. Peper, E., Harvey, R., Lin, I. M., & Duvvuri, P. (2014). Increase Productivity, Decrease Procrastination, and Increase Energy. Biofeedback, 42(2), 82–87. https://doi.org/10.5298/1081-5937-42.2.06. Peper, E., & Lin, I. M. (2012). Increase or Decrease Depression: How Body Postures Influence Your Energy Level. Biofeedback, 40(3), 125–130. https://doi.org/10.5298/1081-5937-40.3.01. Sianoja, M., Kinnunen, U., de Bloom, J., Korpela, K. and Geurts, S., 2016. Recovery during Lunch Breaks: Testing Long-Term Relations with Energy Levels at Work. Scandinavian Journal of Work and Organizational Psychology, 1(1), p.7. DOI: http://doi.org/10.16993/sjwop.13. Smith, S. V. (2022, October 7). Americans are becoming less productive, and that’s a risk to the economy. NPR.org. https://www.npr.org/2022/10/07/1126967875/quiet-quitting-productivity-workers-ennui-working-jobs. Sorensen, S. (2022, October 1). Quiet Quitting: The Latest Red Flag in Employee Engagement. Arete Coach. https://www.aretecoach.io/post/quiet-quitting-the-latest-red-flag-in-employee-engagement. Stults-Kolehmainen, M. A., & Sinha, R. (2013). The Effects of Stress on Physical Activity and Exercise. Sports Medicine, 44(1), 81–121. https://doi.org/10.1007/s40279-013-0090-5. Taylor K, Jones EB. Adult Dehydration. [Updated 2022 Oct 3]. In: StatPearls [Internet]. Treasure Island (FL): StatPearls Publishing; 2022 Jan-. Available from: https://www.ncbi.nlm.nih.gov/books/NBK555956/. Weinberg AD, Minaker KL. Dehydration. Evaluation and management in older adults. Council on Scientific Affairs, American Medical Association. JAMA. 1995 Nov 15;274(19):1552-6. 1 in 3 adults don’t get enough sleep. (2016, January 1). CDC. https://www.cdc.gov/media/releases/2016/p0215-enough-sleep.html. Copyright © 2023 by Arete Coach LLC. All rights reserved.

Episode #1099: In this episode of the Arete Coach Podcast, Dr. Vikki Brock, a Master Certified Coach (MCC), Consultant, and Mentor who received her executive MBA and PhD in Coaching and Human Development discusses what the early days of coaching looked like and insights from her book, The Sourcebook of Coaching History, a comprehensive review of the historical roots of coaching. Vikki offers great insight and wisdom into the roots and history of coaching and shares some of the many great experiences she has had watching the coaching industry grow and develop to where it is today. About Dr. Vikki Brock, MCC Dr. Vikki Brock is a Master Certified Coach, Consultant, Mentor, Founder of VB Coaching, and author of The Sourcebook of Coaching History, a comprehensive review of the historical roots of coaching and the influence of pioneers from related fields. Using her executive MBA and Ph.D. in Coaching and Human Development, Vikki adopted a multifaceted approach to leadership and individual development. Through her coaching methods, Vikki has used wisdom, experience, and research-based processes to move leaders to higher stages of personal awareness and effectiveness. Vikki promoted her client’s authentic strengths-based journey to success by taking “their leadership and their life to the next level” in a challenging yet non-judgemental way. On background, Vikki has been closely involved with the International Coaching Federation (ICF) since its creation in 1996 and was one of the first coaches to receive a Master Certified Coach (MCC) accreditation from the ICF in 1998. Vikki was also on faculty of the University of Texas at Dallas Coaching Certificate program where she taught several coaching training schools in both the United States and internationally. She also contributed numerous articles to coaching publications and regularly spoke internationally on coaching. Dr. Vikki Brock has made a great impact on the coaching profession and her work continues to inspire coaches today. Key highlights Vikki’s early days in coaching and teleclass Timestamp 09:12 Much like today’s Zoom coaching sessions, early in her coaching career, Vikki taught coaching classes in what was called a teleclass. Vikki explains that this was a form of coach training that was done “over the telephone. You could not see anybody,” but you were given the materials you needed for each lesson. In her classes, she gave people assignments and paired them with partners who would work together outside of class. She explains that “a lot of the classwork was experiential where people would practice coaching someone in a live situation.” Coaching to “reawaken our humanity” Timestamp 19:19 When asked about her desire to stay conflict-free, Vikki shares her belief that coaching “has an opportunity to reawaken our humanity.” She gained this perspective when talking to a group of coaches in Hong Kong in 2016. Since then, this perspective of coaching has become the “forefront of who” Vikki is. She sees coaching as an “opportunity to usher in the next stage of human evolution.” The roots of coaching Timestamp 31:05 When writing her book, The Sourcebook of Coaching History, Vikki interviewed 170 people. During this process, she discovered that “philosophy is the underpinning of everything.” She also discovered the impact that psychology has had on coaching as well. Vikki states that “coaching has all these at its foundation because the first coaches came from other fields because coaching didn’t exist.” Severin comments on how the coaching industry has been created from other fields branching out and how the roots of coaching originate from the arts as opposed to the sciences. Start of the International Coaching Federation (ICF) Timestamp 40:16 Vikki was involved in the beginnings of the ICF, International Coaching Federation. She shares that the ICF was “created by Thomas Leonard in 1995 as an alumni group for the people who’d graduated from CoachU” who wanted to “still learn and stay in connection.” Vikki was member #60 of the ICF. She shares that “at the same time, there was a professional personal coaches association from the Coaching Training Institute” started by Laura Whitworth and Henry Kimsey-House. Eventually, both of these groups merged under the name of the ICF. Soon the ICF became a “strong entity” and “got bigger and bigger.” Living your legacy Timestamp 51:03 Vikki has a variety of personal mantras and rules that guide her decisions in life. The first is the importance of having an “active legacy” and living “your legacy every day.” To do this, Vikki makes choices that are based on her beliefs and values. The second is the “golden rule: do unto others, but it’s as I would like them to do unto me.” She also discusses the importance of being honest. Three levels of listening Timestamp 52:32 One of the valuable findings Vikki discovered when writing her book, was that active listening originates from acting. Vikki explains that there are “three levels of listening.” First, “you listen because you’re an actor. You’re in the person you’re supposed to be.” Second, “you listen between you and the first people on the stage.” Third, you listen to “the audience.” Vikki also shares insight into how humanistic psychology has influenced coaching and with the “wellness approach, coaching would never have existed.” She relates these findings to the importance of having “heart” in one’s coaching practice. Download the transcript Click here to listen to the podcast, or click below to view the podcast outline and transcript: Copyright © 2023 by Arete Coach LLC. All rights reserved.

Episode #1098: In this episode of the Arete Coach Podcast, Terrie Lupberger, an ICF Master Certified Coach (MCC), Executive Coach, CEO of Terrie Lupberger and Associates, and Senior Instructor at the University of Miami, discusses her journey from the US Department of Treasury to coaching, her experience with Newfield, and the lessons and insights she has learned through her many years in the coaching industry. During the episode, neuroscience, storytelling, ontological coaching, and what it means to be meaning-makers are discussed. Continue reading for powerful personal mantras, high-impact questions, and a new perspective on the future of coaching. About Terrie Lupberger, MCC Terrie Lupberger is an ICF Master Certified Coach (MCC), Executive Coach, CEO of Terrie Lupberger and Associates, and Senior Instructor at the University of Miami. As an MCC, Terrie combines 20 years of global leadership and management experience with her executive coaching and change management expertise to bring forth the very best in her coaching clients. She coaches clients with an expansive body of knowledge, tools, and unique processes to better support them in navigating their challenges and generating greater impact. In her coaching, she utilizes emotional intelligence, conscious leadership principles, and quantum theory. Today, she is the Program Director and Co-facilitator of the Coach Partnerships Team Coaching Certification Program. She is the Co-Facilitator of the Disruptive Change Maker, a virtual three-month online program for coaches, leaders, and other change-makers that brings quantum-based theory into business practice. Terrie also Co-Facilitates the Executive Sanctuary, a development program for nonprofit CEOs. Since 2013, Terrie has been a Senior Instructor at the University of Miami’s certified Professional Coaching Program. Since 2010, Terrie has been the Director of Training with the Coach Partnership, which offers the Newfield Coaching Program in Asia. Terrie is especially passionate about working with women to help them navigate the unique professional and personal challenges they face and help them make the impact they know they’re capable of. Key highlights “The brilliance of coaching is a safe space to explore possibilities” Timestamp 13:12 Terrie makes a powerful statement on the purpose of coaching. She states that “the brilliance of coaching is a safe space to explore possibilities… and where else do we have that in our life?” She goes on to explain that everyone her clients interact with has an “agenda” or opinion of how they should move forward in life. However, as a coach, Terrie works to have no agenda for her clients which gives them the “safe space to explore possibilities.” The stories we create Timestamp 15:53 In their discussion of Terrie’s personal mantras, Terrie explains that “human beings love” to “make up narratives and stories;” and that once you release this, “you’ve got more room to move.” When working with women in business, she shares that she often works on examining “the stories, the narratives, that we tell ourselves.” Terrie shares that many stories have been given to women from their culture and these stories tell women about their “role and capabilities and what [they] shouldn’t and should be like.” By acknowledging the stories that clients tell themselves, Terrie helps “bust all those narratives” and claim what works for them as an “individual.” “Human beings are meaning makers” Timestamp 24:35 As Terrie’s variety of coaching approaches and completed training courses are discussed, Terrie shares that through all of her coaching methods, there is the question of “what does it mean to be a human being?” She explains that “human beings are meaning makers… We need meaning, we make meaning out of our lives.” Because of this, Terrie believes that coaches should “explore what is meaningful” for their clients. Furthermore, as coaching clients make meanings, it’s important for coaches to help their clients identify what meanings serve them and which ones don’t. The tool of compassion Timestamp 34:51 When asked about what tools Terrie uses in her coaching, Terrie shares that the tool she uses most regularly is “deep, deep compassion for the human being” in front of her. Terrie explains that this is “critical” for her coaching. She states, “I just love who [my clients] are and what they’re up to and the humanity through it all… just a deep compassion for the human experience.” Being mindful of the stories we listen to Timestamp 43:39 Not only are the stories we create for ourselves important but the stories we listen to from others matter as well. Terrie shares that she is “very mindful of what stories” she will “listen to from others.” Because of this, she doesn’t spend much time on social media. While she works to be aware of what is going on in the world, she is cautious about the stories she listens to from others. Choosing coaching clients that fit your coaching style Timestamp 49:28 After being asked how her coaching has changed over time, Terrie shares that she is more selective about the clients she takes in to coach and that her questions as a coach are more “refined” and “deeper.” After being asked for an example of when she discovered that a potential client was not a good fit for her coaching style, Terrie shares an example from her time working with a teaching hospital. She explains that a doctor was “very suspicious” of coaching and didn’t understand that she was “not gonna tell him what to do.” While the doctor would ask for tips and models, Terrie would explain that that was not the process of coaching. Eventually, she ended the coaching relationship and comments that mentoring, teaching, or training might have been a better fit for that client specifically. Download the transcript Click here to listen to the podcast, or click below to view the podcast outline and transcript: Copyright © 2022 by Arete Coach LLC. All rights reserved.

What are a few powerful questions you can ask to kick off the new year and help guide clients to their fullest potential? Here are 10 questions that will set the tone and expectation, create alignment, and provide clarity for what should be the focus in 2023. For additional questions you can ask as follow-ups to initial responses, we encourage you to check out “7 Aspects of Powerful Questions.” What are your goals and objectives for coaching, and how do you plan to achieve them? What are your strengths and areas for growth, and how can we focus on leveraging your strengths and addressing your areas for improvement? What are your values and beliefs, and how do they impact your behavior and decision-making? What are your biggest challenges and obstacles, and how can we work together to overcome them? What are your expectations for coaching, and how can we ensure that we are meeting your needs and exceeding your expectations? What are your current successes and accomplishments, and how can we build on them to achieve even greater success? What are your goals for the future, and how can coaching support you in achieving them? What are your key relationships and how can we improve them to enhance your effectiveness and success? What are your personal and professional goals, and how can coaching support you in achieving a balance between the two? What are your goals for the coaching relationship, and how can we work together to ensure that we are meeting your needs and achieving your desired outcomes? The list above has been drawn by permission from a new book written by Severin Sorensen (author) and Amelia Chatterley (contributor) titled, Next 10: Executive Coach Wisdom for Entrepreneurs, Business Owners, and CEOs Wondering What Moves to Make Next, published independently on Amazon December 16, 2022. If you are interested in the source document, please see the links below for the print and Kindle versions. Copyright © 2022 by Arete Coach LLC. All rights reserved.

