I.C. INTEGRAL COACHING™ – ENGLAND

The course will be run virtually. There will  5 modules each lasting 3 days.

I.C. Integral Coaching™ program has been qualified as an ACTP – Accredited Coach Training Program which is the highest coaching program degree accredited by ICF – International Coach Federation. Participants who successfully complete the program will have the right to become CPIC – Certified Professional Integral Coach™ – and assuming they’ve met the other conditions required by ICF, they’ll be able to obtain the credentials of ACC – Associate Certified Coach or PCC – Professional Certified Coach without the requirement of an exam from ICF.

PARTICIPANT

Limited number of attendees.

PROGRAM

1. Module 21-22-23 October
2. Module 18-19-20 November
3. Module 09-10-11 December
4. Module 13-14-15 January 2022
5. Module 24-25-26 February 2022

LOCATION

London - ENGLAND
Webinar

FOR MORE INFO >

info@theintegralinstitute.com

The course will be run virtually. There will  5 modules each lasting 3 days.

I.C. Integral Coaching™ program has been qualified as an ACTP – Accredited Coach Training Program which is the highest coaching program degree accredited by ICF – International Coach Federation. Participants who successfully complete the program will have the right to become CPIC – Certified Professional Integral Coach™ – and assuming they’ve met the other conditions required by ICF, they’ll be able to obtain the credentials of ACC – Associate Certified Coach or PCC – Professional Certified Coach without the requirement of an exam from ICF.

PARTICIPANT

The program quota is limited to 12 people

PROGRAM

1. Module 16-17-18 September
2. Module 21-22-23 October
3. Module 18-19-20 November
4. Module 09-10-11 December
5. Module 13-14-15 January 2022

LOCATION

London - ENGLAND
Webinar

FOR MORE INFO >

info@theintegralinstitute.com

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I.C. INTEGRAL COACHING™ – TURKEY

This program has been qualified as an ACTP which is the highest coaching program degree
accredited by ICF.

*This is an ACTP accredited program which is the highest accreditation provided by ICF.

There will be a limited number of attendees to the Integral Coach Training which will be given by the titled coaches under the leadership of MCC Sami Bugay.

*The Integral Coach Training program has a limited number of attendees and will be held by titled coaches under the leadership of MCC Sami Bugay.

PARTICIPANT

The program quota is limited to 12 people

PROGRAM

1. Module 24-25-26 September
2. Module 15-16-17 October
3. Module 29-30-31 October
4. Module 12-13-14 November
5. Module 17-18-19 December

LOCATION

Istanbul - TURKEY
Combination of face to face & virtual sessions

FOR MORE INFO >

info@theintegralinstitute.com

The course will be run virtually. There will  5 modules each lasting 3 days.

I.C. Integral Coaching™ program has been qualified as an ACTP – Accredited Coach Training Program which is the highest coaching program degree accredited by ICF – International Coach Federation. Participants who successfully complete the program will have the right to become CPIC – Certified Professional Integral Coach™ – and assuming they’ve met the other conditions required by ICF, they’ll be able to obtain the credentials of ACC – Associate Certified Coach or PCC – Professional Certified Coach without the requirement of an exam from ICF.

PARTICIPANT

The program quota is limited to 12 people

PROGRAM

1. Module 11-12-13 September
2. Module 24-25-26 October
3. Module 15-16-17 November
4. Module 29-30-31 December
5. Module 12-13-14 December

LOCATION

Istanbul - TURKEY
Combination of face to face & virtual sessions

FOR MORE INFO >

info@theintegralinstitute.com

HRM

HR&M June/July Jasna’s Q&A on Leadership and Coaching

What is the biggest value provided by coaching in your opinion?

I had the privilege to work with a lot of leaders and teams who contribute to the destiny and future of organizations. One of the biggest challenges that I noticed while working with them was focus. I don’t mean number crunching focus. What I mean is; What do we value as an individual, as a team and as an organization? What kind of legacy would we like to leave behind in our community? The country? The world? Coaching allows and supports clients to visualize a fulfilling picture for stakeholders which also includes strategy, behavior, and day-to-day actions.

How do you see the effects of coaching on leaders today?

When I was first introduced to coaching in the year 2000, it was something not well understood and was undervalued. However, these days, it’s not only multinational organizations that consider coaching as a fundamental support system for their individual and collective success. Today, mid-sized companies, entrepreneurs, startups, and their leaders also have discovered the benefits provided by coaching. In addition, it’s also something that provides value for individuals when it comes to managing their lives which will impact all areas such as friendships, romantic relationships, and their career.

What is the biggest risk clients face in coaching?

The biggest risk in coaching are the coaches themselves. This has to do with the fact that there is no oversight for those who haven’t been trained by authorized institutions which creates an almost zero barrier to entry. In turn, that creates a wrong perception that those who failed within their professional career became coaches. Due to this perception, trust in coaching may decrease in the long term. One way to reduce this risk is by working with coaches who’ve received accreditation from long-standing organizations such as ICF. Additionally, coaches and coaching organizations need to take bigger steps in educating potential clients as to what coaching is and how to find one that’s suitable for them.

