Let’s start with a definition. The International Coach Federation (ICF –www.coachfederation.org), which is widely recognized in the US and internationally as the professional association for the coaching industry, defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” At Roving Coach International (www.rovingcoach.com), we like to say that coaching is “a confidential conversation all about you.”

The first exposure most of us had to a “coach” was when we participated in sports as a child. The coach not only motivated and encouraged you, but also told you what to do, how to do it, and when. The coach knew the rules of the game, was likely trained in coaching techniques, and had experience in the particular sport in which you were participating. With this background, it is easy to see why many people are doing a lot of different things and calling it coaching. Let’s start with a comparison of coaching and some of the other modalities often confused with coaching.

Mentoring vs. Coaching

A mentor has specific experience in the field or subject in question. The mentor often gives advice or tells the client what and how to accomplish something, based on the mentor’s own experience. Often, the mentor is in a position of unequal power such as an expert or a manager, making it unwise or uncomfortable for the client not to follow the mentor’s advice.

A coach has experience in the specific skills of coaching. She may also have other work or life experience in a number of different fields, but that expertise is not the basis of coaching. The relationship a coach has with her client is one of being an equal partner. The coach helps the client draw on his own expertise or helps him determine what input he might need. A coach does not give advice or tell a client what he should do or even how to do it. The coach may sometimes make suggestions, but it will usually be in the context of brainstorming a number of possible solutions from which the client may choose. The coach does NOT need to be an expert in your field to help you become highly successful. When someone tells you they are looking for a coach with expertise in a particular field, they are probably actually looking for a mentor or a consultant. A masterful coach can support clients in any field or profession.

Consulting vs. Coaching

A consultant is someone you hire for their expertise in a specific area, or with a specific type of situation or problem. The consultant will do the work of analyzing a problem and will deliver a solution. He may give the client an illusion of choice by offering multiple solutions (often to address variables in time or cost), but will usually have a preference for a specific solution which he suggests. The consultant may or may not be involved in the implementation and follow up of the solution, but is not often present on a daily basis.

Again, a coach is hired for her expertise in the coaching process. She starts with the basic understanding that the client is the expert in his own environment and totally capable of finding a solution. The coach supports the client in finding the best solution for his situation. Being part of the solution gives the client a better sense of ownership and empowerment. The coach will also help the client hold himself accountable for the implementation of the solution, with immediate analysis of the impact and ability to adjust mid-course as needed.

Therapy vs. Coaching

One of the biggest points of confusion we see with clients is whether coaching is the same as counseling or therapy. The answer is absolutely not! A therapist (although there is a difference between therapy and counseling, we will use one term here) generally sees clients who are not well from a mental or emotional perspective. His clients need to be supported to be healed. The therapist is an expert on mental and emotional problems and often prescribes a solution for a client (either through drugs or therapeutical activities and conversations). People often seek therapy because they need help coping with difficult situations and this therapy generally focuses on healing the past. It is important that the therapist directs and is in control of the session.

A coach sees the client as whole and healthy. (If they are not, they need to see a therapist.) The coaching discussion usually focuses on the present and future. Part of a coach’s expertise is in asking the masterful questions that assist clients in finding their own solutions. People seek coaching to maximize their strengths and capture synergistic energy between themselves and the coach. In a coaching relationship, the client is in control and chooses the direction of the session. The relationship between a coach and a client is collaborative.

Having made these distinctions, it is important to note that each of these modalities is important and may be the best solution at any given time. If you are looking for someone who has been on your path and can tell you what you need to do, you need a mentor. If you need someone with specific knowledge who can analyze your situation and give you a solution, hire a consultant. If you are struggling with life and its challenges and feel you are having difficulty coping, hire a counselor or therapist. If you want someone who will partner with you, recognizing your strengths and expertise, empowering and encouraging you, helping you identify solutions that not only solve your challenges but support your growth, and help you hold yourself accountable until you become successful… you need a coach.

What Coaching is NOT

Coaching is not…

• Giving advice or “how to” instructions
• Having a wandering conversation with no specific outcome
• Wallowing in a gripe session
• Teaching
• “Fixing” or healing
• Directing
• Sharing an imbalance of power 

Coaching is…

• A relationship based on mutual respect and understanding, established in trust and shared power.
• An advanced form of listening that acknowledges the client and also recognizes the importance of what is sometimes not said. A good coach must be highly intuitive.
• A platform for masterful questioning which supports the client in finding himself and the answers that resonate with him.
• A format for honest and direct feedback given in a professional, supportive and growth-affirming manner.
• An opportunity for new awareness, shifts in energy and perspective, and positive change.
• A dance that follows the client’s agenda, allowing them to wander when it is beneficial, and bringing them back on track when wandering is not productive.
• A guided conversation meant to forward the client’s agenda.
• A forum for finding solutions, designing strong action plans and setting goals.
• A structure for a client’s responsibility and self-accountability.
• A skilled interaction provided by a highly-trained and experienced professional. 

How to Select a Great Coach

When you are seeking a good coach, ask them about their training and experience. Take a look at the program where they studied coaching. What are the requirements for graduation? Is the program ICF accredited? If the coach has no formal training, that should be a red flag encouraging you to run for the exit. Ask them not only how long have they been coaching, but how many clients they have coached. Ask them about the type of clients they have typically worked with. Ask for references and ask those references about the outcome of their coaching. Most of all, arm yourself with education about what coaching is and is not, and trust your instincts about the person you are considering to enter this special relationship with you.