As the coaching industry continues to grow, competition between coaching firms and the need for coaches increases. In an environment of increased competition and need, executive coaches are wise to ask themselves how they can increase the effectiveness of their coaching in order to attract and retain more coaching clients and have a greater positive impact on the business industries around them (Uta 2021; Bhatnagar 2021; Hudson 2022). In an effort to answer this question, Marja Hyypia of Laurea University of Applied Science published her thesis, “Strengthening the Effectiveness of Organizational Coaching Service” in 2022. Below we examine her research, its findings, and how coaches can apply this research to their coaching practice today. Purpose of the study According to Marja Hyypia, “the purpose of this thesis is to complement coaching literature that is currently focused on individual coaching and coaching practice and provide viewpoints for strengthening the effectiveness of organizational coaching service.” In essence, Marja’s research seeks to find out what elements of a coaching service can make coaching services more effective. In the research, Marja avoids discussions of coaching methodology and instead focuses on the makeup and organization of a coaching business. She defines effectiveness on the basis of “human-centered design” as an intersection of desirability, feasibility, and viability (see Figure 1 below). A two-part study This thesis contained two primary portions of research: (i) theoretical exploration, and (ii) multiple case study. The theoretical exploration examined the current research surrounding coaching effectiveness. Theoretical exploration takeaways Primary takeaways from the theoretical exploration of current coaching research include the following. It is vital for the coach to understand the “coachee’s context” and for the coachee to understand their “own role in the” coaching relationship. “Maltbia & al. (2014, 172) stress the need for a coach to understand and define his/her role and goals of a specific coaching process in relation to the coachee’s needs.” Understanding the “broader strategic agenda of a coachee is valuable information for both parties” (Maltbia & al. 2014, 173). Coaches should “deepen and widen their perspective to their client’s context” beyond their current coaching to the “related external and subsequent” activities and “results amid accumulating” coaching experiences (Heinonen & al. 2010). A “good relationship between the coach and coachee was proved to enhance the effectiveness of coaching.” This includes aspects of “trust” and understanding. “Good service relationships are built on mutual honesty and conscious, well-informed choices by the client.” A supportive “organizational stance” towards coaching can “increase a coachee’s own motivation and engagement.” Customer experience is a complex and “multifold” response to coaching that “for the most part” is out of the coach’s reasonable control. Customer experience includes experiences “before, during, and after” the coaching service which can be influenced by “social forces and past experiences” outside of the coach's control. “Customer experience” is “subjective, emotional, and dependent on the affective frame of interpretation” (Heinonen & al. 2010). Coaches cannot assume clients will interpret the experience of their coaching session in the same way that they will. Coaches cannot also assume that their clients are not impacted by their own personal biases. In the case that the influence of their biases becomes apparent, coaches can “nudge” or direct clients while giving them “freedom of choice” but also aiming them “at decisions that are for the client’s own” good. However, it is vital to be transparent in these moments. Coaching certification is only a starting point for coaching excellence. While “professional qualification may be a prerequisite for a successful and effective coaching service” it does not offer “tools for a provider to develop the service in relation to the client’s goals, tasks, and activities, or to positively differentiate from other available providers and options in the market.” A key element of having an effective coaching practice is not only the skillful methodology gained through training and certification but also the organization of the coaching service itself. An effective coaching organization flows through a series of transforming services based on “changing client needs,” “sensing and gathering information throughout” the coaching program regarding client needs, and seizing or “creating service management policy with decision-making practices” and “action plans” for both “opportunities and threats.” Coaches must stay up to date with “changes in the market and specific client needs” and adapt services to meet changing client needs. Satisfaction is not enough for coaching to have “long-lasting relevance in a customer’s life.” Instead, “expectations need to be exceeded and customers feel delight for a significant experience” Delight cannot be “determined or measured by the existence of certain features” but can be “experienced in multiple ways.” Regardless, “positive emotions, social interaction, and effective problem-solving seem to form the most common triangle among potential constellations of delight.” Multiple case study takeaways The second portion of Marja’s thesis included a multiple case study (3 cases) “hand-picked” from the coaching firm of “two entrepreneurs,” each differing in “process, length, and contents as well as the client organizations’ size and field.” The three selected cases corresponded with the coaching service packages offered by the coaches at the time of the study (packages A, B, and C). Qualitative data was gained primarily through interviews. Interventions included the introduction of a question matrix or questionnaire and restructured coaching package offerings. Below are some key takeaways from this portion of the study. Flexibility and adaptability is essential. A “willingness to negotiate and iterate service offers as well as coaching plans during the co-creation of an already agreed service is a natural way of ensuring service compatibility with their clients’ needs.” The ability to customize packages gives clients a sense of control which seems to be a “valuable feature throughout” the coaching service. The Provider and Client influence the effectiveness of coaching. “Quality of collaboration as well as the final design of the coaching process depends as much on the client as it does on the provider.” “Until reaching shared commitment and understanding regarding change at least within the executive management, there is little chance of implementing any real change in the rest of the organization.” Opportunity areas for strengthening the effectiveness of a coaching service include: Increasing flexibility Clarifying coaching packages to “support decision-making” Having a system for “extended feedback” Supporting negotiation by “elaborating early information sharing” “Adhering to effective process practices” Strengthening “long-term service impact” Coaches must “understand their clients’ past, present, and future” and adapt their services to this understanding. Things to avoid include “too short coaching processes” and too much new information at one time. Coaches found that introducing a “question matrix was experienced as an effortless and helpful tool worth using especially in every new client meeting.” They found that questions provided a “checklist for the most important questions” and “added structure to early discussions.” A question matrix also “encouraged people to reflect their needs and situation on a deeper level and guided the entrepreneurs themselves.” Clear and consistent service packages help coaches explain their coaching service in a “consistent and understandable way.” This also made it “easier for entrepreneurs to price and offer” additional services instead of providing them for free—increasing the viability of the coaching business model. Summary of the results Figure 39 above shows a summary of the developed “framework” for improving “the effectiveness of” an “organizational coaching service.” Researcher Marja, found that coaches can do the following to increase the effectiveness of their service by: Increasing flexibility through refined service packages and descriptions. Increasing viability by developing a system for extended long-term client feedback. Increasing feasibility and viability by elaborating early information and sharing and investing effective coaching processes. Increasing desirability and feasibility by enhancing change continuity through long-term service impact and refining service packages based on needs. It was found that the multiple case portion of the study as well as the theoretical exploration both produced “consistent and complementary” data supporting the above effective coaching practice framework. What does this mean for coaches today? There are several key findings within this thesis that are pivotal for coaches today. It takes “two to tango” Both coaches and coachees play a role in the effectiveness of a coaching service. As seen in Figure 18 above, there are a variety of characteristics from both the coach and coachee that can influence the effectiveness of a coaching service. For coaches, this indicates a need for an in-depth understanding of a client's needs, context, and goals, dedication, flexibility, and respect. For clients, a shared corporate commitment and an understanding of why they need coaching can positively influence the effectiveness of coaching. Strategic flexibility can help coaches meet their clients’ needs Too much flexibility can make it difficult for clients to choose a coaching service or approach and decrease the viability of a coaching firm. Structuring their coaching services was a primary concern of the two entrepreneurs within the multiple case study portion of the thesis. While flexibility was valued by clients, too much flexibility made it difficult for clients to make decisions on coaching packages and resulted in coaches offering extra services without charge, reducing the viability of their coaching business. Coaches increased their effectiveness by clarifying, defining, and restructuring their coaching services in a way that was “easy to remember” and assisted in client decision-making. Ultimately this increases both coach and coachee clarity and better adjusts coaching services to meet unique client needs. Flexibility can also be maintained throughout the coaching service Staying up-to-date with changes in the marketplace, anticipating client needs, and adjusting coaching services to best meet those needs also positively influence coaching effectiveness. Understanding is vital to the coaching process Both the coachee and the coach need to understand their role and the goal of the coaching relationship. Coaches can increase their effectiveness by understanding the context of their client's businesses, challenges, and goals. They can deepen their understanding of their resources and provide new ones as needed. Coachees must understand the purpose of their need for coaching. They must also understand their role in the coaching process and the necessity of their own personal engagement within the coaching process. Questionnaires can be a great source of understanding Coaches found that implementing a question matrix for new or prospective coachees, gave them a “checklist” of important questions to review. It also helped coachees dive deeper into their understanding of their need for coaching, what coaching is, and what they can expect from coaching. Effective coaching is a multifaceted process There are a variety of factors that influence the effectiveness of coaching, some of which are out of the coach’s control. However, there are a variety of things coaches can do to increase their coaching effectiveness aside from coaching methodologies. Coaches can clarify their coaching service offers, increase their flexibility, increase their understanding of their clients’ contexts, and communicate the role of both the coach and coachee to their clients. The main takeaway This thesis indicates that aside from coaching methodologies, coaches can increase the effectiveness of their coaching practice in a variety of ways including developing coach and coachee understanding, having flexible coaching services that adapt to client needs, having clear coaching services and programs outlined, and developing characteristics that contribute to coaching effectiveness such as respect and trust. While certification is a vital element of coaching effectiveness, this thesis indicates that the way a coaching business and relationship is structured can influence the effectiveness of the coaching given. Questions to consider How do you ensure your understanding of your client's goals, context, and situation? How do you discuss and discover your clients’ understanding of their role in the coaching process, their needs, their goals, and their need for a coach? Are your coaching services or program models clear? Do you offer multiple coaching programs? How do you define each program? Are your programs clearly outlined for your clients? How flexible is your coaching? Do you stay up-to-date with current changes in the marketplace? How do you respond to changes in your clients’ needs? How do you start your coaching relationship? Do you use a questionnaire to increase understanding? Why or why not? What aspects of your coaching model can you invest in to increase your coaching effectiveness? References Bhatnagar, V. R. 2021. Systemic coaching for higher effectiveness. Industrial and commercial training, 52 (1), 1–14. Article from Emerald Premier. https://doi.org/10.1108/ICT-07-2019-0072. Heinonen, K., Strandvik, T., Mickelsson, K-J., Edvardsson, B., Sundström, E. & Andersson, P. 2010. A customer-dominant logic of service. Journal of Service Management, 21 (4), 531-548. Article from Emerald Insight. https://doi.org/10.1108/09564231011066088. Hudson, M. 2022. 2022 Coaching trends. Published 6 January. https://www.linkedin.com/pulse/2022-coaching-trends-megan-hudson-marketing-andbusiness-coach?trk=pulse-article_more-articles_related-content-card. Hyypiä, M. (2022). Strengthening the effectiveness of organizational coaching service [Thesis]. Laurea University of Applied Sciences. Source: https://www.theseus.fi/bitstream/handle/10024/780960/Hyypia_Marja.pdf?sequence=2. Maltbia, T. E., Marsick, V. J. & Ghosh, R. 2014. Executive and Organizational Coaching: A Review of Insights Drawn From Literature to Inform HRD Practice. Advances in developing human resources, 16 (2), 161–183. Article from Sage Journal Premier. https://doi.org/10.1177/1523422313520474. Ută, I-C. 2021 Business coaching industry to top $15 billion in 2019. https://brandminds.live/business-coaching-industry-to-top-15-billion-in-2019/. Copyright © 2022 by Arete Coach LLC. All rights reserved.

Episode #1096: In this episode of the Arete Coach Podcast, Larraine Chang, an Executive Coach, Consultant, and Founder/CEO of Ascension Associates out of Hong Kong, shares powerful stories of transformation from her coaching practice and her personal mantra of “work it till you make it.” Larraine gives a powerful definition of the role of a coach and shares great insight from her journey as a lifetime learner. Join us as we dive into Larraine’s background, certifications, and insights gained from her high-impact coaching career. About Larraine Chang Larraine Chang is an Executive Coach, Consultant, and Founder/CEO of Ascension Associates out of Hong Kong. She is a member of the International Coaching Academy (ICA), a strengths coach, and an OKR-certified coach. She helps executives find their potential within themselves by using a strengths-based approach in her coaching. She helps executives see through a bigger lens, gain a wider perspective, lead with purpose, connect with trust, and command with executive presence. In her practice, Larraine also conducts leadership development workshops to create workplace well-being and teaches managers to embrace a coaching mindset. Through her company, Ascension Associates, she provides executive search and selection services for clients she’s had for 8+ years. Prior to starting Ascension Associates, she was a recruitment director for a local Hong Kong boutique financial services firm. Larraine has obtained certifications such as Certified Appreciative Inquiry Facilitator from the Center for Appreciative Inquiry, a level two Certified-OKR (objective key results) Coach, and a Certified Strengths Coach from Gallup. In addition, Larraine is certified by the Institute for Executive Coaching and Leadership as a Certified Organizational Coach and Team Coach. In 2020, on her way to attaining credentials with the ICF, she became a Corporate Wellness Coach and a Scrum Alliance Coach. Larraine uses her many certifications and her years of experience in business and recruiting to help executives. She volunteers as a role model of economic empowerment for girls in Hong Kong. Key highlights The role of a coach & achieving peak performance Timestamp 07:40 In a discussion of Larraine’s journey to coaching, Larraine gives a powerful definition of the role of a coach. She shares that “coaching is not just about fixing people… it’s also about getting people to become even better at where they are and maintain their highest level of peak performance.” She does this in her coaching through various certifications and by using a strengths-based approach. Larraine shares a powerful insight from her coaching client, where they shared that she “gave them the self-confidence” they needed to excel in their career. She works with her coaching clients from the perspective of “what can I do today to make your life become better?”—ultimately helping them achieve their highest level of performance. Finding your voice Timestamp 28:35 When asked about the mentors that have impacted her career journey, Larraine shares insight from her first mentor Vivian. This mentor told Larraine that she had “[her] own voice” that was different from other students in University. This compliment and insight gave Larraine the confidence and affirmation needed to excel in her career. Larraine shares that this encouragement and reminder from her mentor that she was “different from others” and that her “perspective is not a regular perspective,” gave her the “push” that was needed to move forward in her career. “Work it till you make it” Timestamp 35:18 Larraine’s personal mantra is “work it till you make it.” She explains that you shouldn’t “fake it till you make it because that would give you imposter syndrome” but instead everyone should “work it till [they] make it.” Larraine states that “you keep on working on something ‘till you make the progress that you like” by “fine-tuning” and “pivoting” until you find what works for you and your goal. In her coaching, she helps her clients do this by helping them “face themselves so that they can find their own solutions.” “What can’t stop you?” Timestamp 40:52 One of Larraine’s favorite questions to ask is “what is the one thing that cannot stop you?” She asks this question to give her clients “that injection of courage” and help them in “affirming” themselves by understanding “this is actually what I can do, nothing can stop me, I can go forward.” Severin responds by sharing that “sometimes it’s the words themselves that are most powerful… a question can be very powerful.” Reflexive questioning Timestamp 43:31 A tool from Larraine’s coaching toolkit is what she calls “reflexive questioning.” This type of questioning acknowledges the emotional response of self from outside influence. In using reflexive questioning, she encourages her clients to be “more self-aware,” “to be more accepting,” and to realize “because the other people are behaving like this, that’s why I’m like this.” These questions empower clients to acknowledge their emotions and make more effective decisions. Download the transcript Click here to listen to the podcast, or click below to view the podcast outline and transcript: Copyright © 2022 by Arete Coach LLC. All rights reserved.