How can leaders embody coaching mindset?

There are a few fundamental competencies which are must haves for leaders and even managers. The first one is the capacity to ask questions rather than providing answers. The second is listening. There’s a beautiful Chinese character which encompasses this. If you don’t listen with your ears, your eyes, your mind, your heart, and your undivided attention, then you’re simply waiting for your turn to speak. Even using just these two makes huge differences in supporting people to achieve their full potential. Leaders make their presence known not by having their voices heard, but through making others feel heard. Leaders build leaders.

What will coaching look like in the future?

I’m extremely hopeful about the future of coaching. Improvements in technology and AI will soon start to enter many different professional fields. For example, IBM has recently created an AI called Watson Natural Language Understanding “which can quickly comprehend and analyze structured and unstructured information in legal documents.” Although AI may one day arrive at the point of being able to understand and mimic human language, it still will fall short of being able to connect with us on an emotional level. This puts coaching and other similar careers in a position where they won’t become outdated or obsolete with the progress of technology.

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MOLPED’den Kız Sözü

There is something we can all do today to support our future!

Supporting our youth, especially our young girls, is our priority as both parents and professionals. We would like to thank all our coaches with whom we had the opportunity to work together in this project and Hayat Holding, who opened this field to us.


www.kizsozu.com

Proje Takımı

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Sami Bugay

Master Certified Coach MCC- ICF, NCC Leadership and Team Coach, Facilitator
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Damla Koçman

Professional Certified Coach PCC - ICF
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Esra Miller

Professional Certified Coach PCC - ICF
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Deniz Balıkçı

Professional Certified Coach PCC - ICF
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Esin Esen

Professional Certified Coach PCC - ICF
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Burak Akalın

Associate Certified Coach ACC - ICF
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Zuhal Yiğit

Professional Certified Coach PCC - ICF
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Utkan Polat

Professional Certified Coach PCC - ICF
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Ayçin Teker

Associate Certified Coach ACC - ICF
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Alumni Development Talks to #Evdekalan İTÜ Students: Maintaining the Serenity Within

COVID19 O ile birlikte hiç beklemediğimiz bir dönüşüm sürecine hep birlikte girdik hatta girmek zorunda kaldık, ve en endişe verici olanı da galiba bu sadece bir başlangıç… sürecin finansal etkilerini henüz görmedik, gelebilecek ikinci dalga ise zaten önümüzde bizi bekleyen zor zorlayıcı koşulları daha da sertleştirecek gibi duruyor.

“Türbülanslı Zamanlarda İçimizdeki Dinginliği Koruyabilmek” webinarımızda bu ve benzeri durumlarla nasıl başa çıkabiliriz sorusunun yanıtlarını özetlemeye çalıştık.

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Beraber BİRLİKTE Olmak

Uluslarası gönüllü çalışma grubumuz ile Sağlık Çalışanlarını desteklemek için hazırladığımız, onların geçirdikleri bu vefakâr süreçteki zorluklarını daha kolay yönetmelerini sağlayan sistemik bir akışı sizlerle paylaşıp yaymanızı rica ediyoruz. İlgili dosyayı aşağıdaki bağlantıdan indirebilir ve çevrenize yollayabilirsiniz.

#evdekal #destekverorg

Sami Bugay

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Boredom in Institutions – Milliyet Newspaper

There are various reasons why institutions resist change. Below we see the main causes and prevalence of this resistance.

  • 80% resistance to change,
  • 70 percent of the lead person is not ready for change,
  • 60 percent unrealistic expectations,
  • 55% change project is not enough,
  • 45% of the reasons for the change are not adequately explained,
  • The 42 percent change is not perfectly designed,
  • Uncertainties of 40 percent have not been eliminated,
  • Insufficient software support by 35%.

What is corporate culture?
The way things are done in an institution, the ability to solve problems inside and outside, and the cooperation in reaching goals and creating strategies create the culture of that institution.

The tendency of disorder and ineffectiveness in an institution is called “Cultural Entropy”. Decreased efficiency and wasted energy are due to this tendency. Intra-team conflicts and boredom (burnout) show themselves. Naturally, it is possible that such frustrations are influenced by general economic and political conditions. “Cultural Entropy” is measurable and has a significant impact on both employee loyalty and turnover. Lower levels of “Cultural Entropy” are considered better.

According to the calculations, if the cultural inadequacy falls below 10 percent, it provides a 32.87 percent increase in corporate incomes within 3 years. If the cultural inadequacy rises above 29 percent, the income increase decreases to 11.07 percent in the same period.

Insufficiency study
“KA Danışmanlık” carries out the most result-oriented studies on cultural inadequacy in institutions in our country. First, deficiencies are identified, needs analysis is made; Then, where and where the institution wants to go is planned. Then, an internal communication plan is created and many actions such as leader coaching, team coaching, and development design are taken in this regard.