The ROI of Coaching

Now you know what coaching is, but how do you know if it is an effective tool that can really benefit your employees and your company? A number of studies were performed between 1999 and 2009 which captured the return on investment companies might expect when hiring a coach to work with their employees, showing an ROI ranging from 5.29 to 7 times the investment – or $7 in savings for every dollar spent on coaching. (New studies are underway to refresh this data.) This savings comes in the form of greater employee productivity, higher retention rates, decreased absenteeism, and improvements in quality of work products and services.

Additionally, there are tremendous intangible benefits to be had. Companies who hire coaches experience increased collaboration, improved team work, better communications between team members, and, perhaps most importantly, higher levels of employee engagement.

The Bottom Line

To be at the top of their game, employees need to feel valued and know the work they do on a daily basis matters. More than three-quarters of employees (76%) who responded to the 2008 World of Work study published by Randstad, an Atlanta-based employment-services firm, said “feeling valued was the most important factor for happiness at work,” out of more than a dozen options. When asked to identify the employer attributes they valued most, the top response (67%) was “recognizes the value I bring to the organization.”

Why should this matter to you? Because what matters to your employees, matters to your bottom line. Companies with highly engaged employees are 200% more profitable than companies with low employee engagement.

Coaching, for employees at all levels of your organization, is one of the best ways to grow highly engaged employees and boost your bottom line. In fact, a Bersin (2007) survey ranked coaching and the number one performance-management strategy that generates the greatest business impact.

Going for the Win-Win-Win

As voluntary benefits go, coaching is a win-win-win. Coaching:

► Meets the mental, emotional and professional development needs of employees,

► Improves employees’ work/life balance and overall life satisfaction,

► Makes employees feel like their employer cares about them and is dedicated to their success and well-being,

► Increases self-esteem and self-confidence,

► Improves individual and team performance,

► Leads to better working relationships with direct reports and managers, and

► Increases employee engagement, which:

• Leads to lower absenteeism
• Greater employee investment in their company’s vision and goals
• Higher rates of retention
• Reduction in costs
• Increased bottom line profitability

Few voluntary benefits can claim such a hefty ROI.

Next month we will explore using situational coaching as a unique new way of capturing critical employee engagement data.

Stephanie McDilda, M.Ed., is the Chief Vetting Officer of Roving Coach International (RCI). Stephanie is a Certified Professional Coach and Energy Leadership Index Master Practitioner (ELIMP) trained by the Institute for Professional Excellence in Coaching.

CJ Scarlet, M.A., is Chief Rover of RCI, and is also a certified coach and ELIMP. Roving Coach combines the proven benefit of coaching and customized employee engagement data into the Roving Coach Experience™ – two powerful tools to help employees shift from whining to winning and from winning to leading in 30 minutes! The company helps leaders help themselves and captures what matters most to their employees, leading to a more engaged and productive workforce. Be a HERO and join the movement to Create World Peace in your Workplace by contacting Roving Coach at 800.611.3161 or by visiting www.RovingCoach.com.

By CJ Scarlet 

In last month’s article, The Low Down on Coaching, my partner Stephanie McDilda and I explored what coaching is and is not, as well as the tangible and intangible benefits companies and employees might experience when taking advantage of coaching. This month’s article focuses on the critical role employee engagement plays in your organization and how coaching for middle managers and other employees may increase engagement in your company. It also reveals the return you might expect to see from your coaching investment, and explores how data gleaned from post-coaching surveys can be used to help measure employees’ levels of engagement over time and put your finger on the pulse of your organization.    

Rising to the Challenge

Let’s begin with a story. “Kaitlyn” (not her real name) came to her coaching session looking exhausted and defeated. Her supervisor left the organization two months earlier, leaving the team without leadership. This team was responsible for an important component of the business, and without a leader they were uncertain, unfocused and less productive. 

Kaitlyn felt stressed because, as the most senior employee, the team was looking to her for leadership, but in a highly regulated environment, she knew she couldn’t take action without authority. She was literally losing sleep because she was so worried about whether her team would meet their deadlines, and yet she felt unable to take the lead. Her top concerns were how to keep the team motivated and focused on results in the absence of authority, and how to ask HR to provide her team with a new leader. She was carrying a heavy burden that was taking a physical, mental and emotional toll on her. 

In her first 30-minute coaching session, Kaitlyn stated that she wanted HR to fill the open position so the team could move forward and meet their goals and deadlines. She also wanted to learn ways to decrease her feelings of frustration and overcome her fear that the team was at risk of missing their commitments. Her coach helped Kaitlyn explore her options, and one that emerged was for Kaitlyn herself to fill that leadership role, at least temporarily. As an action item, Kaitlyn decided to talk with her HR leader about this possibility. 

When she chose to come to a second coaching session two weeks later, Kaitlyn shared that she had asked for, and had been given, the position temporarily until the position was filled. Now in the acting role of supervisor with the authority to provide the team with leadership, Kaitlyn felt much less stressed and frustrated, and finally empowered to make decisions and give guidance to the team. She was enthusiastic about the team’s chances of meeting their goals and felt much more hopeful about the future. 

When Kaitlyn chose to come back for a third session, she was positively glowing as she happily announced that she had been officially promoted to supervisor! This promotion saved her company the cost of recruiting, hiring and training a new manager AND increased personal, team and company productivity – while increasing her personal life satisfaction. Kaitlyn won. The team won. The company won. 