At the end of every year, we reflect on the past year and think about the year ahead. What goals do we have for our businesses and personal lives? What do we hope to accomplish in 2023? What held us back in 2022 and how can we overcome it this coming year? After choosing our new year’s resolutions or goals, how can we increase our chances of success? How can we plan with success in mind for the new year? What does the research say about planning and its relation to achievement? Below we examine research-based strategies for goal achievement that we can all use as we move forward to greater success in 2023. “You do not rise to the level of your goals. You fall to the level of your systems.” ― James Clear, Atomic Habits Create approach-oriented goals A 2020 research study found that “approach-oriented” new year’s resolutions were “significantly more successful than… avoidance-oriented goals” (Oscarsson et al., 2020). Approach-oriented goals are focused on “achieving positive outcomes” (Wang et al., 2021). “Participants with approach-oriented goals were significantly more successful in sustaining their New Year’s resolutions compared to those with avoidance-oriented goals” (Oscarsson et al., 2020). Goals that are focused on achieving positive outcomes are more likely to be achieved than those that are focused on avoiding negative outcomes. Consider how you can turn avoidance-oriented goals into approach-oriented goals. “A goal without a plan is only a dream.” - Brian Tracy Monitor your progress A meta-analysis from the Psychological Bulletin, 2016, identified that monitoring goals increased “goal attainment when the outcomes were reported or made public, and when the information was physically recorded.” They suggest that “interventions that increase the frequency of progress monitoring are likely to promote behavioral change” (Harkin et al., 2016). Monitor your new year’s resolutions and goals throughout the year. Ask yourself monthly or even weekly how you have made progress on your goal so far. Examine what you can intentionally do to increase your goal attainment regularly. This research also indicates the power of a coach as a source of accountability and motivation. Are you monitoring your clients’ goals regularly? If so, how and how often? When appropriate, sharing goals in a peer group setting can also be beneficial for goal attainment. How can you incorporate this into your peer group meetings? Break it down Large, overarching, and vague goals can seem intimidating as opposed to encouraging. According to Harvard Health Publishing, “small steps move you forward to your ultimate goal.” Making a to-do list of small and progressively larger tasks that ultimately support your overall goal can increase your “confidence to tackle - and succeed at - more difficult tasks” down the line (Harvard Health, 2020) Breaking down your goals also increases your ability to monitor your progress throughout the year. Coaches can assist their clients in breaking down large business goals such as increasing profitability, improving workplace culture, and decreasing turnover by asking questions such as: What steps do you need to take to achieve this goal? Who do you need to get involved to achieve this goal? How do you plan on working towards this goal this next week/month/year? What do you need to achieve this goal? The Ivy Lee method According to Charles E. Hummel, the “Ivy Lee method” focuses on “daily planning” and “prioritizing activities” on a daily schedule (1997). This method of goal setting was created in the early 1900s by Ivy Lee and consists of 5 steps: Create a selective list of “tasks that are most important to get done” either by the end of the day or the next day. Users are encouraged to pick a maximum of 6 tasks. Order the list of tasks “in order of importance,” doing the most important tasks first. Start your day with the first task and only move on to the next after it is “completely finished.” Users are encouraged to “minimize” distractions, focus only on one task at a time, and not skip tasks or complete them out of order. Check each task off your list. If “using pen and paper this may mean crossing it out” or “striking through” your task. “Each time you do this” the brain releases dopamine, encouraging a positive association with task completion and encouraging you to complete more tasks. Repeat; if there are unfinished tasks on the list, move those to the next day and repeat the process again (Landau from HourStack, 2022). The Ivy Lee method assists in the completion of goals once they are broken down into smaller tasks (as discussed above). Using this method can help executives, coaches, and business leaders alike move daily toward their new year’s resolutions. “When you set a goal, your brain opens up a task list.” - Mel Robbins Make it visible New Year’s resolutions and goals are often easily forgotten. However, research indicates that having a visible reminder of your goals can serve as a reminder and motivation to work toward your goals. 2018 research from the Sports Psychologist journal indicates that athletes who “looked at their goal” more frequently “the more likely they were to practice their skills” (Weinberg et al., 2018). Consider where you can visibly post your goals for a daily reminder and encouragement: mirror, desk, laptop, fridge. “When it is obvious that the goals cannot be reached, don't adjust the goals, adjust the action steps.” - Confucius Be adaptable According to McKinsey & Co, we shouldn’t view goals as a “stagnant” unchanging pursuit, but instead a “dynamic and evolving” goal that corresponds to “environment changes” (Chowdhury & Hioe, 2017). Failure to “revisit goals can be demotivating” due to the changes that can take place within a year’s time (Chowdhury & Hioe, 2017). Changes to goals should be strategic and a direct response to environmental changes. Coaches can assist their clients by revisiting their goals on a quarterly or monthly basis and by asking questions that examine potential needs for change. How has your goal been affected by current challenges and/or changes? Have your steps to achieving this goal changed? If so, how? How can we better increase your likelihood of achieving this goal today? How can we make the achievement of this goal more effective? Consider your strengths When considering what goals to adopt and how to best achieve them, consider your strengths. Accordion to Gallup, “A strengths-based goal is focused on positive outcomes—and is created to cater to your natural talents while still challenging you to use those talents in new ways.” These goals “complement your natural talents” while also addressing “what’s important to you,” “how you want to grow,” and the “changes you want to see.” An example of a strength-based goal is: I want to use my leadership strengths to improve the culture of my workplace. Coaches can ask their clients questions such as, “how can you use your strengths to help you achieve this goal?” to help clients identify and create strengths-based goals. “A goal is a dream with a plan and a deadline.” - Harvey Mackay Have S.M.A.R.T goals According to Gallup, goals should be S.M.A.R.T: S- Specific M- Measurable A- Achievable R- Realistic T- Time-bound Having SMART goals makes it easier to monitor goal progress through measurable outcomes, ensures that the goal is indeed attainable and realistic per an individual’s environment and strengths, and also provides a timeline for individuals to measure their progress against. A word of caution While goals are an important part of the self-improvement and achievement process, it is important to note that research also suggests that the rumination on too many unachieved goals can have a negative effect on individuals. According to Moberly & Watkins “ the combination of low goal success and high goal importance was associated with the highest levels of negative affect” among study participants (2010). Researchers Jones et al. (2013), also point to Strauman (2002), stating that “chronic failure to achieve or make progress toward goals is associated with continued distress and the development and maintenance of mood and anxiety disorders.” While making new year’s resolutions, keep this in mind. Stay tuned for a future insights article where we examine the specifics about the dangers of too many incomplete goals. In the meantime, consider how you can make your current goals more attainable using the strategies above. “Our goals can only be reached through a vehicle of a plan, in which we must fervently believe, and upon which we must vigorously act.” - Pablo Picasso Main takeaway When setting goals and new year’s resolutions, consider how you can set yourself and your clients up for success. Some strategies to increase goal attainment include creating goals that are approach-oriented, monitoring progress throughout the year, breaking down large goals into smaller ones, working daily towards larger goals, creating visible goal reminders, being willing to adapt to changes, considering current strengths and skills, and having goals that are S.M.A.R.T. “Success is nothing more than a few simple disciplines, practiced every day.” - Jim Rohn References Chowdhury, S., & Hioe, E. (2016). How effective goal-setting motivates employees. McKinsey & Company. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-organization-blog/how-effective-goal-setting-motivates-employees. Gallup, Inc. (n.d.). How to Set Goals Using CliftonStrengths | Gallup. Gallup.com. https://www.gallup.com/cliftonstrengths/en/358019/set-goals-using-your-strengths.aspx. Harkin, B., Webb, T. L., Chang, B. P. I., Prestwich, A., Conner, M., Kellar, I., Benn, Y., & Sheeran, P. (2016). Does monitoring goal progress promote goal attainment? A meta-analysis of the experimental evidence. Psychological Bulletin, 142(2), 198–229. https://doi.org/10.1037/bul0000025. Harvard Health. (2020, November 24). Seven steps for making your New Year’s resolutions stick. https://www.health.harvard.edu/staying-healthy/seven-steps-for-making-your-new-years-resolutions-stick. Hummel, C. E. (1997). Freedom from Tyranny of the Urgent. Amsterdam University Press. Jones, N. P., Papadakis, A. A., Orr, C. A., & Strauman, T. J. (2013). Cognitive Processes in Response to Goal Failure: A Study of Ruminative Thought and its Affective Consequences. Journal of Social and Clinical Psychology, 32(5), 482–503. https://doi.org/10.1521/jscp.2013.32.5.482. Landau. (2022, September). How To Use The Ivy Lee Method To Quickly Prioritize Your Tasks. HourStack. https://hourstack.com/blog/how-to-use-the-ivy-lee-method-to-quickly-prioritize-your-tasks. Moberly, N. J., & Watkins, E. R. (2010). Negative affect and ruminative self-focus during everyday goal pursuit. Cognition &Amp; Emotion, 24(4), 729–739. https://doi.org/10.1080/02699930802696849. Oscarsson, M., Carlbring, P., Andersson, G., & Rozental, A. (2020). A large-scale experiment on New Year’s resolutions: Approach-oriented goals are more successful than avoidance-oriented goals. PLOS ONE, 15(12), e0234097. https://doi.org/10.1371/journal.pone.0234097. Strauman TJ. Self-regulation and depression. Self and Identity. 2002;1(2):151–157. Wang, H., Xu, M., Xie, X., Dong, Y., & Wang, W. (2020). Relationships Between Achievement Goal Orientations, Learning Engagement, and Academic Adjustment in Freshmen: Variable-Centered and Person-Centered Approaches. Frontiers in Psychology, 12. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8596568/. Weinberg, R., Morrison, D., Loftin, M., Horn, T., Goodwin, E., Wright, E., & Block, C. (2019). Writing Down Goals: Does It Actually Improve Performance? The Sport Psychologist, 33(1), 35–41. https://doi.org/10.1123/tsp.2018-0064. Copyright © 2022 by Arete Coach LLC. All rights reserved.

As the year 2022 comes to a close, we find ourselves asking, “what learning opportunities can we take hold of from this past year that might serve us in the future?” Many ideas come to mind including the many podcasts that have become available this year that promote the exploration of executive coaching. As we pondered which podcasts might be the most useful to executive coaches, leadership coaches, organizational development coaches, business leaders, business owners, CEOs, and key-level executives, we dug into what data, Google Analytics, ListenNotes, Apple Podcasts, RSS feed monitors, podcast backlinks, citation indexes, and other sources tell us about this year’s top podcasts. This article unveils our research and the 35 best well-known, new, and niche executive coaching podcasts of 2022. “It’s important to learn from your mistakes, but it is better to learn from other people’s mistakes, and it is best to learn from other people’s successes. It accelerates your own success.” - Jim Rohn Introduction A keyword search conducted on Google on November 26, 2022, for the words ‘executive coach podcast’ yielded 11,800,000 results. DemandSage.com reports that ‘The United States has the most podcast listeners.’ They predict that in 2022, there will be over 100 million active podcast listeners in the US. After the US, Scandinavian countries have the highest podcast penetration rate of podcast listeners. As of today, ListenNotes reports that there are currently 2,981,949 active podcasts and 66 million episodes globally. From this list, we have analyzed these podcasts, their themes, content, and missions. We have looked at their popularity, Google organic search Rankings, ListenNote Rankings, and other forms of podcast informatics to determine what we believe are the 35 best executive coaching podcasts of 2022, including a few honorable mentions. "If everyone is moving forward together, then success takes care of itself." - Henry Ford How the list was curated The methodology used to create the Arete Coach 35 Best Executive Coaching Industry Podcasts of 2022 ranking is as follows. First, we focused on podcasts whose purpose is to advance the art and/or science of executive coaching using content that is congruent with the generally accepted practices and definitions of coaching promulgated by the International Coaching Federation (ICF), EMCC Global, International Coaching Association (ICA), and Association for Coaching. In preparing the list, we intentionally leaned towards the inclusion of executive coaching material that is consistent with current evidence-based coaching research. The goal here was to underscore the humorous and sage words of the late Professor Anthony (“Tony”) Grant, where he stated that our aim should be ‘taking out the sham, and putting in the wham’ through the curation of evidence-based coaching research and practices. Second, we gave highest priority to podcasts under Google’s organic search results of the phrase: “Executive Coach Podcast'' in which we included the top 10 Google organic search page results and the top 10 Google organic display rank for podcast series. Any podcasts that did not have at least a 25 minimum listener audience score on ListenNotes was excluded. Organic Google Search results were important in our research as they indicate how relevant a podcast is to specific 'executive coaching' search terms. According to MorningScore.io, "Google ranks web pages and podcasts through the use of web crawlers that scan and index podcast pages. Every page gets rated according to Google's opinion of its authority and usefulness to the end-user. Then, using an algorithm with over 210 known factors, Google orders them on a search result page." Using this Google organic search method, we determined the top 12 executive coach podcasts and similarly ranked them from 1 to 12. Between the two Google organic search page ranks and display series, there were two ties at 3rd and 7th position. In these instances, we judged the Google organic display rank for series (highlighting trending recency and frequency) above the Google Organic page ranking. Other than this variation, there was no variation in the top ranks from the Google organic search page ranks. From the consolidated top 10 lists, there were a total of 12 podcasts that made our top podcasts list. Third, we examined a variety of additional podcasts germane to executive coaching where we deemed the content appropriate for executive coaches, leadership coaches, organizational development coaches, business leaders, business owners, CEOs, and key-level executives. From these executive coaching related