11 februarie 2010 - írta: Dr. Kollár és társai blogja - Címkék: Cluj, coach, coaching, curs, formare, mediation, Napoca
THE PAST IS PAST THE FUTURE IS AHEAD – DESIGN IT TODAY!
“Looking over your training programme I became convinced of its utility and relevance.”
Dr. Orsolya Hoffman
Director of Kodolányi János University, professor
“…the professional references are excellent, too, as I suppose is your teaching... I will be following your results and development with close attention as I consider what you are doing to be of real value”
Nóra Szuhai, coach
All of our instructors
- university lecturers (professors) and experienced coaches –
are members of the
Hungarian Coach Association
which is a public utility foundation for the promotion of resilience, organisational awareness and life-enhancement
What are we offering?
- Marketable training, knowledge, skills and competence which can be changed into money on the labour market
- Knowledge, tangible methodology tried and successfully applied in our private practice
- Unique and effective teaching methods by university professors (lecturers), and experienced practising coaches
- Online and downloadable teaching materials (lecture slides, exercises, up-to-the minute assignments)
- Continuous personalized mentoring support and tutoring to ensure individual’s progress during their study
- Fellowship with the professional and student members of the Hungarian Coach Association
Who are we offering this course to?
We recommend our postgraduate training to those who wish to make their living as coaches, or to whom it is just important to improve the quality of their professional or private life. We recommend it also to those who manage or intend to manage consulting organizations, to those who practice, or wish to practice as consultants, advisors or trainers. Our training provides perspectives for those who would like to make their company or organisation more successful, or who are looking for new career opportunities, or are ready to retrain for a new profession.
Our graduates will be competent
as leaders
- to perceive a wider image of the workings of their organisation, and their on work within it, and thus be able to organize and run it creatively;
- to harmonize their career with their private life;
- to model their own lives in an innovative way.
as advisors
- to participate competently at all levels of the I.T. (information technology) society, in solving operational problems and in defining strategic aims and putting them into practice;
- to give informed support to the commissioning organisation, so their leaders fulfil their potential;
- to provide help as a personal life-consultant to managers or other persons who appeal for help.
Course members will get answers to the most important questions, i.e. what coaching is, how it helps, and who can benefit from coaching support. The training is mostly practice-based. This helps on one hand to acquire new subjects, which are unique in Hungary and which integrate the newest research results and on the other hand later leads to successful management and professional consulting.
Ontological coaching is novelty but multiple tested and very efficient method. Graduates of the course can confidently go on to find their place in different areas, such as life coaching, business or executive coaching.
Conditions of admission
BA or equivalent qualification (university, bachelor’s degree) is needeOtherwise, secondary education plus five years of professional practice can give access to the modules. The modules can be completed one by one, and a suitable certificate will be issued for each.
The length of the course is three semesters.
A graduate who completes the training is effective in the following ways:
- able to challenge crisis situations in personal and interpersonal relations, able to present resilient demeanour and provide models for overcoming the crisis;
- able to identify among the causes of conflict those whose resolution is most effective in neutralising/solving/overcoming the crisis;
- doesn’t want to change the people’s whole personality, but being able to assess the abilities and resources of the person asking for help, and can draw up a realistic strategy based on them which leads to the desired solution;
- has a grasp of the fundaments of logical reasoning, which makes it possible to present arguments in an appropriate manner, distinguishing between valid and invalid interferences;
- thinking in theory systems is able to participate in setting up different type of strategies from ideas to their realisation;
- competent in the management of specific projects;
- has the aptitude for organising and managing the necessary groups;
- creates the necessary optimal learning conditions in the subject groups or subunits (or even on an individual level), helps the specific phases of the learning processes which is necessary to ensure the functioning of the given organizations;
- can work out such detailed models (explicit ontologies), which are the most effective in solving the concrete problems;
- in crisis situations is able to operate such heuristic alternatives, from which he can select the possible alternatives (visions), and favour those, which are the most efficient to solve the problems in the given situation. With engineering precision, he can create programs from these visions up to the point where the coachee will be able to use them as their own, and for this period he protects him with a virtual incubator;
- able to evolve and gain acceptance for new value systems over against ethical values or educational principles and helps those who are socialized in an industrial society and who find it difficult to adjust to a new generation’s ethics;
- an effective communicator within his organization;
- has the presence and bearing to be convincing and decisive in advisory and decision-making situations.
- able to reveal those processes which are hindering the setting up and the functioning of the profit-oriented, or non-profit and civil organisations, and meanwhile is able to collect the possible resources which can help the organisation;
- can handle personal and interpersonal relations;
- can identify from all the problems those which cause difficulty and whose resolution helps the decision-making process most effectively;
- doesn’t want to change the whole organization, but can survey the existing competences, and develop strategies based on them;
- in the service of establishing and facilitating the decision-making of top managers can apply heuristics, which help in elaborating working alternatives (visions);
- he plans and promotes the knowledge-acquiring processes of the whole organization by helping the subunits with his advices to transform into a “holarchy” (mentoring, coaching, mediation, mentalization, resiliency);
- can provide such a consistent value system for the organization which helps the top management elaborate a transparent, fair, calculable, cooperative and autonomy based guiding and motivating environment;
- can co-operate in the development and realisation of different strategies;
- can create such detailed model worlds (explicit ontologies) which promote the most efficient methods for the running of the organisation;
- He is able to adapt flexibly and creatively to the continuously intensifying competition in the informational society (life-long learning etc.), which means that new challenges arise in the constantly changing environment. Applying practical intelligence he can open new, hitherto never seen perspectives to his organisation;
- can represent his organization on any forum as a successful communicator;
- has the presence and bearing to be convincing and decisive in advisory and decision making situations.