What “Employee Engagement” Means

Kaitlyn’s coach helped her transition from a state of disengagement to one of high engagement by facilitating a dialogue driven by powerful coaching questions and interaction. Kaitlyn needed focused time to tap into her own knowledge, hear her wants and needs reflected back to her, and a safe space to uncover options that served both her company and herself. An engaged employee is defined as someone who is “fully involved in, and enthusiastic about her work, who consequently provides the discretionary effort required to exceed the expectations of her manager and employer,” according to Victor Bullara, CEO of World Class HR Consulting (www.WorldClassHR.com). With more than 35 years in human resources, Mr. Bullara should know. He has worked with hundreds of companies to implement HR change initiatives including employee engagement surveys. 

Returning to Kaitlyn, she became engaged because she not only worked hard on behalf of her employer, but because she did so with enthusiasm and a genuine desire to benefit her team and the company. She also saw her personal purpose align with the purpose and expectations of the organization. 

Engaged employees make and save your company money. When they feel appreciated, respected and supported, they are more likely to be engaged. And when they have access to resources and tools that demonstrate this kind of support, they are generally happier, more productive, experience lower absenteeism, get along better with peers and managers, are more aligned to your corporate goals, and are more likely to remain with your company over the long-term. So, as you can see, employee engagement is critical to the success of any organization. 

In a very recent study conducted by the Society for Human Resources Management (SHRM), just 14% of the 1,857 employees surveyed indicated they felt their “leaders were honest and ethical.”  In this same survey, 12% indicated that their employer “genuinely listens to and cares about its employees.” What do you think is on the minds of your employees? What are their chief concerns about the organization, leaders or working environment? “The only way you can be sure, according to Mr. Bullara, is to ask. He also suggests that you should never ask about issues that you might not have any intention of changing. This is the fastest way to build distrust in the organization. 

Coaching is One Tool to Increase Employee Engagement

One of the most popular and effective engagement tools available to companies today is coaching. Usually reserved for the C-suite, the need for coaching for middle managers and even employees at all organizational levels is becoming increasingly evident. This makes sense, because these people are the backbone of their companies—the ones whose productivity and wellbeing matter most to the bottom line of the business. 

Sixty-seven percent of employees worldwide say their top motivating factor is a sense that they matter and are valued by their employer. (Length-of-Service Awards Becoming More Personal, Rebecca Hastings, SPHR, 2009 HR Trendbook) In another study, employees stated that coaching from someone other than their manager is important to their sense of contentment at work – more important, even, than training. (State of Employee Engagement 2008 Asia-Pacific Overview) 

The term “coaching” is often confused with mentoring, advice-giving or counseling /therapy. (As noted above, in the March 2012 edition of Voluntary Benefits Magazine Stephanie McDilda and I provided a thorough description of each of these modalities and I encourage you to refer to this article for a clear understanding of the differences between them.) The International Coach Federation (www.coachfederation.org), widely recognized in the US and internationally as the professional association for the coaching industry, defines coaching as, “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” At Roving Coach International (www.RovingCoach.com), we like to say that coaching is “a confidential conversation all about you.” 

How Can Coaching Lead to Higher Employee Engagement?

Let me illustrate this with another story. “Roger” felt overwhelmed and stressed out at his first coaching session. Although he had stated in his pre-session survey that he wanted to talk about a management issue, he had other, more pressing things on his mind. In a rush of words, Roger shared that he had missed several of his son’s soccer games due to his workload, including their big loss in the championships, and he was getting only a few hours of sleep each night. His wife complained that he was grouchy all the time and his son was growing more distant. Roger felt that he wasn’t performing at 100 percent either at work or at home, and he knew he couldn’t keep up at this pace and stay healthy. 

Roger’s top concerns were striking a balance that would enable him to be productive at work, including figuring out how and what to delegate to others in a way that was fair and appropriate, while also being present for his family and creating a greater sense of personal well-being. 

Roger’s coach validated his feelings of overwhelm and frustration, which put him at ease and helped immediately eliminate some of his stress. It was visible on his face as he took a deep breath and relaxed back into his chair. She then facilitated a discussion that allowed him to project what he really wanted, to paint the picture of how he wished his days played out from a time and commitment perspective, focused on what mattered most to him. By asking powerful questions, his coach helped him think through ways to better manage his time, including delegating more and making personal time with his family a priority. This dialogue included the realization of what his current actions were costing him and how the new actions would benefit him. Roger left with clear actions to implement. 

The Ultimate Result

Roger chose to visit the coach again. At this second session, he expressed greater satisfaction both at home and at work as a result of the actions he had taken. By delegating some of his responsibilities to his very capable team members, who felt excited and challenged by the additional trust placed in them, he took less work home and had more time for himself and his family. He was then able to use his coaching session to work on a new opportunity that was now in the forefront of his mind. 

Improving his work/life balance increased Roger’s level of engagement and made him more effective and productive both at work and at home. Most importantly, Roger was a happier person, more able to fully engage in his work, and better positioned for future career opportunities. 

Capturing That Elusive ROI

Coaching can consistently produce powerful results like those seen with Kaitlyn and Roger, but how do you know, really, if it’s effective? Data—direct anonymous feedback in the form of dashboard reports that show you exactly what your employees are grappling with and how their coaching experience has shifted their perspective and led them to take action. Rather than having to rely on static, one-dimensional annual employee satisfaction surveys, it is now possible to gain access to dynamic employee engagement pulse data, on demand, to guide your people development efforts so you can better attract, grow and retain your employees. 