podcasts, we included all podcasts with a ListenNotes Listen Score of 50 or higher, meaning they are highly popular among large audiences. A Listen Score is a metric created by ListenNotes "that shows the estimated popularity” of a podcast as “compared to other RSS-based public podcasts in the world on a scale from 0 to 100.” Fourth, we added into our consideration additional podcasts related to executive coaching where the podcasts were listed as being in the top 200 podcasts on Apple Podcasts in the categories of “management” and/or “business.” Fifth, we collected and ranked a secondary group of executive coaching podcasts starting from position 13 onwards, wherein we ranked these podcasts first by their ListenNotes listener audience score, and where there were ties, we secondarily ranked the podcasts by the number of identified podcast backlinks to other sites (being a practice that Google and research scholars use to determine relevance and importance of a document). From this secondary group, we prioritized the podcasts from rank 13 to 35. Lastly, we included several honorable mentions where the podcasts were either new or niche that we believe would be of value to our executive coach podcast listeners. "Everyone you will ever meet knows something you don’t." - Bill Nye Initial takeaways Observations from our 35 Best Executive Coaching Industry Podcasts of 2022 list are below: In the list of 35, the top 10 podcasts closely map to the top 10 Google organic search page results for “executive coach podcast”— taking 10 of the top 12 spots. Google organic search display links shown by podcast icons or cover pages showcase currently trending podcast series (and appear to favor podcast episode recency and frequency). On review, only four of the top 10 Google organic search display results for a ‘executive coach podcast’ series had ListenNote scores of 25 or greater and made the cut; representing ranks 1, 2, 3, and 7. Interestingly, when examining the top 10 podcasts shown on Google organic search results by page and display series, only the first two podcasts appeared on both ranks, and they each maintain the number 1 and 2 spots on our final list. The top 10 podcasts average 190 podcast episodes each with an average ListenNotes audience score of 44.6. The top 35 podcasts average 201 podcast episodes each. The majority of executive coaching podcasts that made our list have weekly episodes. One of the podcasts that made our list has daily episodes and five publish podcasts only periodically. “Alone we can do so little; together we can do so much.” - Helen Keller 35 Best Executive Coaching Industry Podcasts of 2022 Table of contents Excellent Executive Coaching: Growing Your Business and Enhancing Your Craft Arete Coach Podcast: the Art and Science of Executive Coaching The Look and Sound of Leadership HBR: Coaching Real Leaders Coaching for Leaders CoachHub: Spark Leadership Coaching In the Workplace: Association for Coaching Podcast Channel The Millionaire Woman Show Top Executive Coaching The Coaching & Leadership Podcast Beyond High Performance Breakthrough Builders How I Built This with Guy Raz Jocko Podcast WorkLife with Adam Grant Entrepreneurs on Fire HBR IdeaCast The EntreLeadership Podcast Masters in Business Maxwell Leadership Podcast The Science of Happiness Business Accelerator Women at Work TED Business The Art of Coaching Podcast The McKinsey Podcast Business Breakdowns Coaching Conversations Coaches Rising Women’s Leadership Success Podcast The EOS Leader Coaching and Positive Psychology The Coaching and Mentoring Podcast Coaching.com: Coaches on Zoom Drinking Coffee The Coaching Psychology Pod #35: The Coaching Psychology Pod This podcast started with deep roots in coaching psychology. From the Division of Coaching Psychology (part of the British Psychological Society), the Coaching Psychology Pod seeks to help listeners “take a thoughtful and considered approach to [their] coaching practice.” This podcast is hosted by Dr. Natalie Lancer, a chartered psychologist and Secretary of the Division of Coaching Psychology. In each episode Dr. Lancer interviews leading experts about “specialized coaching topics that will directly impact [the listeners’] work as a coach.” The Coaching Psychology Pod has covered topics such as coaching psychology, creativity, change, performance, culture, coaching automation, and others. Podcast Snapshot: The Coaching Psychology Pod AreteCoach 2022 Best Executive Coach Podcasts Rank: 35 ListenNotes Score: Not ranked Podcast Episodes to date: 10 Frequency: Periodically Website: https://natalielancer.com/books-resources/ Podcast: The Coaching Psychology Pod on Apple Podcast #34: Coaching.com: Coaches on Zoom Drinking Coffee Coaches on Zoom Drinking Coffee, a podcast from Coaching.com, is hosted by Alex Pascal, Ph.D. In each episode, Alex interviews “some of the world’s greatest minds in coaching, leadership, and more” diving “deep into coaching concepts.” Episodes of Coaches on Zoom Drinking Coffee cover topics such as well-being, resilience, insights on the coaching industry, success, and other coaching topics. Early guests on the podcast have included: Marshall Goldsmith, Liane Davey, and Des Dearlove (co-founder of Thinkers 50). This is a new podcast on coaching and we fully expect it to race up the charts in ranking during the coming year. Podcast Snapshot: Coaches on Zoom Drinking Coffee AreteCoach 2022 Best Executive Coach Podcasts Rank: 34 ListenNotes Score: 26 Podcast Episodes to date: 21 Frequency: weekly Website: https://www.buzzsprout.com/1985248 Podcast: Coaches on Zoom Drinking Coffee on Apple Podcast #33: The Coaching and Mentoring Podcast The Coaching and Mentoring Podcast from the UK provides extensive support for coaches. Host Dave Tee is joined by an array of guests who are leaders in the field of coaching. Episodes cover the difference between listening to respond and listening to ignite, presence, mental well-being, transpersonal coaching, and values-based coaching. This podcast is produced by The Wales Coaching Centre, a center of excellence for coaching at the University of South Wales which supports the development and growth of coaches through training, qualifications, and our community of practice. Podcast Snapshot: The Coaching and Mentoring Podcast AreteCoach 2022 Best Executive Coach Podcasts Rank: 33 ListenNotes Score: 27 Podcast Episodes to date: 12 Frequency: Periodically Website: https://www.southwales.ac.uk/business-services/professional-development/coaching-mentoring/coaching-podcast/ Podcast: The Coaching and Mentoring Podcast on Apple Podcast #32: Coaching and Positive Psychology The Coaching and Positive Psychology podcast is hosted by bestselling author and founder of the Coaching and Positive Psychology Institute, Valorie Burton. In each episode, Valorie gives listeners “practical inspiration” and tips through “engaging conversations that show [listeners] how to build a life [they] love and help others do the same through the power of coaching and positive psychology.” Topics covered in the Coaching and Positive Psychology podcast include courage, planning, goal setting, neuroscience, and others. Podcast Snapshot: Coaching and Positive Psychology AreteCoach 2022 Best Executive Coach Podcasts Rank: 32 ListenNotes Score: 33 Podcast Episodes to date: 19 Frequency: periodically Website: https://cappinstitute.com/podcast/ Podcast: Coaching and Positive Psychology on Apple Podcast #31: The EOS Leader The EOS Leader podcast, part of the EOS Worldwide thought community, is hosted by Mike Paton and seeks to help listeners “keep moving forward” through their obstacles “rather than panicking or becoming paralyzed.” Mike Paton interviews entrepreneurs from around the world on their journeys, successes, and failures to give listeners insight and practical advice for moving forward toward success. The EOS Leader podcast covers topics such as growth, leadership, entrepreneurship, empathy, adversity, and other leadership topics. We highly recommend the EOS business operating system and this podcast by Mike Paton. Podcast Snapshot: The EOS Leader AreteCoach 2022 Best Executive Coach Podcasts Rank: 31 ListenNotes Score: 37 Podcast Episodes to date: 45 Frequency: Weekly Website: https://www.eosworldwide.com/podcast Podcast: The EOS Leader on Apple Podcast #30: Women’s Leadership Success Podcast Hosted by Sabrina Braham, the Women’s Leadership podcast helps women leaders, “get actionable advice, and tips and hear stories from over 100 top female (and men) thought leaders” to help them increase their leadership skills, improve their performance, increase their influence, advance their careers, and increase their income. Topics discussed include innovation, female leadership, active listening, social media marketing, and more. Podcast Snapshot: Women’s Leadership Success Podcast AreteCoach 2022 Best Executive Coach Podcasts Rank: 30 ListenNotes Score: 40 Podcast Episodes to date: 118 Frequency: Periodically Website: https://www.womensleadershipsuccess.com/ Podcast: Women’s Leadership Success Podcast on Apple Podcast #29: Coaches Rising The Coaches Rising podcast, hosted by co-founder of Coaches Rising Joel Monk, gives listeners “tools, tips, and teachings from the world’s greatest coaches” with the goal of empowering listeners to “be a transformation coach.” Topics covered on the Coaches Rising podcast include wisdom, marketing, culture, development, and others. Podcast Snapshot: Coaches Rising Podcast AreteCoach 2022 Best Executive Coach Podcasts Rank: 29 ListenNotes Score: 42 Podcast Episodes to date: 152 Frequency: Weekly Website: https://www.coachesrising.com/podcast/ Podcast: Coaches Rising Podcast on Apple Podcast #28: Coaching Conversations The Coaching Conversations podcast by Tim Hagen is about teaching how to have coaching conversations specific to typical day-to-day workplace challenges. This podcast provides short podcast "mini-lessons" in each episode. Their objective is to use this podcast as a tool to teach and provide continued value to the merits of coaching in the workplace as they state “coaching is the #1 Strategy to maintain and develop talent!” Podcast Snapshot: Coaching Conversations AreteCoach 2022 Best Executive Coach Podcasts Rank: 28 ListenNotes Score: 46 Podcast Episodes to date: 281 Frequency: Weekly Website: https://www.salesprogress.com/progress-coaching-blog/author/tim-hagen Podcast: Coaching Conversations on Apple Podcast #27: Business Breakdowns Business Breakdowns is a podcast hosted by Colossus that examines “how companies work from the people who know them best.” They do “deep research and interview industry veterans, investment professionals, and corporate executives to explain the inner workings of public and private businesses.” They examine the “history, business model, financial statements” and other features of each business they research. The goal of this podcast is to help listeners learn from other businesses’ journeys, failures, and successes. Companies examined in the Business Breakdown podcast include Harvard Business Publishing, Vanguard, Home Depot, Intuit, Polaroid, and others. Podcast Snapshot: Business Breakdowns AreteCoach 2022 Best Executive Coach Podcasts Rank: 27 ListenNotes Score: 50 Podcast Episodes to date: 88 Frequency: Weekly Website: https://www.joincolossus.com/episodes Podcast: Business Breakdowns on Apple Podcasts #26: The McKinsey Podcast The McKinsey Podcast is a “business and management podcast featuring conversations with leading experts” about topics that “matter most in business and management.” This podcast seeks to help “businesses, governments, and not-for-profit organizations realize their most important goals” and achieve them. The McKinsey Podcast covers topics such as: burnout, culture, development, technology, and others. Podcast Snapshot: The McKinsey Podcast AreteCoach 2022 Best Executive Coach Podcasts Rank: 26 ListenNotes Score: 52 Podcast Episodes to date: 100 Frequency: Twice weekly Website: https://www.mckinsey.com/featured-insights/mckinsey-podcast Podcast: The McKinsey Podcast on Apple Podcast #25: The Art of Coaching Podcast The Art of Coaching Podcast is “hosted by best-selling author, speaker, and performance coach Brett Bartholomew.” This podcast aims to get to “the core of what it takes to change attitudes and behaviors in the weight room, boardroom, and everywhere in between.” This podcast covers topics such as coach development, social agility, conflict resolution, communication, and other coaching topics. Podcast Snapshot: Art of Coaching AreteCoach 2022 Best Executive Coach Podcasts Rank: 25 ListenNotes Score: 53 Podcast Episodes to date: 251 Frequency: Weekly Website: https://artofcoaching.com/ Podcast: Art of Coaching on Apple Podcast #24: TED Business The TED Business podcast, hosted by Modupe Akinola of Columbia Business School, covers business “conundrums” such as landing promotions, setting goals, and innovation challenges. Each episode “presents the most powerful and surprising ideas that illuminate the business world” and ends with practical tips for applying discussed insights to everyday life. The TED Business podcast covers topics such as freelancing, employee activism, writing, talent selection, and a variety of other business topics. Podcast Snapshot: TED Business AreteCoach 2022 Best Executive Coach Podcasts Rank: 24 ListenNotes Score: 60 Podcast Episodes to date: 120 Frequency: Weekly Website: https://www.ted.com/podcasts/ted_business Podcast: TED Business on Apple Podcast #23: Women at Work The Women at Work podcast, hosted by Harvard Business Review (HBR) editors Amy Bernstein and Amy Gallo and produced by HBR, discusses the unique challenges faced by women in the workplace. This podcast hopes to help listeners overcome gender discrimination. Hosts of the podcast interview “experts on gender, tell stories about their own experiences, and give lots of practical advice to help [listeners] succeed in spite of the obstacles.” This podcast covers topics such as advocating for policy change, mental health and family, respect, bias, gossip, and others. Podcast Snapshot: Women at Work AreteCoach 2022 Best Executive Coach Podcasts Rank: 23 ListenNotes Score: 60 Podcast Episodes to date: 109 Frequency: Weekly Website: https://hbr.org/2018/01/podcast-women-at-work Podcast: Women at Work on Apple Podcast #22: Business Accelerator Business Accelerator is hosted by “New York Times bestselling author Michael Hyatt and CEO Megan Hyatt Miller as they discover how current research combines with timeless wisdom for lasting success.” Their primary audience is small business owners looking to grow their “business without sacrificing [their] health, family, or personal life in the process.” They believe that “short-term wins are easy. Sustained achievement is another story.” They seek to discover how current research combines with timeless wisdom for lasting success. The Business Accelerator podcast includes “exclusive interviews” with “business experts” and “live coaching calls with business owners.” The Business Accelerator podcast reviews topics such as: optimizing meetings, making decisions, quiet quitting, culture, features of great coaching, remote work, problem-solving, and productivity. Podcast Snapshot: Business Accelerator AreteCoach 2022 Best Executive Coach Podcasts Rank: 22 ListenNotes Score: 61 Podcast Episodes to date: 288 Frequency: Weekly Website: https://businessaccelerator.com/podcast/ Podcast: Business Accelerator on Apple Podcast #21: The Science of Happiness The Science of Happiness podcast, hosted by psychologist Dacher Keltner and co-produced by PRX and UC Berkeley's Greater Good Science Center, shares “research-tested strategies” to help listeners “live a happier life.” The Science of Happiness covers topics such as the science behind ASMR, focus, mental health, decision-making, conflict resolution, and a variety of other topics. Podcast Snapshot: The Science of Happiness AreteCoach 2022 Best Executive Coach Podcasts Rank: 21 ListenNotes Score: 63 Podcast Episodes to date: 147 Frequency: Weekly Website: https://greatergood.berkeley.edu/podcasts Podcast: The Science of Happiness on Apple Podcast #20: Maxwell Leadership Podcast The Maxwell Leadership Podcast hosted by Dr. John C. Maxwell, is a “regular examination of what it means to be a transformational leader- someone who daily influences people to