- be acquainted with the new media resources (such as websites, virtual worlds, multimedia, computer games and animations) and is able to make use of and exploit them;
- learns to think in and work within system of norms which bring the new media under his control
- he is familiar with the various subcultures, able thus to develop suitable strategies for them;
- able to evolve and gain acceptance for new value systems over against the historic ethical values or educational principles and helps those who were socialized in an industrial society and who find it difficult to adjust to a new generation’s ethics;
- he finds his way between different cultural interfaces, and applies his knowledge efficiently for the better working of his organisation;
- able to participate in the development of the communication between the 21st century’s info-sphere and the psycho-sphere
- can apply heuristics, which enable alternatives (visions). With engineering precision, he can create programs from these visions, meanwhile he provides the subject with a temporary virtual incubator;
- can co-operate in the development and the working out of different strategies;
- can positively influence the harmonious convergence between certain subgroups of society;
- able to represent his organization on any forum as a successful communicator;
- he is enabled as an advisor or a leader of an organization, to give successful answers to the challenges of the market.
WHAT IS COACHING?
We use the word to describe the work of the trainer in coaching his subject. Coaching as a career started in the United States of America. The concept started in the eighties from sport psychology and filtered through to business and interpersonal relations with the aim of raising performance and enhancing efficiency.
In the informational society an important discovery has been made, which says that not only those who are in crisis need advice but also persons who would like to bring more out of themselves, who desire to become more successful and more satisfied in many areas of their lives.
When is coaching needed/appropriate?
When we are in need of life counselling (Life coaching), when we are wanting to move on from an apparent impasse and need inspiration, when we have a problem with a situation, or with another person, or if as a leader we are in need of a conversation partner (sounding board) in managerial responsibility (business coaching).
Our intention is to train such bridging role-playing specialists, who among others can make use of the skills obtained in the course of their liberal arts education on the labour market in those areas from which hitherto they have been excluded. During the training the students with different hard skills learn how to communicate in a common language with each other (transdisciplinarity) and thus acquire a fresh attitude to their own and others’ speciality. This is necessary because this way can they give efficient answers to the challenges of the informational society and on the one hand they will be able to be integrated into a larger interdisciplinary organization (they carry over and introduce the special knowledge typical of different disciplines), while on the other hand they preserve, moreover confirm their identity originating from their original occupation.
Specialists can only become multifaceted and really valuable if they recognize that knowledge from different branches of science needs to be combined in an original way, and this is the purpose and end-result of our training, enhancing and complementing their capabilities with this specialized training.
SUMMARY OF METHODOLOGY
- Why other coaching-methods (such as solution-based coaching) are not effective?
The following quasi definition (which can be considered as an accepted coach-definition) can be read on the website of the Hungarian coach companies:
“Coaching is not concerned with the problem. Its questions apply exclusively to the future and the solution. >What do you want to achieve?< >What can you do differently (better) in the future?<”
The stated aim is to concentrate on the desired end result, instead of analysis and diagnosis. Unfortunately the coachee (the very person or organisation which is requiring the counselling) is lacking precisely the specific idea of what the desirable future for him might be, how to visualise in the detail, how to plan it element by element because his lack of skills in handling the crisis and his conceptual limitations prevent him from establishing the desired future.
If he were already capable of that, he would not be asking for help and coaching.
The bigger the necessary changes, the more difficult it is to cope with the unpredictability of all conceptually radical innovations.
- Why the so called ontological coaching developed by us works?
While we accept the premises of the solution-based coaching, which predicates progression from the problem level to the solution level, we do not believe the formulation of the future can be left to chance. With our method the coach and the coachee work within a heuristic explorer system, whose built-in meta-heuristic analyses continuously evaluate concepts (describing the desired future) which will work and which will not. The latter to be changed jointly, the former ones we continue to improve.
Through heuristics we create micro-worlds which have clear input and output, are transparent, and reveal so-called “weak ontology” which can be overcome. Weak ontology gives us a way to liberate the coachee from concepts and conceptual metaphors (invisible to himself) which he cannot distance himself from (such as remorse generators and self-defence mechanisms) and which are programming his behaviour adversely. During the coaching – introducing new conceptual metaphors and NLP techniques among others – the jointly generated ontologies work as models, which serve in the construction, adoption and comfort within the desired new worlds as well as their further development.
The aim is to transform the coachee into a holonic system, which is characterized by two basic features: endeavour for independence and inclination for cooperation. If cooperation is required in the course of his independent problem solving he is able to be creative, while he remains a self-governing decision-making person.
Our method is built on the recognition (coming from the cognitive sciences of our age, which is not properly respected by other coaching methods) which is referred to as embodied mind. In the theories about embodiment of the mind there is a common element which says that man and the world, the body and the mind form an inseparable whole. The consequence of this is that the border between the mind and the external world grows blurred, the mind flows over the brain (extended mind), meaning that man cannot be modelled without the world in which he lives. That is why we place such importance on ontologies in forming a vision of future.
The Massachusetts method, developed by us integrates diverse ways and means such as mediation, mentalization techniques, resilience awareness, projection and foresight.