Roving Coach, for example, uses brief anonymous pre- and post-coaching session surveys, both to gather information to help the coach prep for the session and to measure employee engagement. Corporate clients may choose to include four to six questions of their choice in the post-survey, in addition to other data captured about the coaching participant’s experience, such as whether the session is related to a challenge or opportunity, the general nature of the issue (e.g., manager/supervisor relationship, work/life balance issue), participation levels, etc. (It is important to note that identifying information and the content of the coaching sessions are held 100 percent confidential. Only high-level, anonymous data should be shared.) 

Engagement questions are customizable and should be created based on what you are measuring in your company in the areas of leadership and culture, employee value proposition, work satisfaction, work relationships, employee well-being, and personal and professional growth. 

What does access to this kind of pulse data mean for you and your company? It means the ability to:

• Better appreciate what’s on employees’ minds and what they need to be successful.
• Keep your finger on the pulse of your organization.
• Justify the use of the proven benefit of coaching in your company.
• More finely target your employee development dollars.
• Track the progress of your coaching investment. 

Business expert and motivational speaker Bob Nelson, author of 1001 Ways to Reward Employees, wrote one of my favorite quotes: “Take time to appreciate employees and they will reciprocate in a thousand ways.” To this I would add, “Take the time to listen, by asking (through direct communications or surveys) and then act on that information, and they will reciprocate a thousand more.” 

In the final installment next month, I will explore offering situational coaching for a sustainable impact and a way to energize and shift employees at conferences and sales events. 

CJ Scarlet, M.A., is Chief Rover of Roving Coach International, and a certified coach and Energy Leadership Index Master Practitioner. Roving Coach combines the proven benefit of coaching and customized employee engagement data into the Roving Coach Experience™ — two powerful tools to help employees shift from whining to winning and from winning to leading in 30 minutes! The company helps leaders help themselves and captures what matters most to their employees, leading to a more engaged and productive workforce. Be a HERO and join the movement to Create World Peace in your Workplace by contacting Roving Coach at 800.611.3161 or by visiting www.RovingCoach.com.

By CJ Scarlet and Shirlita McFarland

Every year, your team struggles to find innovative and stimulating ways to add the WOW! factor to your special events. Even with the help of an event planner, you are challenged to produce an affair that’s stimulating, invigorating, and fun – whether it’s for thousands of guests or a few dozen. Every minute detail must be organized and managed for an experience so rewarding and engaging that it resonates for months afterwards, while the next one is anticipated for months in advance. It’s a tough job.

While scavenger hunts, cocktail parties, golf games, team building exercises and spa treatments are great fun, at the end of the event the attendees tend to, more often than not, go home with the same mindset with which they arrived. Think about it; for the first few days they’ll talk about what a wonderful time they had and what they learned, but before you know it, it’s back to business as usual and that engaging energy is often lost.

Make Your Next Convention Unconventional

What if you could make your next convention unconventional AND, more importantly, sustainable and memorable? Engagement at the event you host is ONLY as good as the engagement that results when everyone returns to their roles in the field and back at the office, right? Think about this scenario, “Your employee’s get invited to the annual sales meeting… they sign up for their training, their golf, their spa, their teambuilding event …and their personal coach!” Creating an experience that drives engagement for the long term is as easy as adding situational coaching to the agenda! No matter what the team agenda is for the event, it won’t matter unless the individual participant gets what matters to them addressed.

Let’s face it, there are just some things you don’t want to talk with your manager, your HR partner or even your best friend about. That is where having a coach available to all participants can make a big difference. Hiring onsite coaches for your attendees will not only offer them the support they need, it can also be a channel for providing you with critical, anonymous pulse data to help you know what’s on their minds. Why not capture feedback following each coaching experience that is customized for the event theme and ask your employee’s what’s really on their minds? This is situational coaching at its best. Do you see the potential?

Let’s back up a moment. In the past two issues of Voluntary Benefits Magazine, we attempted to clear up some of the misconceptions about coaching. In The Low Down on Coaching we shared that coaching is partnering with individuals in a thought-provoking and creative process that inspires them to maximize their personal and professional potential and get them engaged based on what matters most to them! Roving Coach International calls it “a confidential conversation that’s all about you.” The next article, Who Put Data in My Coaching?, covered employee engagement, a term that describes the degree of involvement employees have in their work and actually, in their lives. A fully engaged employee is one whose personal life, values and goals are aligned with those of his company to the point that he is so committed, purposeful and enthusiastic, his work exceeds expectations.

Coaching is a confidential relationship that guides participants toward improved communication, proactive leadership, and insights that will provide clarity in business and personal issues. If we’ve persuaded you that coaching is the answer to your employee engagement needs, then why not take it to the next level and consider incorporating coaching into your company culture by providing this powerful experience at one or more of your corporate functions?

Situational coaching, done in crisp laser-focused 30-minute sessions, can turn your meeting into an event that your employees will never forget! During the year, you sponsor conferences, sales meetings, health fairs, leadership seminars and other events where employees come together to help organizations and individuals thrive. What better venues for you to provide the tools to help your employees reach their full potential and take charge of their success? And at the same time capture live, anonymous feedback to learn what matters most to your greatest assets… your employees!