think, speak, and act to make a positive difference in their lives and the lives of others.” This podcast gives listeners “principles” and “practices” to improve their leadership skills. The Maxwell Leadership Podcast covers topics such as motivation, managing resistance, diversity, perspective-taking, and more. Podcast Snapshot: Maxwell Leadership Podcast AreteCoach 2022 Best Executive Coach Podcasts Rank: 20 ListenNotes Score: 63 Podcast Episodes to date: 265 Frequency: Weekly Website: https://johnmaxwellleadershippodcast.com/ Podcast: Maxwell Leadership Podcast on Apple Podcast #19: Masters in Business Masters in Business is a podcast from Bloomberg hosted by Barry Ritholtz. In each episode, he discusses “ideas that shape markets, investing, and business” with leading experts. Topics discussed on the Masters in Business podcast include diversity, investments, finance, entrepreneurship, and others. Podcast Snapshot: Masters In Business AreteCoach 2022 Best Executive Coach Podcasts Rank: 19 ListenNotes Score: 65 Podcast Episodes to date: 429 Frequency: Weekly Website: https://www.bloomberg.com/podcasts/series/master-in-business Podcast: Masters in Business on Apple Podcast #18: The EntreLeadership Podcast We're huge fans of Dave Ramsey and his radio show. The EntreLeadership Podcast, from Dave Ramsey and Ramsey Solutions, consists of “weekly conversations with America’s brightest business owners, thought leaders, and entrepreneurs that will help [listeners] win in business.” This podcast is hosted by George Kamel from Ramsey Solutions. Hosted by George Kamel, the EntreLeadership Podcast features lively discussions and tips on leadership and business by some of the top minds in the business, like Mark Cuban, Seth Godin, Jim Collins, and Simon Sinek. Topics covered in the EntreLeadership Podcast include trending business topics such as quiet firing and quiet quitting, trust, team culture, leadership, and a variety of other topics. Podcast Snapshot: Ramsey EntreLeadership Podcast AreteCoach 2022 Best Executive Coach Podcasts Rank: 18 ListenNotes Score: 65 Podcast Episodes to date: 465 Frequency: Weekly Website: https://www.ramseysolutions.com/shows/the-entreleadership-podcast Podcast: Ramsey EntreLeadership Podcast on Apple Podcast #17: HBR IdeaCast The HBR IdeaCast podcast is a “weekly podcast featuring the leading thinkers in business and management.” This podcast is hosted by senior editors at Harvard Business Review Alison Beard and Curt Nickisch. The HBR IdeaCast covers topics such as customer service, mentorship, bias, emotional intelligence, economics, and others. Podcast Snapshot: HBR IdeaCast AreteCoach 2022 Best Executive Coach Podcasts Rank: 17 ListenNotes Score: 66 Podcast Episodes to date: 649 Frequency: Weekly Website: https://hbr.org/2018/01/podcast-ideacast Podcast: HBR IdeaCast on Apple Podcast #16: Entrepreneurs on Fire Founded by John Lee Dumas, the Entrepreneurs on Fire podcast includes interviews with entrepreneurs. According to John Dumas, his goal with Entrepreneurs on Fire is to “deliver the inspiration and strategies” listeners “need to FIRE UP [their] entrepreneurial journey and create the life [they’ve] always dreamed of.” The Entrepreneurs on Fire podcast discusses topics such as social media ads, increasing sales, avoiding burnout, and others with leading entrepreneurs. Podcast Snapshot: Entrepreneurs on Fire AreteCoach 2022 Best Executive Coach Podcasts Rank: 16 ListenNotes Score: 69 Podcast Episodes to date: 1,998 Frequency: Daily Website: https://www.eofire.com/podcast/ Podcast: Entrepreneurs on Fire on Apple Podcast #15: WorkLife with Adam Grant Adam Grant is a leading organizational psychologist who interviews a variety of professionals to “explore the science of making work not suck.” He is a professor at the Wharton School of the University of Pennsylvania specializing in organizational psychology. According to TED, “from learning how to love criticism to harnessing the power of frustration, one thing’s for sure: You’ll never see your job the same way again.” WorkLife with Adam Grant was one of Apple Podcasts’ most downloaded new shows of 2018 and was the #1 show on the entire podcast chart for two weeks. PositivePsychology.com lists WorkLife with Adam Grant as an “Inspiring Life Coaching Podcast.” He is the author of “Think Again,” a book that has given us the opportunity to pause, reflect, and think about concepts in new ways. Podcast episodes discuss a variety of topics discussed that are of great interest to coaches such as: imposter syndrome, neuroscience, entrepreneurship, facing fear, and work culture. Podcast Snapshot: WorkLife with Adam Grant AreteCoach 2022 Best Executive Coach Podcasts Rank: 15 ListenNotes Score: 74 Podcast Episodes to date: 90 Frequency: Weekly Website: https://www.ted.com/podcasts/worklife Podcast: WorkLife with Adam Grant on Apple Podcast #14: Jocko Podcast The Jocko Podcast is hosted by retired Navy SEAL, Jocko Willink with director Echo Charles. According to Apple Podcasts, they “discuss discipline and leadership in business, war, relationships, and everyday life.” Jocko is a major headliner at conferences throughout the United States. The Jocko Podcast covers: insight from Medal of Honor recipients, mental health, leadership, and others. Importantly, the Jocko podcast is one of the most popular podcasts on the internet. Many of our own clients listen to the Jocko Podcast and find much value. Chartable ranks the Jocko podcast #1 on Apple Management Podcasts, #4 on Apple Business Podcasts, and #145 of all podcasts in the USA. We rank the Jocko Podcast #14 for Executive Coach Podcasts, not because they are not a great podcast, but because they are not focused on executive coaching as their focus. They have a lively show and do much great work for entrepreneurs, business owners, and executives looking to run their companies. Podcast Snapshot: Jocko Podcast AreteCoach 2022 Best Executive Coach Podcasts Rank: 14 ListenNotes Score: 80 Podcast Episodes to date: 477 Frequency: Twice Weekly Website: https://jockopodcast.com/ Podcast: Jocko Podcast on Apple Podcast #13: How I Built This with Guy Raz This is perhaps our favorite podcast, and we have listened to it for years. We have even modeled some of our own podcasting style after Guy Raz and his podcast. The How I Built This with Guy Raz podcast covers interviews between Guy Raz and “the world’s best-known entrepreneurs to learn how they built their iconic brands.” During these interviews, entrepreneurs share their “moments of doubt and failure, and share insights on their eventual success.” According to Apple Podcasts, the How I Built This podcast “is a master-class on innovation, creativity, leadership, and how to navigate challenges of all kinds.” Entrepreneurs and founders interviewed by Guy Raz on this podcast include Anthony Wood of Roku, Hamdi Ulukaya of Chobani, Steve Kaufer of Tripadvisor, and many others. Podcast Snapshot: How I Built This with Guy Raz AreteCoach 2022 Best Executive Coach Podcasts Rank: 13 ListenNotes Score: 83 Podcast Episodes to date: 472 Frequency: Twice Weekly Website: https://www.npr.org/series/490248027/how-i-built-this Podcast: How I Built This with Guy Raz on Apple Podcast #12: Breakthrough Builders Sponsored by Qualtrics, Breakthrough Builders is a show about people whose passions, perspectives, instincts, and ideas fuel some of the world’s most amazing products, brands, and experiences. It’s a tribute to those who have the audacity to imagine—and the persistence to build—breakthroughs. Host, Jesse Purewal has engaging, open conversations with accomplished leaders across the fields of technology, medicine, social impact, education, sports, public affairs, and society, revealing the personal influences and professional experiences that shape the way they imagine, innovate, and invent, so listeners can get the inspiration and insight they are looking for as they build their own breakthroughs. Podcast Snapshot: Breakthrough Builders AreteCoach 2022 Best Executive Coach Podcasts Rank: 12 Google Organic Page Rank for Executive Coaching Podcast: 10 ListenNotes Score: 38 Podcast Episodes to date: 65 Frequency: Published Twice Monthly Website: https://www.breakthrough-builders.com/ Podcast: Breakthrough Builders on Apple Podcast #11: Beyond High Performance The Beyond High Performance podcast is brought to us by the coaches and friends of the executive coaching firm, Novus Global, and the Meta Performance Institute for Coaching. They invite listeners to join them for intentional, vulnerable, thought-provoking conversations that illustrate the life-shifting power of coaching. This podcast consists of three unique shows: The Meta Performance Show which interviews top industry leaders on their paths to success, On Coaching which pulls back the curtain on the intricacies of life as a Novus Global Coach, and Your Finest Hour, which explores the unique dynamics between a coach and their client by bringing both on the show to unpack their coaching experience together. This podcast was crafted to help listeners grow as a coach, leader, employee, and human being, inspiring them to go beyond high performance and explore what they are capable of. Podcast Snapshot: Beyond High Performance AreteCoach 2022 Best Executive Coach Podcasts Rank: 11 Google Organic Page Rank for Executive Coaching Podcast: 9 ListenNotes Score: 39 Podcast Episodes to date: 57 Frequency: Published Periodically Website: https://mp.institute/podcast/ Podcast: Beyond High Performance on Apple Podcast #10: The Coaching & Leadership Podcast Jeanine Bailey, MCC, and Marie Quigley, MCC, co-host a podcast called the Empower World Coaching and Leadership Podcast. Their podcast incorporates coaching conversations and also includes interviews with great role models of coaches and leadership: coaches who lead with their heart, mind and soul. They are on a mission to interview coaching leaders who are making a significant, positive, and powerful impact with the people they are serving. They bring inspirational guests and their insights and words of wisdom to plant seeds of coaching leadership, authenticity, determination, resilience, kindness, growth, and contribution. They also share their own experiences as trainers, mentors, and coaches of fellow coaches, professionals, and leaders with their listeners. Podcast Snapshot: The Coaching & Leadership Podcast AreteCoach 2022 Best Executive Coach Podcasts Rank: 10 Google Organic Page Rank for Executive Coaching Podcast: 8 ListenNotes Score: 30 Podcast Episodes to date: 184 Frequency: Published Monthly Website: https://www.empower-world.com/leadership-podcast Podcast: The Coaching & Leadership Podcast on Apple Podcast #9: Top Executive Coaching Hosted by Tony Mayo, an experienced executive coach, the Top Executive Coaching podcast seeks to complement “Tony’s commitment to workplaces of humanity and prosperity.” Using a combination of his studies of brain science, high energy physics, and/or eastern philosophy as well as his years of management and sales in high-technology, Tony hosts the Top Executive Coaching podcast to help listeners overcome business and coaching-related challenges. His podcasts topics like: communication, breakthroughs, curiosity and empathy, entrepreneurship, and others. Tony has worked with Arthur Andersen & General Electric, founded boot-strap and venture-backed start-ups, and taught at the college, graduate, and executive levels. Podcast Snapshot: Top Executive Coaching AreteCoach 2022 Best Executive Coach Podcasts Rank: 9 Google Organic Page Rank for Executive Coaching Podcast: 7 ListenNotes Score: 29 Podcast Episodes to date: 59 Frequency: Periodically Website: https://tonymayo.com/ Podcast: Top Executive Coaching on Apple Podcast #8: The Millionaire Woman Show The Millionaire Woman Show provides weekly inspiration for people driven to be their BEST self in leadership, business, or human potential. Host, Debra Kasowski, PCC, is an award-winning bestselling author, speaker, and certified executive coach. Debra is also the past president of the ICF Edmonton Chapter. The goal of The Millionaire Woman Show is to share tips and strategies to help listeners live rich from the inside out and create a life they love! In this podcast, Debra focuses on the topics of leadership, business, and human potential. Podcast Snapshot: The Millionaire Woman Show AreteCoach 2022 Best Executive Coach Podcasts Rank: 8 Google Organic Rank for Executive Coaching Podcast Series: 7 ListenNotes Score: 39 Podcast Episodes to date: 300 Frequency: Published Weekly Website: https://debrakasowski.com/podcast-2/ Podcast: The Millionaire Woman Show on Apple Podcast #7: Coaching In the Workplace: Association for Coaching Podcast Channel The Association for Coaching Podcast Channel is a podcast from the Association for Coaching and is hosted by Sue Stockdale. In each episode, Sue “interviews leaders, executive coaches, and authors” “to discover the great rippling effect that coaching can have in business and society.” This podcast shares “stories and good practices along with “meaningful, engaging, and richly diverse conversations.” The Association for Coaching Podcast Channel covers topics such as neuroscience, mental health, relationships, service, social media, and other topics related to coaching. Podcast Snapshot: Coaching In the Workplace: Association of Coaching Podcast Channel AreteCoach 2022 Best Executive Coach Podcasts Rank: 7 Google Organic Page Rank for Executive Coaching Podcast: 6 ListenNotes Score: Not rated Podcast Episodes to date: 100 Frequency: Published Weekly Website:https://www.associationforcoaching.com/page/coaching_in_the_workplace_podcast_series Podcast: Coaching in the Workplace: The Association for Coaching Podcast Channel on Apple Podcast #6: CoachHub: Spark Leadership Produced by CoachHub, the *Spark Leadership podcast illuminates “professional and personal stories… that spark changes in individual learning, development, organizational transformation, and personal well-being.” This podcast is hosted by behavioral scientist, Windy Tshepiso Maledu. In each episode of the Spark Leadership podcast, “insights and predictions about the future of work” are explored “through in-depth conversations with some of the world’s brightest psychologists, entrepreneurs, HR professionals, and thought leaders in coaching and behavioral change.” Topics discussed on the *Spark Leadership podcasts include leadership, positive psychology, coaching ethics, culture, and a variety of other coaching topics. Podcast Snapshot: CoachHub: *Spark Leadership AreteCoach 2022 Best Executive Coach Podcasts Rank: 6 Google Organic Page Rank for Executive Coaching Podcast: 5 ListenNotes Score: Not rated Podcast Episodes to date: 38 Frequency: Published Weekly Website: https://www.coachhub.com/podcast/ Podcast: CoachHub *Spark Leadership on Apple Podcast #5: Coaching for Leaders Coaching for Leaders with Dave Stachowiak is a podcast with “bestselling authors, expert researchers, and everyday leaders.” According to Coaching for Leaders, 75% of listeners are “managers, executives, or business owners.” Dave works to “zero in on what’s most actionable from” the work of “top experts” on this podcast. This podcast covers topics with “experts, researchers, and New York Times bestselling authors” such as: leadership through difficulty, motivation and consistency, hiring, self-awareness, and emotional intelligence. Podcast Snapshot: Coaching for Leaders AreteCoach 2022 Best Executive Coach Podcasts Rank: 5 Google Organic Page Rank for Executive Coaching Podcast: 4 ListenNotes Score: 61 Podcast Episodes to date: 604 Frequency: Published Weekly Website: https://coachingforleaders.com/ Podcast: Coaching for Leaders on Apple Podcast #4: HBR: Coaching Real Leaders Hosted by Muriel Wilkins, and from Harvard Business Review, Coaching Real Leaders is a podcast show that “takes you inside real-life coaching sessions with leaders working to overcome professional challenges.” Each episode is a one-to-one coaching session between Muriel Wilkins and her podcast guest. Muriel and her guests tackle discussions on topics such as: career changes, building credibility as a leader, burnout, and leadership. Podcast Snapshot: HBR: Coaching Real Leaders AreteCoach 2022 Best Executive Coach Podcasts Rank: 4 Google Organic Page Rank for Executive Coaching Podcast: 3 ListenNotes Score: 50 Podcast Episodes to date: 37 Frequency: Published Twice Monthly Website: https://hbr.org/2020/12/podcast-coaching-real-leaders Podcast: HBR Coaching Real Leaders on Apple Podcast #3: The Look and Sound of Leadership The Look and Sound of Leadership hosted by Tom Henschel is an “ongoing series of Executive Coaching Tips designed” to help listeners “be perceived in the workplace” according to the way they want to be perceived. This podcast uses “an uncommon blend of storytelling and coaching” that gives listeners “practical tools” for practical application. Some topics of the Look and Sound of Leadership podcast include executive thinking, conflict resolution, team engagement, leadership, and others. Podcast Snapshot: The Look and Sound of Leadership AreteCoach 2022 Best Executive Coach Podcasts Rank: 3 Google Organic Rank for Executive Coaching Podcast Series: 3 ListenNotes Score: 57 Episodes: 229 Frequency: Monthly Website: https://essentialcomm.com/podcast/ Podcast: The Look and Sound of Leadership on Apple Podcast #2: Arete Coach Podcast: the Art and Science of Executive Coaching The Arete Coach Podcast is hosted by executive coach Severin Sorensen, M.Phil, and periodic guest host Ozzie Gontang, Ph.D. The podcast features interviews with high-impact executive coaches, authors, scholars, and coaching industry experts on the art and science of executive coaching. Guests share their unique journeys into the coaching industry, exploring lessons and learnings on their journey to coaching excellence including their best tools, techniques, and questions. The podcast also hosts executive coaching conversations with special episodes on coaching industry research, the economy, industry trends impacting executive coaches and business owners, CEOs, and key executives. We seek to debunk myths and folklore in coaching and dig into the research to find what works, and why, to help coach practitioners be better coaches. Podcast Snapshot: Arete Coach Podcast AreteCoach 2022 Best Executive Coach Podcasts Rank: 2 Google Organic Rank for Executive Coaching Podcast Series: 2 Google Organic Page Rank for Executive Coaching Podcast: 2 ListenNotes Score: 52 Podcast Episodes to date: 102 Frequency: Published Weekly Website: www.aretecoach.io/podcast Podcast: Arete Coach Podcast on Apple Podcast #1: Excellent Executive Coaching: Growing Your Business and Enhancing Your Craft Hosted by Dr. Katrina Burrus, MCC, and founding Board Member for ICF Switzerland, the Excellent Executive Coaching podcast discusses examples of “leadership coaching issues and challenges” and gives listeners “coaching tips, strategies, and resources” through discussions between “professional coaches and leaders.” Katrina’s podcast is a contribution to the field of coaching and supports the coaching methodology promulgated by the International Coaching Federation (ICF). Her podcast covers topics such as leadership, growing your business, storytelling, networking through social media, attracting and retaining employees, and psychological safety. Podcast Snapshot: Excellent Executive Coaching AreteCoach 2022 Best Executive Coach Podcasts Rank: 1 Google Organic Rank for Executive Coaching Podcast Series: 1 Google Organic Page Rank for Executive Coaching Podcast: 1 ListenNotes Score: 39 Podcast Episodes to date: 254 Frequency: Published Twice per Week. Website: https://mkbconseil.ch/eec-podcast/ Podcast: Excellent Executive Coaching on Apple Podcast Honorable Mentions Dare to Lead with Brené Brown Brené Brown’s newest podcast “Dare to Lead” is based on her book of the same name, which debuted at #1 on the New York Times, and Wall Street Journal bestseller lists. On Dare to Lead with Brené Brown, she shares “conversations with change catalysts, culture-shifts, and more than a few troublemakers who are innovating, creating, and daring to lead.” Brené Brown is a researcher at the University of Houston and a storyteller who’s “spent the past two decades studying courage, vulnerability, shame, and empathy.” Unfortunately, this podcast is only available on Spotify or her website, nor does the podcast rank on ListenNotes to gauge the listening audience. However, I can say that one of her guest episodes on another podcast, created a ListenNotes score of 73. Her Dare to Lead podcast covers topics such as mentorship, company culture, quiet quitting, engagement, and leading through crisis. Podcast Snapshot: Dare to Lead with Brené Brown ListenNotes Score: None Podcast Episodes to date: 56 Frequency: Published Weekly Website: https://brenebrown.com/podcast-show/dare-to-lead/ Podcast: Not available on Apple Podcast, see website for access Small Things Often In executive coaching, we coach the whole person and that often includes dealing with personal life issues that are impacting the leader and their business. There are few things that will cut one’s financial worth in half quicker than a divorce. The Small Things Often Podcast, is a podcast from the Gottman Institute, that explores how “successful long-term relationships are created through small words, small gestures, and small acts.” With each episode of the podcast, listeners are given “simple, proven, quick tips to help [them] deepen and enhance [their] relationships.” The podcasts are short, and their impact is long. This podcast is highly recommended for any that wish to improve their own relationships or help others strengthen their relationships with others. Topics discussed in the Small Things Often podcast include humor, marriage and family, conflict management, and other topics related to relationships, marriage, and communication. Podcast Snapshot: Small Things Often ListenNotes Score: 55 Podcast Episodes to date: 100 Frequency: Published Twice Weekly Website: https://www.gottman.com/podcast/ Podcast: Small Things Often on Apple Podcast Women in Family Business Podcast WIFB is a global initiative that offers an opportunity to women from all over the world to share their thoughts on matters relating to the family enterprise and sustainable business practices, connect with their peers, and contribute to the creation of a strong community. Podcast Snapshot: Women in Family Business Podcast ListenNotes Score: 23 Podcast Episodes to date: 56 Frequency: Published Twice Monthly Website: https://womeninfamilybusiness.org/podcast/ Podcast: Women in Family Business on Apple Podcast In closing So there you have it, our first annual Arete Coach Best Executive Coach Podcast line up. It was fun for us to pull this together and weigh and measure the merits of each podcast given the available data. I trust that listeners will be aware of other podcasts that should be considered for inclusion next year, and we invite you to please notify us by contacting us. We congratulate all of the podcast hosts and creative teams that put together all of these amazing executive coaching podcasts for us each week. There is a lot of work that goes into each episode. References Association for Coaching Podcast Channel https://www.associationforcoaching.com/page/coaching_in_the_workplace_podcast_series Arete Coach Podcast. https://www.aretecoach.io/podcast. Art Of CoachingTM - Be the leader your community needs. Art of CoachingTM. https://artofcoaching.com/. Masters in Business https://www.bloomberg.com/podcasts/series/master-in-business. Burrus, K. M., Executive Leadership Coaching Dr. Katrina Burrus, International Speaker. MKB Excellent Executive Coaching. https://mkbconseil.ch/eec-podcast/. Business Accelerator Podcast. https://www.businessacclerator.com/podcast. Coaches on Zoom Drinking Coffee. https://www.buzzsprout.com/1985248?utm_source=listennotes.com. CoachHub *Spark Leadership Podcast. Coachhub. https://www.coachhub.com/podcast/. Coaching and Positive Psychology. https://www.buzzsprout.com/1869851?utm_source=listennotes.com. Coaching for Leaders - Leadership podcast by Dave Stachowiak. https://coachingforleaders.com/. Coaching Real Leaders. Harvard Business Review. https://hbr.org/2020/12/podcast-coaching-real-leaders. Coaches Rising. https://www.coachesrising.com/podcast/. Dare to Lead Brené Brown. https://brenebrown.com/podcast-show/dare-to-lead/. Entrepreneurs On Fire With John Lee Dumas. https://www.eofire.com/podcast/ EOS Worldwide. https://www.eosworldwide.com/podcast. The Look and Sound of Leadership Podcast https://essentialcomm.com/podcast/. HBR IdeaCast. Harvard Business Review. https://hbr.org/2018/01/podcast-ideacast. How I Built This. NPR.org. https://www.npr.org/series/490248027/how-i-built-this. Jocko Podcast – Leadership and Discipline. https://jockopodcast.com/. John Maxwell Leadership Podcast. https://johnmaxwellleadershippodcast.com/. Matt Reustle - Harvard Business Publishing: A Case Study. https://www.joincolossus.com/episodes/11293970/reustle-harvard-business-publishing-a-case-study?tab=transcript. Ramsey Solutions. The EntreLeadership Podcast. https://www.ramseysolutions.com/shows/the-entreleadership-podcast. The Coaching Psychology Pod on. Apple Podcasts. https://podcasts.apple.com/ie/podcast/the-coaching-psychology-pod/id1608066740. TED Business. TED Talks. https://www.ted.com/podcasts/ted_business. The Gottman Institute. Small Things Often. https://www.gottman.com/podcast/. The McKinsey Podcast on Business & Management. McKinsey & Company. https://www.mckinsey.com/featured-insights/mckinsey-podcast. The Science of Happiness. Greater Good. https://greatergood.berkeley.edu/podcasts/series/the_science_of_happiness?utm_source=listennotes.com. Women at Work. Harvard Business Review. https://hbr.org/2018/01/podcast-women-at-work WorkLife with Adam Grant: A TED original podcast. TED Talks. https://www.ted.com/podcasts/worklife?utm_source=listennotes.com. Copyright © 2022 by Arete Coach LLC. All rights reserved. Reproduction allowed with citation.

There are a variety of definitions for positive psychology. According to the University of Pennsylvania, “positive psychology is the scientific study of the strengths that enable individuals and communities to thrive. The field is founded on the belief that people want to lead meaningful and fulfilling lives, to cultivate what is best within themselves, and to enhance their experiences of love, work, and play.” The International Association of Positive Psychology states that positive psychology “focuses on the study and practice of the positive emotions, strengths, and virtues that make individuals and institutions thrive.” What is positive psychology? Deana Murphy, Ph.D., states in her article “Positive Psychology Can Maximize Your Impact, Performance and Help You Flourish in Work and Life,” that positive psychology is, ”the scientific study of what makes life most worth living—optimal functioning, performance, and wellbeing. It aims to build the best things in life and crystallizes the concepts of total well-being including happiness, engagement, grit, meaning, unique strengths and virtues, relationships, resilience, and optimism. In doing so, it explores the positive skills, experiences, characteristics, and practices that enable individuals, institutions, and communities to excel and flourish” At its core, positive psychology focuses on Strengths (not weaknesses) Opportunities (not setbacks) Thriving and what it takes to thrive Being the best possible version of yourself 5 factors of positive psychology: the PERMA model Martin Seligman, an individual considered to be the founder of the positive psychology movement, outlined “five components that people pursue because they are intrinsically motivating and they contribute to wellbeing” now called the PERMA Model (Madeson, 2017). The PERMA Model stands for: P: positive emotion In a lecture published by ThinkersInResidnece, Dr. Martin Seligman makes a powerful statement: “I want to make sure you don’t mistake positive psychology for the smiley face… it’s very important that you know that cheerfulness is normally distributed in the human population. And the second thing to know is that cheerfulness is strongly genetically based, it’s about 50% inheritable.” - Dr. Martin Seligman So while positive emotion (cheerfulness) is a part of positive psychology, it is not a forced emotion of happiness overly pushed on clients or others. It is not the placement of a smiley face sticker over challenges or failures. Instead, Dr. Seligman explains that by using positive psychology, the level of positive emotions in others can be raised relative to their starting point per individual (Seligman, 2012). E: engagement Engagement is closely related to the concept of “flow” or “the loss of self-consciousness and complete absorption in an activity… living in the present moment and focusing entirely on the task at hand” (Madeson, 2017). Dr. Seligman explains that this is a question of “when time stops for you, when you are one with the music, when you are in flow.” This state of engagement or “flow” occurs when an individual's “highest strengths are just matched with the highest challenges that come [their] way” (Seligman, 2012). In short, engagement is when you are at your best, your peak performance, accomplishing the most that you can with a current skillset. R: relationships Good relationships are the third factor of the PERMA model. In his presentation, Dr. Seligman shares that “good relationships are a skill” and that the skills necessary to build good relationships can be taught to others (Seligman, 2012). These good relationships help individuals feel “supported, loved, and valued by others” (Madeson, 2017). M: meaning To find or have meaning is to belong to or serve “something that is bigger than the self” (Seligman, 2012). This sense of meaning can help “individuals focus on what is really important in the face of significant challenge or adversity” (Madeson, 2017). A: accomplishment Accomplishment is also known as “achievement, mastery, or competence.” Essentially, it is achieving your goals and increasing your confidence via this achievement (Madeson, 2017). The history of positive psychology The field of positive psychology was founded in 1998 (IPPA, n.d.) by Martin Seligman, commonly referred to as “the father of contemporary positive psychology” (Taher, 2015). However, the journey to positive psychology began long before 1998. The tragedies of WWII had a massive impact on the focus of psychologists in the post-WWII era. A 2019 article from Istanbul University, argues that “the ‘golden age’ of social psychology was driven by the traumas of fascism” and that “emerged as a response to humans’ violation of different rationality norms” (Yilmaz & Bahçekapili, 2019). As a result, post-WWII psychologists were focused on “treating abnormal behaviors and the resulting mental illnesses” (Taher, 2015). Later on “humanist psychologists” such as Abraham Maslow, Carl Rogers, and Eric Fromm became “dissatisfied with this approach” and started turning the tide towards the future of positive psychology (Taher, 2015). Taher of PositivePsychology.com outlines 3 waves of psychology that had to take place before positive psychology could be created. The disease model Much like post-WWII psychologists, psychologists from the second half of the 19th century and early 20th century were “concerned with curing mental disorders and human complexes of various kinds.” Psychologists under the “disease model” were concerned with the diagnosis and curing of those with mental illnesses (Taher, 2015). Behaviorism Behaviorism was founded by B.F. Skinner who “believed that free will was an illusion and human behavior was largely dependent on the consequences of our previous actions”. This model of psychology focuses on reward systems and the “why” behind human behavior (Taher, 2015). Humanistic psychology Humanistic psychologists believed that behavior “is determined by our perception of the world around us and its meanings” and that humans by nature are “internally influenced and motivated to fulfill our human potential.” Psychologists using this model saw the human as greater than the sum of their parts and focused on topics such as consciousness, responsibility, meaning, and intentions. Positive psychology The former waves of psychology built upon one another and led to the development of positive psychology. Through the former waves of psychology, a trend is evident: the continual increase in the focus on how to help instead of how to cure. As many great movements and advances in science, the foundation of positive psychology is the