Having a coach onsite turns these functions into rewarding, unforgettable experiences that will make a lasting impact on your attendees’ lives. Let’s capture the ROI – while you’re sharing information, aligning your team to the top priorities and attempting to build morale at your next corporate event, an onsite coach helps your attendees to:

• Embrace change and help create an environment where everyone is on the same page
• Turn their challenges into opportunities for continued success
• Regain the confidence they need to get “unstuck” and become the meaningful contributors they were hired to be
• Facilitate collaboration, creativity and effective communication
• Develop action plans for reaching their personal and professional goals
• Leave the event knowing that their lives are changed in positive and long-lasting ways
• Bottom line, help them help themselves commit to their roles within your organization

What to Look for in a Coaching Event Partner

Look for an employee engagement company that partners with your event owners, your HR team, your administrative team and your event planners to create a coaching event experience that aligns with your theme and the Company values. Ensure a consultative partnership to design convenient coaching schedules that suit your agenda without conflicts or confusion. Consider seeking out a partner who administers anonymous post-session surveys to coaching participants that you can help customize to your company culture to assess the effectiveness of each session – the ROI in your coaching! – and provide you with critical engagement data for you and your leadership. 

The employee engagement company you choose to work with should also arrange exciting kick-off sessions, before and at the event, to encourage and increase attendee participation at coaching sessions. After the event ends, your company executives could then have access to engagement data that lets them know exactly what’s on employees’ minds so they can continue to work to develop a more engaged, motivated and successful workforce. These events are costly, so make sure whoever you choose does the work for you and helps you be the HERO with this offering!

Only the Finest Coaches Will Do

Finally, whichever employee engagement company you choose, ensure that they have access to highly qualified coaches who are certified, consistently trained and abide by an international code of coaching ethics. Alignment and fit with your company culture and with your people processes and your talent development initiatives is key. How does this offering fit in with your people strategy?  Any coaching event experience must ensure confidentiality, clarity about why the offering is being provided, how to use it and why it is an important resource for your population. Assessing the level of awareness up front in partnership with whomever you choose, will be critical for success. Ensure the offering is conducted in one-on-one (recommended) 30-minute situational conversations that are all about your employees. A confidential conversation with an objective third party allows your employees to openly express their concerns and aspirations while learning to take ownership of balancing their personal and professional needs.  One session with a coach should leave them feeling more:

• Motivated                  
• Energized
• Focused
• Engaged
• Productive
• Empowered
• Self-sufficient
• Responsible

The Making of a Hero      

It’s time to start getting creative and add ownership to the mission of your special events. Providing coaching as an engagement tool at your events will not only increase engagement, but clearly aid in your employees’ development and let them know that your company acknowledges their needs and is committed to their happiness and success – but ALSO expects them to own it, be accountable and requires them to help them help themselves. You win by bringing this proven tool to the table and they win by remembering that not only do they have what it takes to move forward on their own, but it is their responsibility to do so.

Are you ready to reconsider the traditional agenda and add the WOW! to your next event? After you’ve introduced the coaching event experience into your company culture, be prepared to reap unparalleled rewards and accolades for years to come. Well deserved, Hero! 

CJ Scarlet, M.A., is Chief Rover of Roving Coach International, and a certified coach and Energy Leadership Index Master Practitioner. Roving Coach combines the proven benefit of coaching and customized employee engagement data into the Roving Coach Experience™ — two powerful tools to help employees shift from whining to winning and from winning to leading in 30 minutes! The company helps leaders help themselves and captures what matters most to their employees, leading to a more engaged and productive workforce. Be a HERO and join the movement to Create World Peace in your Workplace by contacting Roving Coach at 800.611.3161 or by visiting www.RovingCoach.com.

Shirlita McFarland is a freelance writer who is currently working on her degree in Communications at the University of North Carolina.

“I was always confident that Stephanie McDilda, our Chief Vetting Officer, would be able to successfully bring us up to the capacity RCI needs. We developed an ambitious plan, but we are now up to 40 coaches who are all uniquely qualified to deliver our premium services,” said Chief Rover CJ Scarlet.

Neil Cooper, a New Jersey resident, is a certified business coach who works with business owners, executives, and management teams to accelerate their professional and personal growth. He has also spent more than 30 years in global business management working with major retail corporations.

John Eugene Hill is a certified professional coach based in Seattle. His forte is helping professionals become dynamic and impactful leaders, and helping them make important career and life decisions as they deepen their relationships and unleash their true potential.

Mariano Juaco is a certified professional coach with more than 26 years of extensive leadership, management and coaching experience. Based in Elk Grove, CA, he is astute at assessing client needs and helping them find solutions that will enable them to reach their goals.

Lori Pannell is a certified professional coach who resides in Houston, TX. Her expertise lies in supporting clients as they achieve greater satisfaction and delivery at work. More than 22 years of progressive HR leadership positions enables Lori to understand her clients’ challenges as she leads them toward a fulfilling future.

Katherine Poehnert is a former school psychologist from Orange Grove, NJ. She has been an executive coach for nine years, is a senior lead trainer for the Institute for Professional Excellence in Coaching, and has been a consultant trainer in several Fortune 500 Companies.

Anne Sugar of Andover, MA, is an executive coach and training leader who partners with individuals and companies to create the greatest return on their goals. With more than 16 years experience working with Fortune 500 companies, she is an expert in helping managers and executives focus on opportunities, development, and transitions.

Meeta Vyas resides in California and specializes in helping individuals take their leadership skills and experiences to the next level. As an executive coach she is passionate about empowering people to achieve their goals and live their best possible life.

Gina Kaelin-Wescott, a mentor and coach from Colorado, has more than 22 years of corporate experience that allows her to help others identify areas of improvement in their work and personal lives. Discovering where their energy lies enables her to aid in their development of realistic and achievable action plans.

About Roving Coach International

Roving Coach combines the proven benefit of coaching and customized employee engagement data into one experience, called the Roving Coach Experience™ — two powerful tools to help employees shift from whining to winning and from winning to leading in 30 minutes! The company helps leaders help themselves and captures what matters most to their employees, because what matters to employees, matters to the bottom line. Be a HERO and join the movement to Create World Peace in your Workplace by contacting Roving Coach immediately at 800.611.3161 or by visiting www.RovingCoach.com.