result of many years of study and many great minds. While Dr. Martin Seligman is considered the founder of positive psychology by many, there are a variety of other influential psychologists who played a role in its development such as William James, Abraham Maslow, Mihaly Czikszentmihalyi, and Christopher Peterson (Taher, 2015). All of these great minds resulted in Seligman’s efforts to use his APA (American Psychological Association) presidency “to initiate a shift in psychology’s focus toward a more positive psychology” and to focus on “what was ‘right’ and worthy of replication, such as kindness” (Murch, 2020) Positive psychology and coaching With the definition of positive psychology in mind, how does positive psychology relate to executive coaching? There is one key and significant overlap between these two fields: the desire to help individuals achieve their best. The International Coaching Federation (ICF) states that coaching helps individuals “advance their careers and enhance their personal lives” (ICF, 2021). The primary goal of positive psychology is to help others learn how to thrive and achieve their best. While there are key differences such as a psychologist's ability to look into their client’s past and a coach's skill in looking to future potential, executive coaches and life coaches alike would be wise to consider insight from the positive psychology field. Why implement positive psychology in your coaching There are several reasons aside from the similarities between positive psychology and coaching that a coach should consider implementing insights and practices from the positive psychology field into their coaching practice. Consider the following research findings. Establishing the helping relationship In an article by Professor Gary R. Low and Richard D. Hammett, it was found that “a helping relationship with [a coaching] client is established easier and faster when the internal frame of the client is respective with a positive assessment” (2020). By acknowledging the strengths of a client, executive coaches reinforce their state of “non-judgment,” an essential component of an executive coaching practice. This has the potential to make a coaching client feel a greater sense of “psychological safety.” According to Michigan State University, this sense of psychological safety can encourage greater levels of “creativity and innovation.” At its core, coaching from a strengths-based perspective tells clients “I am here to help and support, not to judge or tear you down.” Increasing positive outcomes and impacts Furthermore, in an article from the International Journal of Innovation, Creativity, and Change, it was found that “social work and human services professionals can see great outcomes when they work with the inherent strengths of individuals, family groups, and organizations.” Essentially, a strengths-based approach in a helping profession (such as social work) helped individuals “pick up their bits and pieces and reconstruct hope for the future” (Pulla, 2017). A 2020 article from the Journal of Happiness Studies studied the impact of positive psychology, short-term, strengths-based coaching. They found that short-term and strengths-based coaching can “increase… work engagement and performance and promote optimal functioning in organizations” (Peláez, Coo, & Salanova, 2020). Additionally, Dr. Anthony Grant advocated for the use of solution-focused questions, a form of positive psychology in coaching, as opposed to problem-focused questions, due to their increased positive outcomes in coaching (Grant, 2014). Dr. Grant and colleague Michael Cavanagh also state that positive psychology can help coaches develop “new connections and new meanings and, ultimately, new patterns of actions” with coaching clients (Grant & Cavanagh, 2011). Increase in the overall wellbeing of clients Positive psychology exercises have the potential to increase overall well-being in coaching clients. For example, research from the Electronic Journal of Applied Psychology found that 3 out of 5 online positive psychology interventions increased the measured well-being of intervention participants. Additionally, when participants had “mild to moderate depression symptoms at baseline, there was significant symptom reduction” (Mitchell, Vella-Brodrick, & Klein, 2010). While executive and life coaches are not trained to work with mental illnesses such as depression, it is important to note the effects that positive psychology can have on mindset and overall well-being as indicated by this study. Increasing the ability to see and seize opportunity Positive psychology in coaching can also help clients practice seeing the opportunities available to them, as opposed to overly focusing on the challenges or fears that hold them back. Positive psychology exercises and strategies can help coaches think more positively. Instead of seeing failures as simply setbacks, positive psychology in coaching can acknowledge the strengths and learnings gained from these failures. Doing this can help clients use positive psychology in their own lives, helping them see opportunities in challenges ultimately becoming “more resilient and successful” (Stewart, 2014). By using positive psychology, coaches can help their clients see opportunities in challenges and the bright side of negative situations, creating room for growth in seasons of difficulty. Positive psychology exercises and strategies Below we outline several positive psychology exercises and strategies that executive coaches and others can use in their coaching practice to harness the benefits of positive psychology within their coaching practice. The what went well exercise In this exercise, coaching clients are instructed to write down 3 good things that went well and to reflect on why they went well before they go to sleep each night. Dr. Seligman explains that “it works because it changes your focus on the things that go wrong in life to things that you might take for granted that go well.” Dr. Seligman also states that doing this can “break up depression” and “increase happiness.” In doing this exercise, it is important to write down the reason these things went well to increase the detailed remembrance and reflection of the event (Seligman, 2009). When applying this to a coaching population, Regina Cook of ICF, found that her coaching clients who did this shared “that they were quicker to note smaller accomplishments throughout the day” and that doing this exercise “enhanced their engagement in activities.” They additionally shared that it was “easier to immerse themselves in their daily tasks without getting distracted” (Cook, 2018). Positive reminiscence The goal of this exercise is to “help clients cultivate positive emotions through savoring,” also known as “the awareness of pleasure and the ability to acknowledge, appreciate, and enhance positive experiences” (Houston, 2019). This exercise instructs clients to review a previous event that “evokes positive emotions” and to visualize that even in as much detail as possible. Research from The International Journal of Aging and Human Development has found that savoring (or reflecting on positive experiences) was associated with a “higher life satisfaction” regardless of the physical health of the study participants (Smith & Bryan, 2016). Additionally, research from Frontiers in Psychology has found that savoring can increase resilience in the face of “social-evaluative hassles” or stressful situations. After experiencing a stressful social event, participants who were given a savoring intervention reported: “higher levels of positive emotions” (Klibert et al., 2022). This indicates that positive reminiscence can help individuals increase their resilience against stressful events. Positive anticipation From the same research article in the Frontiers in Psychology, it was found that positive anticipation was also associated with increased levels of positive emotions after stressful events (Klibert et al., 2022). In Klibert et al.’s research, they had participants anticipate a positive event by planning “the vacation of your dreams.” They were instructed to imagine what they will “hear, see, smell, taste, and feel,” and who would join them and “how their presence may contribute to [their] sense of joy and excitement.” Doing this increased participants' “positive emotions” after a stressful social event (Klibert et al., 2022). Executive coaches can use this strategy in their coaching by encouraging clients to reflect on future positive outcomes and possibilities. Asking questions that encourage reflection on future goal attainment and opportunities for success can be a way that executive coaches can encourage positive anticipation. Finding the lessons within failures Another exercise that can be used with coaching clients helps clients identify the learnings and insights gained from past failures or challenges. The primary goal of this exercise is to “help clients focus on the positive characteristics of negative life events” (Houston, 2019). It’s important to remember that executive coaches are obligated to provide references to mental health professionals for discussions regarding past traumatic experiences or mental health challenges. When using this strategy within executive coaching, executive coaches can ask questions such as “what is a valuable failure you have learned from in your career journey?” This strategy can also be used in the present tense when discussing current business challenges by asking “what might you learn in this experience?” “how can this help you or your business?” or “what have you learned so far from this experience?” Questions that apply the PERMA Model Executive coaches can also acknowledge the PERMA Model within their question asking and discussions with clients. Using the previously discussed PERMA Model, here are several powerful questions that relate to each section of the PERMA Model. P: positive emotions What is a powerful learning you gained from this experience? What are three things that you have accomplished or learned since our last meeting? What is a strength of yours? How can you use this strength in this challenge? What are you grateful for? What fills you with joy? Why? E: engagement When are you in your “flow” state? Describe what you were doing and how you felt. When are you at the “top of your game”? What helps you increase your focus? Is there a specific time of day when you are in your “flow” state? R: relationships How are your relationships with your managers and employees? What relationships in your business and life are you grateful for? What mentors and role models do you have in your life? M: meaning What is your “why”? Where do you see yourself in 10, 20, 30+ years? What is your ultimate goal? A: accomplishment Share a time when you felt especially accomplished this week. What accomplishment makes you the proudest? What goals have you recently accomplished? Do you have daily goals? If so, how do you feel after accomplishing these? The main takeaway Positive psychology is the result of many years of growth and development within the field of psychology and is a great source of knowledge and insight for executive coaches and other coaches alike. There are a variety of benefits to positive psychology exercises such as increased establishment of the helping relationship, increased positive outcomes and impacts, increases in overall wellbeing, and an increase in the ability to see opportunities in challenges. Executive coaches can use a variety of techniques and questions to incorporate positive psychology into their coaching practice. Reference Ackerman, C. E. (2018, April 20). What Is Positive Psychology & Why Is It Important? PositivePsychology.com. Retrieved September 22, 2022, from https://positivepsychology.com/what-is-positive-psychology-definition/#definition-positive-psychology. Cook, R. (2018, September 13). Applying Positive Psychology Coaching to Your Practice. International Coaching Federation. Retrieved September 22, 2022, from https://coachfederation.org/blog/positive-psychology-coaching. Grant, A. (2014, May 21). Coaching as An Applied Positive Psychology: Translating Research into Practice [Slides]. International Positive Psychology Association. https://www.ippanetwork.org/2014/06/22/anthony-grant/. Grant, A., & Cavanagh, M. (2011). Coaching and Positive Psychology. Designing Positive Psychology, 293–310. https://doi.org/10.1093/acprof:oso/9780195373585.003.0019. Houston, E. B. (2017, September 30). 19 Top Positive Psychology Exercises for Clients or Students. PositivePsychology.com. Retrieved September 22, 2022, from https://positivepsychology.com/positive-psychology-exercises/. ICF. (2021, November). Home. Experience Coaching. Retrieved September 22, 2022, from https://experiencecoaching.com/?utm_source=ICF&utm_medium=direct-link&utm_campaign=icf-to-ec. International Positive Psychology Association. (n.d.). About IPPA. International Positive Psychology Association. Retrieved September 22, 2022, from https://www.ippanetwork.org/about/. Klibert, J. J., Sturz, B. R., LaBarge, K. L., Hatton, A., Smalley, K. B., & Warren, J. C. (2022, March). Savoring Interventions Increase Positive Emotions After a Social-Evaluative Hassle. Frontiers. Retrieved September 22, 2022, from https://www.frontiersin.org/articles/10.3389/fpsyg.2022.791040/full. Low, G. (2020, November 3). Grounding Professional Coaching Practice with Positive Assessments of Emotional Intelligence. Library of Professional Coaching. https://https://libraryofprofessionalcoaching.com/tools/instrumentssurveysquestionnaires/grounding-professional-coaching-practice-with-positive-assessments-of-emotional-intelligence/16/. Madeson, M. (2017, February 24). Seligman’s PERMA+ Model Explained: A Theory of Wellbeing. Positive Psychology. https://https://positivepsychology.com/perma-model/. Michigan State University. (n.d.). Psychological Safety and DEI. Retrieved September 22, 2022, from https://https://workplace.msu.edu/psychological-safety-and-dei/. Mitchell, J., Vella-Brodrick, D., & Klein, B. (2010, December 30). Positive Psychology and the Internet: A Mental Health Opportunity. E-Journal of Applied Psychology, 6(2). https://doi.org/10.7790/ejap.v6i2.230. Murphy, D. (2020, November 6). Positive Psychology Can Maximize Your Impact, Performance and Help You Flourish in Work and Life | Library of Professional Coaching - Part 3. Library of Professional Coaching. Retrieved September 22, 2022, from https://libraryofprofessionalcoaching.com/concepts/schools-of-coaching/appreciative/positive-psychology-can-maximize-your-impact-performance-and-help-you-flourish-in-work-and-life/3/. Pulla, V. (2017, November). Strengths-Based Approach in Social Work: A distinct ethical advantage. International Journal of Innovation, Creativity and Change, 3(2), 97–114. Seligman [happierdotcom]. (2009, November 20). Three Good Things [Video]. YouTube. Retrieved September 22, 2022, from https://www.youtube.com/watch?v=ZOGAp9dw8Ac. Seligman [ThinkersInResidence]. (2012, December 14). PERMA [Video]. YouTube. Retrieved September 22, 2022, from https://www.youtube.com/watch?v=iK6K_N2qe9Y. Smith, J. L., & Bryant, F. B. (2016, September 22). The Benefits of Savoring Life. The International Journal of Aging and Human Development, 84(1), 3–23. https://doi.org/10.1177/0091415016669146. Stewart, J. (2014, July 2). How to Coach with Positive Psychology and Emotional Intelligence | Library of Professional Coaching - Part 2. Library of Professional Coaching. Retrieved September 22, 2022, from https://libraryofprofessionalcoaching.com/research/eq-ei/how-to-coach-with-positive-psychology-and-emotional-intelligence/2/. Taher, R. M. A. (2015, February 12). The 5 Founding Fathers and A History of Positive Psychology. PositivePsychology.com. Retrieved September 22, 2022, from https://positivepsychology.com/founding-fathers/. University of Pennsylvania. (n.d.). Positive Psychology Center. University of Pennsylvania. Retrieved September 22, 2022, from https://ppc.sas.upenn.edu. Yılmaz, O., & Bahçekapili, H. G. (2017). Rethinking the Golden Age of Social Psychology. Studies in Psychology, 39(1), 195–207. https://www.semanticscholar.org/paper/Rethinking-the-Golden-Age-of-Social-Psychology-Yilmaz-Bah%C3%A7ekap%C4%B1l%C4%B1/c2cf000125609e1ad9115113a4d6caa31c5acbb1. Copyright © 2022 by Arete Coach LLC. All rights reserved.