Roving Coach International (RCI) partners Stephanie McDilda and CJ Scarlet have a few choice words to tell employers about business coaching. Beginning with the March issue of Voluntary Benefits Magazine and continuing over the next two months, the Roving Coach partners lay down the low down on career development coaching and how it can impact a company’s bottom line. Stephanie and CJ are founding partners of RCI, an employee engagement company dedicated to Creating World Peace in the Workplace…one employee at a time™. 

Stephanie McDilda, M.Ed., is the Chief Vetting Officer of RCI, and is a Certified Professional Coach and Energy Leadership Index Master Practitioner (ELIMP) trained by the Institute for Professional Excellence in Coaching. In her role with RCI, Stephanie is responsible for identifying and vetting potential Roving Coaches and contracting those who meet RCI’s strict qualifications. CJ Scarlet, M.A., is Chief Rover of RCI and also a certified coach, an ELIMP, an award-winning author, and a motivational speaker. Her strategic vision created RCI and maintains its mission and values. Together, the partners are using their expertise to educate company leaders who realize that remaining competitive is dependent on finding innovative methods to help their employees be the best they can be. 

“Career development coaching is  an effective and affordable solution to help employers inspire future leaders, energize their work forces and retain top talent,” said CJ when asked about the ROI of coaching.  “But employers must beware. The field of coaching is populated by individuals with a variety of skills, and coaching is very different from counseling, mentoring or consulting. That’s why this series of articles is critical to company executives looking for engagement tools to help keep their employees productive and happy.” 

The first article in the series, “The Low Down on Coaching,” explains what coaching is, but just as important, explains what coaching is not. In addition, it gives guidelines for choosing the right coach and ways to determine if coaching is the right tool to meet specific company needs. Part two of the series, coming in April, explores the impact employee engagement can have on an organization and how it can be measured over time. In May, employers will be introduced to a new state-of-the-art coaching “experience” that will help company leaders facilitate positive change within their organizations and boost their bottom line. 

About Roving Coach International

Roving Coach combines the proven benefit of coaching and customized employee engagement data into one experience, called the Roving Coach Experience™ — two powerful tools to help employees shift from whining to winning and from winning to leading in 30 minutes! The company helps leaders help themselves and captures what matters most to their employees, because what matters to them, matters to the bottom line. Be a HERO and join the movement to Create World Peace in your Workplace by contacting Roving Coach immediately at 800.611.3161 or by visiting www.RovingCoach.com. 

About Voluntary Benefits Magazine

Voluntary Benefits Magazine gives much-deserved attention to the companies who offer voluntary benefits solutions to employers. It delivers cutting-edge news and advice written by the experts who provide vendor products, services, and solutions to the worksite industry. Find more information at www.voluntarybenefitsmagazine.com.

Recently, Roving Coach International (RCI) experienced a tidal wave of internal growth that included the addition of 13 new coaches and a new sales team member. RCI continues its momentum by welcoming another new Relationship Rover to support its sales efforts. Cynthia Cooper comes to RCI from a career that spans over 20 years in government and international corporations. A self-described strategic thinker and ‘solutionist,’ Cynthia thrives on infusing every endeavor with her fervor for bringing structure to chaos and order to confusion. As an RCI Relationship Rover, she will leverage her experience and strategic leadership background to establish new business relationships and support RCI’s existing customer base.

As a 2011 graduate from UNC Kenan-Flagler Business School, Cynthia earned her Executive MBA with a concentration in Strategic Leadership to augment her BA in Psychology & Social Work from the University of North Alabama. She is also certified as a Project Management Professional and a Stanford Certified Program Manager.

With over 20 years of experience in program management and process improvement, Cynthia was most recently a Program Manager in HR at Cisco Systems. She managed the successful HR integration of over 20 small to medium multinational companies across six continents. Prior to working with Cisco, she was an IT Manager with the United States Postal Service (USPS), instrumental in facilitating the organizational change related to the national rollout of the first USPS Customer Call Centers. During her career, she excelled at developing strategies and solutions to enhance human capital effectiveness and operations efficiencies—particularly in cases where the results enhanced workplace quality of life.

“We are ecstatic that Cynthia agreed to share her tremendous business acumen with Roving Coach,” said RCI Chief Rover CJ Scarlet. “RCI is blessed to attract top-notch talent that will enhance our ability to develop and sustain the business relationships we need to Create World Peace in the Workplace™!”

Cynthia is also passionate about giving back to the community and mentors new graduates in the areas of career development and leadership. Since 2009, Cynthia has served on the Board of Directors at InStepp Inc., a nonprofit organization dedicated to empowering at-risk women and adolescent girls to rise above the odds and succeed personally and professionally.

About Roving Coach International

Roving Coach combines the proven benefit of coaching and customized employee engagement data into one experience, called the Roving Coach Experience™ — two powerful tools to help employees shift from whining to winning and from winning to leading in 30 minutes! The company helps leaders help themselves and captures what matters most to their employees, because what matters to employees, matters to the bottom line. Be a HERO and join the movement to Create World Peace in your Workplace by contacting Roving Coach immediately at 800.611.3161 or contact us.

Susan King, a Global Business Consultant with over 30 years’ experience in Information Technology and Human Resources, joins Roving Coach International (RCI) after more than 11 years with Cisco Systems, Inc. where she led numerous strategic IT and HR programs. As an RCI Relationship Rover, Susan’s primary responsibility is to develop new business and expand current client relationships by planning, prioritizing and managing sales activities.