From Wiki, "Ikigai is a Japanese concept that means 'a reason for being.' The word refers to having a meaningful direction or purpose in life, constituting the sense of one's life being made worthwhile, with actions (spontaneous and willing) taken toward achieving one's Ikigai resulting in satisfaction and a sense of meaning to life." In this article, we review what the term "Ikigai" means, the origin and operations of it, and how you can achieve it by considering four questions. The definition of Ikigai From IkigaiTribe we learn that Kamiya had two forms or definitions for ikigai: (i) Ikigai: something that is a source of Ikigai—for example, my child is my joy, and (ii) Ikigai-kan: the state of mind of when one is feeling Ikigai associated to a source—for example, what I do is an expression of my joy. In 1966, Mieko Kamiya was one of the first researchers to write and publish about Ikigai in her book titled, Ikigai-ni-Tsuite (What Makes Our Life Worth Living). Kamiya wrote that for an individual to experience Ikigai-kan, that seven types of personal needs are simultaneously satisfied; namely: The need for life satisfaction The need for change and growth The need for a bright future The need for resonance The need for freedom The need for self-actualization The need for meaning and value Kamiya's work is often compared to Viktor Frankl's concept of finding meaning in life, and the importance of finding one's purpose as the vector leading to life's happiness. You can read more about this with Frankl's seminal work: Man's Search for Meaning (1959). Operations of Ikigai There is nuance to the various operations of Ikagi that have been summarized in the illustrations below. The center of the concentric circles is where Ikigai lives, and it is the point at which all factors come together in unity and purpose. In 2009 Dan Buettner gave a Tedx Talk on "How to live to be 100+." In this talk, Buettner explores the planet's blue zones where there are communities of centenarians living well beyond their 100th year of life—one of which is in Japan. In his findings, Buettner shares how diet, sleep, motion-focused and routine exercise, and restfulness helped one live many years longer. During the talk, the Japanese ethic of Ikigai was also mentioned. Inspired by Buettner's talk, Marc Winn prepared the following diagram to illustrate the concept and overlaps of the several drivers of Ikigai. Achieving Ikigai In achieving Ikigai, the four attributes of being and doing must be considered (as shown above) and are typically expressed by most authors in this order: Are you doing something you love? Are you doing something the world needs? Are you doing something that you are good at? Are you doing something that you can get paid for? Those who answer ‘yes’ to all four questions, in the order provided above, are truly the most happy and prosperous according to Ikigai. For some like Mozart, Van Gogh, and Tiger Woods, Ikigai has been achieved as they all did, or are doing, what they love and were paid for it. However, many do not answer ‘yes’ to all four questions. Instead, they focus on how to get paid and ensure to be good at it, then focus on what the world needs and what they love. For these individuals, which make up most of society, how can Ikigai be reached? Prioritizing dreams and aspirations in the right order Allen Hill, a previous mentor of Severin Sorensen, Curator and Host of the Arete Coach Podcast, gave sage advice that applies to the idea of achieving Ikigai: “You can have everything in this world if you put the things you want in the right order.” In achieving Ikigai, it’s all about re-ordering or repatterning one's life to get more of what you want. For example, if your goal was to have a Ferrari sports car in your youth, it could be possible, but at a great expense and peril to all other goals. You would likely have to forgo college and need to work several jobs just to pay for the vehicle along with a space to safely store the car. Putting this goal too early in life's earning cycle would likely strip all other goals from the horizon. However, what if you re-ordered this goal and bought an affordable automobile in your youth, went to college, started in a marketable career of your choosing, worked hard, progressed, along the way invested in more education and certifications, and built your career gaining some expertise? Your life earnings and earning power would increase. Eventually, if you still had the goal of owning a Ferrari, you might be able to do so with a much lesser percentage of your income expended on the vehicle in your later life. And hence the concept, if you put more of your dreams and aspirations in the right order, you will find you can reach more of them. Bringing Ikigai into your coaching practice Using prioritization methods and marketability signals as governors and guideposts for entrepreneurial journeys, follow the questions below to guide your career, or your coachees’ careers, in such a way that what you end up with is something that is needed, that you can get paid for, that you are good at, and is already (or becomes something) that you love to do. And when you find these things, you can reach your own state of Ikigai. From an economist's viewpoint, there are too many widgets made for which there are no viable markets. An idea does not become a product until somebody pays for it. Therefore, if we want to more productively help our coaching clients reach their own Ikigai, we might suggest a reorder of the selection process for approaching Ikigai this way: What does the world need? Be curious about what's selling now. What hard problems can be solved? What can't we do now that we might like to do in the future to create a better life? What can you get paid for? Lean into the concept of micro experiments: failing fast, failing cheap, and failing forward with minimally viable products (MVP) ideas and test them early on. Few people are smart enough to know what the market is willing to pay for, so test, put up your MVP and see what people will buy. The evidence of a paying customer is evidence of a market. What are you good at? After you have determined where the market is and what people will pay for, determine your own skill sets of what you are good at, what others tell you that you are good at, and explore with great curiosity all your passions, capabilities, and skills to see what things you are good at could earn you either a hobby income or full-time income or business in the future. What do you love to do? When our avocation equals our vocation, we are most happy. However, if you find that what you are good at, or what the market will pay for, is something you don't love to do, then perhaps ponder a way to leverage what you like to do and what others are good at. For example, consider organizing others to work in the areas that you are good at, and this will give you more time and maximize your contribution to the world in what you are best. Getting clients to think earlier like an entrepreneur about what the world needs and what people will pay for, will frequently lead to a higher opportunity for individuals seeking to find their own Ikigai. References García, H. (2016, April). Ikigai: The Japanese Secret to a Long and Happy Life. IkigaiTribe. (2020, March 23). Mieko Kamiya – The Mother of Ikigai Psychology. IkigaiTribe. https://ikigaitribe.com/ikigai/mieko-kamiya/. Kamiya, M. (1966). Ikigai-ni-Tsuite (What Makes Our Life Worth Living). Tilly, M. (Unknown). What Ikigai Means And How To Find Yours. The Institute of You. https://instituteofyou.org/what-ikigai-means-and-how-to-find-yours/. Buettner, D. (2010, Jan 6). How to live to be 100+. TED. https://www.ted.com/talks/dan_buettner_how_to_live_to_be_100. Copyright © 2022 by Arete Coach LLC. All rights reserved.

Episode #1094: In this episode of the Arete Coach Podcast, we interview Michele Barry, CEO, Vistage Chair, Executive Leadership Growth Coach, CEO Peer Group Leader, and Consultant who holds a Master of Literature and Accounting, as well as numerous certifications in areas including the Predictive Index, EQi 2.0, EQ-1 360, and Leadership Circle Profile. With Michele’s background as a former college athlete and teacher, paired with her current role as an executive coach and lifetime learner, we explore lessons from sports, parallels between sports and business, powerful questions, and nuances of performance coaching. About Michele Barry Michele Barry is a CEO, Executive Leadership Growth Coach, CEO Peer Group Leader, Vistage Chair, and Business Consultant. Michele is the CEO of M Barry Consulting out of Arlington, Massachusetts, and has been a Vistage Chair since 2005. Michele helps business leaders become better leaders who make better decisions and achieve better results. In 2007, Michele became a Vistage Mentor Chair and began helping Vistage Chairs start their groups and become effective leaders. In 2012, Michele became a faculty member of Vistage and started teaching new-hire and advanced training courses for experienced Chairs. Prior to her consulting and coaching, Michele was a lead change management consultant and director at Fidelity Investments. Michele also worked in the education, training, and learning fields at Politzer and Haney. She has served as a learning and development manager, instructional designer, development editor, English teacher, and Mathematics teacher. Michele is a Predictive Index Certified Partner practitioner, a certified EQI 2.0, and EQI 360 with Multi-Health Systems. She is also certified with the Leadership Circle Profile and a PI certified Talent Optimization Consultant. Additionally, Michele has a master’s degree in both literature and accounting. Key highlights Hockey and business Timestamp 05:43 During a discussion on Wayne Gretzky’s quote regarding skating to where the puck is, Michele relates the speed of a hockey game to the fast-paced nature of business. She explains that in a hockey game, “you have to pass [the puck] to where [your teammates] are going” because the game is always moving. In the same way, “the world around us is constantly changing” and business leaders must be able to respond to the challenges of both today and tomorrow. Michele states that “as leaders and as executive coaches… we have to be constantly anticipating tomorrow and preparing for tomorrow and leading our organizations into tomorrow.” Playing on the front foot Timestamp 07:52 Severin introduces the topic of being in “protection mode” instead of pushing forward in sports and business. In response, Michele shares insight on a phrase from soccer: “playing on the front foot.” She explains that when businesses are in “protection mode” they are also being risk-averse to a fault and failing to move forward. Michele states that “playing on the front foot is a metaphor for moving forward… continuing to be growth-minded in business.” Developing the next leaders Timestamp 17:59 Severin and Michele discuss how many of the experienced and skilled leaders in the workforce are currently retiring and leaving a “huge gap in leadership.” Because of this, “younger and lesser experienced people are promoted into higher titled roles than ever before, faster than ever before.” While some larger organizations have training and development ready to go, smaller businesses don’t likely have those resources. In light of this, Michele leads emerging leaders and advancing leaders groups that help develop young leaders so that they can fill the shoes of those who are retiring. Michele explains that when business leaders invest in the development of their younger employees, it sends a cohesive message that they “invest in [their] internal growing, growing people.” Meeting clients where they are Timestamp 20:44 From her time in the education and training industry, Michele learned the importance of meeting “people where they are” and being “nonjudgemental with respect to where somebody is.” She explains that she is working with people who do not need rescuing, but who are “already talented and need help to fully realize their potential.” The 3 C’s Timestamp 32:18 In discussing her personal mantras and rules for life, Michele shares that she tries to stay as curious as possible, as courageous as possible, and as compassionate as possible. These three features help her be a high-impact and successful coach. However, they are all connected and depend on each other. A discussion on quiet quitting Timestamp 43:26 Michele and Severin discuss insight from the trending topic of “quiet quitting.” Michele defines quiet quitting as “a hallmark of poor leadership and poor corporate culture” which she believes has been going on for decades. Severin and Michele discuss the importance of leadership in response to the quiet quitting trend. Michele states, “you gotta lead… leaders have to inspire. Leaders have to motivate. Leaders have to create cultures that are healthy, that are thriving. You have to create an environment that [people] wanna come to every day.” Download the transcript Click here to listen to the podcast, or click below to view the podcast outline and transcript: Copyright © 2022 by Arete Coach LLC. All rights reserved.

As we explore more deeply the art and science of executive coaching, it is vital that we stay up-to-date and current with the latest research on what methodologies make executive coaching a powerful and effective force for good. In October 2022, the International Journal of Wellbeing published, “Are character strength-based positive interventions effective for eliciting positive behavioral outcomes? A meta-analytic review.” This meta-analysis examines the effects of “strength-based positive interventions” on measurable behavioral outcomes. Below we discuss the meaning of this meta-analysis and determine how it impacts our coaching practices today. What is a meta-analysis? A meta-analysis is a culmination of all current research on a specific topic According to A B Haidich, a “meta-analysis is a quantitative, formal, epidemiological study design used to systematically assess previous research studies to derive conclusions about that body of research.” (2010) In summary, a meta-analysis is an examination of all the research conducted on a very specific topic. Researchers conducting meta-analysis studies identify their own criteria for what research studies will be included in their analysis and they also outline how they collected research studies (keywords, phrases, databases, and topics). Benefits of a meta-analysis Meta-analysis provides a “birds’ eye view” of current research Meta-analysis provides an overall view of the current body of research regarding a specific topic. By examining a meta-analysis, we get a “bird’s eye view” of the current knowledge regarding a specific topic. In this case, we get to examine the current state of research on strengths-based positive interventions and their effect on behavior. Meta-analysis studies such as these are especially useful when experimental and quantitative studies are not present or in short supply. It is important to note that due to ethical concerns, it can be difficult for researchers to create experimental studies with humans on topics such as well-being and positive/negative behavior. The goal of this study: do strengths-based positive interventions change behavior for the good? The goal of this study was to determine if strength-based positive interventions contributed to the development of positive behavioral outcomes. Researchers cite that while strengths-based positive interventions (referred to as SBPIs) are “an increasingly popular approach to behavior change” they “work under the assumption that personal strengths can be used to improve functioning.” Researchers state that this is an “assumption” due to the lack of research done on quantifiable behavioral outcomes. Instead, much research is focused on “affect and well-being” measures, collected from self-report studies. Their primary concern in this study is that SBPIs only contribute to changes in “self-perceptions” and not measurable “behavior change [that] is an essential ingredient in many treatment contexts”. Methods: how the study was conducted Using a “lengthy list” of key terms that “could potentially indicate a character strength” such as bravery, character, dignity, fairness, selflessness, teamwork, and self-regulation, researchers used “PsycINFO, Medline, ERIC, clinicaltrials.gov, and Cochrane Central Register of Controlled Trials databases” to find research articles from the time the database was published until February 2018. Their initial search “generated 769,202 references.” These references were then filtered through using the following criteria. The study must: Be published in a peer-reviewed venue Must be written in English Focus on at least one character strength Include a “comparison condition. Random assignment was not required” Must have “at least one outcome measure” reflecting a change in behavior, not just “emotional experience or attitude” Have provided “sufficient statistics” to calculate “at least one standardized mean difference between the active and comparison conditions at posttest” After filtering through the 769,202 references, only 16 articles met all of these criteria. The primary reason for disqualification was the failure to include “behavioral criteria” as a measurable result of SBPIs. Due to the small results, the search was repeated to include research studies from February 2018 to October 2020 (following the same criteria). This second search only resulted in 13 research studies that met all the criteria. Again, the primary cause of disqualification was a failure to include behavioral measures. With a total of 29 applicable research studies, “two doctoral students independently extracted data from each article” finding 48 analyses “that examined group difference in what was deemed a behavioral outcome at posttest.” The risk of bias was also studied for each of the 29 studies. Below is a synopsis of the included articles analyses from Table 2 of Bates-Krakoff et al’s research (2022). Click here to download the chart below. General Statistics and Bias Research computed statistics using “Comprehensive Meta-Analysis, Version 3.0.” According to their computations, the average length of all included interventions was 8.48 weeks and the average sample size was 229.07. When using the Knapp-Hartung-Sidik-Jonkman method, “the studies on average yielded a small, statistically significant effect size at posttest, g= o.32, 95% CI = [0.19, 0.46], p = .0001. In terms of bias, researchers “most studies were adequately blinded with the majority randomizing appropriately… overall, the results likely did not provide evidence for a substantial amount of methodological bias in these studies, though it should be noted that some of the descriptions were insufficient for judging bias.” Results Research indicates that strengths-based positive interventions can be useful interventions for encouraging positive behavioral change, but more research is warranted. Researchers found that across the 29 included studies “SBPIs had a small, statistically significant effect on behavioral outcomes with a mean effect size of g = 0.32” which is “consistent with results from other meta-analyses.” However, due to the small amount of research available, researchers also state that there is “currently insufficient basis for drawing firm conclusions regarding when, and for whom, SBPIs may be the most appropriate behavior change techniques.” They add that “research has consistently supported interventions that focus on strengths as contributors to well-being, and counseling psychologists, clinical psychologists, school psychologists, and coaching all value enhancing the sense of well-being in the populations with which they work.” They close by stating that their meta-analysis “should encourage…professionals to further explore the benefits of SBPIs on behavioral outcomes.” What does this mean for executive coaches today? This research indicates that using a strengths-based positive intervention approach to coaching can increase positive behavioral change in coaching clients. However, it is important to continue developing other methodologies within your coaching practice, due to the lack of research that relates strengths-based positive interventions (SBIPs) directly to behavioral change. It is important to note that positive psychology and general strengths-based coaching interventions have been shown to increase levels of well-being, further encouraging the use of SBPIs in coaching (Grant et al., 2009). While more research needs to be done specifically on the connection between SBPIs and positive behavioral change, it is a promising form of coaching methodology with current research indicating a potential for client benefit. Questions for coaches to consider When coaching, do you focus on your clients’ strengths or weaknesses? What might happen if you focus on their strengths? 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