One of Susan’s many HR programs was the annual employee pulse survey which provided critical data to Cisco Systems’ leaders about the engagement of their 70,000+ global employees. Having achieved other career accomplishments at companies such as GlaxoSmithKline, Broadreach Consulting, Inc., Progress Energy, Marathon Oil Company and Medic Computer Systems, Relationship Rover is a job for which Susan is more than suited. In each of her positions she demonstrated leadership, integrity, professionalism and teamwork, as well as an exceptional ability to facilitate and collaborate with others to ensure innovative, cost-effective and client-focused solutions. These traits, coupled with her calming demeanor, sense of humor and unique ability to balance strategic vision with short- and long-term goals, are a winning combination that delivers successful business outcomes.

Nicoa Dunne, RCI President and Chief Relationship Rover stated: “Our goal, first and foremost, is to Create World Peace in the Workplace™ and Susan King is the dynamic asset we need to drive us toward the unprecedented growth and success that will make that happen… one employee at a time.”
Prior to her professional career, Susan received a Bachelor of Business Administration from the University of Toledo where she played varsity volleyball and tennis. She later earned her MBA through UNC’s Kenan Flagler Business School Executive Program and obtained a Master Certificate in Six Sigma from Villanova University, both while working full-time.

A natural leader and mentor, Susan is passionate about the personal and professional development of herself and others. “I am so excited about the opportunity to use my business experience and strengths to support and advocate the powerful Roving Coach Experience™!” she said. In fact, Susan is already in the process of obtaining her coaching certification (required for all Roving Coaches) through the Institute for Professional Excellence in Coaching, a goal she is on schedule to reach by October 2012.

On the home front, Susan is a competitive tennis player and a long-time member of the United State Tennis Association. A voracious reader who loves to travel, sing, garden, and cook, she is a self proclaimed ‘foodie’. Susan and her husband Alan live in Raleigh with their favorite little four-legged spice girl and canine companion, Nutmeg.

About Roving Coach International

Roving Coach combines the proven benefit of coaching and customized employee engagement data into one experience, called the Roving Coach Experience™ — two powerful tools to help employees shift from whining to winning and from winning to leading in 30 minutes! The company helps leaders help themselves and captures what matters most to their employees, because what matters to employees, matters to the bottom line. Be a HERO and join the movement to Create World Peace in your Workplace by contacting Roving Coach immediately at 800.611.3161 or contact us.

Roving Coach International (RCI), is positioned for phenomenal growth in 2012 with the addition of 13 new coaches from around the country and as far away as the United Kingdom (UK) to help it Create World Peace in the Workplace™! RCI combines the proven benefit of coaching and customized employee engagement data into the Roving Coach Experience™, a confidential conversation that leads to a fully engaged, more productive workforce.

“We intended to start the new year off with a bang,” said Chief Rover CJ Scarlet, “and Stephanie McDilda, our Coach Liaison, helped us do that by contracting so many experienced, talented, passionate coaches whose values align with our philosophy and culture. This puts us in a position to make coaching available to employees on a larger scale than ever before.”

Along with the Roving Coach Experience™ which provides on-going coaching on-site and remotely in crisp 30-minute sessions for employees at all levels (not just the “big dogs”!), RCI also offers the Roving Coach EVENT Experience™, which provides coaching on-site at corporate functions and conferences. With a total of 29 expert coaches now ready for deployment and more being vetted, RCI is confident it can meet the growing demand for its services.

Lynn Scott, who resides in the UK, is a Professional Certified Coach who has enjoyed an international coaching career for 10 years, including roles in Europe, America, and North Africa. She excels in helping people develop their confidence and self belief.

Bernard Foure, of Connecticut, is president of BGFCoaching and is a Certified Professional Coach whose specialty is helping executives realize their full potential. He coaches in English and French.

Kimberley Lachapelle, also of Connecticut, is the founder and owner of MagnifySense, LLC, and as a Certified Professional Coach helps individuals maximize their potential, reach their goals and achieve excellence.

Susan Herrmann has 10 years of professional coaching experience in the areas of personal and professional development. A member of the Society for Human Resource Management (SHRM) and International Coach Federation (ICF), she resides in Wilmington, NC.

Victor Ornelas of Dallas is a motivational speaker and an expert executive coach who specializes in strategy development and execution, relationship management and career transition management.

Sirena Blaesser has run her own private therapy practice and is particularly interested in empowering those faced with critical life choices. She has a special interest in other cultures and currently resides in North Carolina.

Jack Perry, Jr., founder of Source Point Coaching, is a Certified Professional Coach and Energy Leadership Practitioner with more than 21 years of experience coaching individuals and groups into healthful ways of living. Raised in England, he now resides in Georgia.

Deborah Sakelaris of Chicago is a Professional Certified life and Career Coach, published author and public speaker who works in the area of work/life balance and career management.

Judy Cowan resides in Connecticut and is the founder of Cowan Consulting & Coaching. She is an expert in management and organizational development who champions her clients towards personal and professional success.

Monica Kosiorek received her certification from the Institute for Professional Excellence in Coaching and uses her personal experiences to patiently assess her clients’ needs. She is a member of the International Coach Federation and currently resides in Tampa, FL.

Thomas DeSalu is a Certified Professional Coach, an Energy Leadership Index Master Practitioner, and the President and CEO of Excellence Strategies International, a coaching and consulting company he founded in Ohio in 2009.

Michele Jewett is a Certified Professional Coach who operates her own coaching practice and brings together newly certified coaches to share best practices and challenges. She is also an Energy Leadership Index Master Practitioner and lives in Mission Viejo, CA.

Michelle Wartgow, trained and certified in several coaching methodologies, provides leadership and small business coaching to help professionals become conscious leaders of their work and personal lives. She currently resides in Jupiter, FL.

About Roving Coach International

Roving Coach combines the proven benefit of coaching and customized employee engagement data into one experience, called the Roving Coach Experience™ — two powerful tools to help employees shift from whining to winning and from winning to leading in 30 minutes! The company helps leaders help themselves and captures what matters most to their employees, because what matters to employees, matters to the bottom line. Be a HERO and join the movement to Create World Peace in your Workplace by contacting Roving Coach immediately at 800.611.3161 or contact us.

Nicoa Dunne – Partner, President and Chief Relationship Rover of Roving Coach International, Inc. (RCI), a Triangle-based employee engagement company, was honored as a recipient of the Women Extraordinaire Awards at a December 6 luncheon held at the Brier Creek Country Club in Raleigh, NC. Each year, Business Leader Magazine recognizes women executives who have distinguished themselves in business, in community involvement, and in inspiring other women.

A graduate of NC State University, Nicoa also holds an MA from Ball State University, a graduate certificate certified in international business administration from Charles Sturt University in Australia, and is a graduate from the Newfield Coach Training Network. She established her career through executive leadership positions with international companies including GE, Thermo Fisher Scientific, and Allscripts, where she was a guiding force in its merger with Misys Healthcare. Her 16 years experience in global corporate communications, strategic human resources, and executive level coaching has enabled Nicoa to help propel Roving Coach into a position of exceptional growth and influence.

When Nicoa isn’t off Creating World Peace in the Workplace™ she is the managing partner of holland archer, inc, where she provides plain talk and values-based partnering to executives and teams around the world.

“My work energizes me and I’m really passionate about focusing my work on what matters most to me. Fortunately what matters to me matters to others. It feels great to have my efforts recognized and to be honored along with so many other distinguished women,” Nicoa remarked about her win.

Indeed, Nicoa’s passion, enthusiasm and energy spill over into every aspect of her life – from her beautiful family to her impressive career, and to her loving involvement in the community. Her values-based philosophy, ebullient spirit, and energetic personality have also made her a hit on the professional speaking circuit where she effectively connects with all types of audiences. Among other affiliations, Nicoa is a member of the Society of Human Resources Management, the International Coach Federation, and a board member of the Cystic Fibrosis Foundation.

About Roving Coach International

Roving Coach International (RCI), a NC-based employee engagement company, isn’t your typical coaching organization. RCI provides coaching in crisp, confidential 30-minute sessions — focusing on what matters to employees at all levels (not just the “big dogs!”). Why? Because what matters to employees matters to the bottom line. If you are part of an organization that is, or aspires to be, a great place to work, contact RCI immediately by calling Nicoa Dunne at 800.611.3161.

CJ Scarlet of Roving Coach International (RCI) managed to rack up two major awards in less than a week. On November 9th in Raleigh, NC, she was one of ten women inducted into the 2011 Class of the Academy of Women sponsored by the YWCA of the Greater Triangle. The Academy is the region’s most prestigious honor for women who are the best at what they do while upholding the mission of the YWCA – to eliminate racism and empower women. CJ, an award-winning author, motivational speaker, and life transitions coach, received the Entrepreneurship Award as Chief Rover and CEO of RCI, the preeminent North Carolina-based employee engagement company founded to make career development coaching available to employees at all levels (not just the “big dogs!).

Three days later, CJ traveled to Atlanta to attend the 2011 LACE (Ladies Achieving Continuous Excellence) Awards hosted by the Greater Women’s Business Council (GWBC), an organization for certified women business enterprises in Georgia, North Carolina, and South Carolina. Doggone-it if she didn’t win again! She graciously accepted the Trailblazer Award for exhibiting community and business leadership, being innovative, and taking risks.

Put the emphasis on “taking risks,” because that’s exactly what CJ did in 2009 when she and two business partners put everything on the line to create a world-changing international company. Today, Roving Coach is well on its way to that goal with CJ using her exceptional entrepreneurial skills to propel RCI to national acclaim and expansion into the UK.

“I’m still processing the fact that, in one week, two distinguished organizations like the YWCA and the GWBC recognized our vision and hard work,” CJ exclaimed as she showed off her trophies. “It’s certainly humbling and exhilarating to be recognized by two groups whose goals are so perfectly aligned with what we do at Roving Coach. We’re creating world peace in the workplace by helping companies develop and empower their employees.”

A compelling part of CJ’s story began in 2002 when she was diagnosed with two autoimmune conditions that nearly took her life. An encounter with a Tibetan Buddhist lama taught her that she was in control of her own happiness, and as she began to find joy and inner peace through helping others, her conditions began to reverse themselves until, by 2007, they went into remission. In 2008, she founded The Healing Tree Foundation to aid victims of abuse and launched the Kindness Cure Campaign to encourage people to perform one million acts of kindness. A lupus thriver, she is a member of the Board of Directors for the NC Lupus Foundation and volunteers with Hospice of Wake County, UNC Hospitals, the NC Alliance for the Mentally Ill, and the Greater Women’s Business Council’s Voice Committee. A former U.S. Marine and forest firefighter, CJ was named one of the “Happy 100” people on the planet and is the author of Neptune’s Gift: Discovering Your Inner Ocean. Read more about CJ and her many exploits.