It can take 3 to 7 years to completely reduce the disorder, disconnection and ineffectiveness in an institution and to solve the problems in this regard. In this period, both the increase in employee morale and the increase in profitability create a visible and measurable result.

During the work, not only objective measures are taken, but also psychological and energy-enhancing measures are applied. As the miscommunication and ineffectiveness in the institution decreases, the income against the capital invested increases rapidly. In the researches, it has been observed that thanks to the measures taken in this regard, the corporate share prices have also increased rapidly. -2844102/

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Mentoring Program Continues: Supporting the Future Today – PMI Magazine March 2019

PMI Turkey Chapter has been providing voluntary mentoring support to university and graduate students with its PMI certified members since 2012. Work continues to expand and deepen the scope of the Mentoring Program in 2019-2020. The first step of these studies is to increase mentoring competencies.
determined. For this purpose, on February 23, 2019, Ka Consulting Managing Director Mr. With the contributions of Sami Bugay Master Certified Coach – ICF, Mentor Coach – ICF, NCC, the training on “Supporting the Future Today: Mentoring” took place at the ING Innovation Center.

This training, in which all the participants were past mentors and future mentor candidates, attracted great attention from participants from distant regions and from outside the city, despite the fact that it was a profitable Istanbul weekend.

During the training, Mr. Sami Bugay shared very valuable information about the competencies required by mentoring. Important exchanges, including the self-awareness of mentors, on the importance of behaviors, thoughts and feelings that affect results in both mentoring and team communication, and on beliefs and values ​​that limit them.
there was. The interactive nature of the training, which was thought deeply and sometimes laughed with laughter, created a special value. The mentoring process training ended with practical suggestions on the process and the structuring of the interviews.

For his valuable contributions, Mr. We would like to thank Sami Bugay and Ka Danışmanlık, the ING Innovation Center for the venue and their friendly support, and our mentors for their sharing participation in the training.
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The Unbearable Lightness of Not Producing…

…or, the Extreme Attractiveness of Copying…..?

As I research what has happened in the world of Human Resources and Organizational Development lately, I realize how similar the themes discussed are, with some curiosity and some surprise. “What is there to be so surprised about?” I seem to hear you ask… You are right, actually there is nothing to be surprised about. We are discussing and addressing similar issues as similar people in the same environment, three more or less. This being the case, we can naturally get into a vicious circle and cook and cook the same food and bring it before each other.

While I was discussing this issue with some of my friends, I recently found myself thinking about the following question: “So why? Why can’t we take an issue that someone else has taken up further? Why don’t we build a building on the foundation, but try to lay a new foundation on the land next door?”

While I was searching for the answer to this question, I read an article by Michael Yarbrough on why we tend to imitate others. According to Yarbrough, we all tend to imitate the actions of the people we love, and we do so subconsciously. This behavior of ours is called “Projection” and it has been known and studied by psychologists for a long time. As a rule, “mirroring” meant that the interlocutors enjoyed communication. There was some level of agreement between them. The topic of discussion would be equally interesting to both people and they knew their interests were being met.

Yarbrough’s article does not end there, of course, and continues with interesting explanations. (For those who are curious and want to read, the original English title of the article is “The Surprising Truth About Why We Tend To Imitate Others” – Michael Yarbrough) However, of course, I still wanted to make some assumptions about our subject in addition to Yarbrough’s explanations:

We can choose to copy rather than produce, because

Tried and proven, therefore safer.
What if I am criticized for what I produce, how do I respond?
Why waste my time when it’s ready? Time is precious.
I will also have a share in the production, so I will not be able to offer any excuse if negative criticism comes.
Well, I’m going to present a better version of this topic now. The other one wasn’t so good anyway…
and so on and so on

I’m sure you have more excuses to add to this list. And I will say that instead of copying, let’s produce, develop, develop, set an example and lead the way. Because I humbly know from my own experience that the pleasure of producing and developing is completely different…

See you ????

– Ebru Ölçer

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What a Nice Mistake You Made

Recently, I heard a story from Stephen Glenn about a famous research scientist. This scientist had new and very important discoveries in medicine. A newspaper reporter asked him when he was interviewing how he became a different and creative person from the average person. What is the distinguishing feature?
The scientist answered this question “due to the experience my mother had when I was two years old.” While the scientist was trying to get the milk bottle out of the refrigerator, the bottle fell from his hand and turned into a milk lake.

When his mother came into the kitchen, instead of yelling, yelling or punishing her: “Robert, what a great mistake you made! I’ve never seen such a beautiful lake of milk before. Yeah, it’s done. Now before we clean this place together, do you want to play some milk on the floor?” He bent down and played with the spilled milk. A few minutes later his mother said, “Robert, when you do this kind of thing, you know you have to clean it up and put everything back to normal? How would you like to do this? Shall we use a sponge or a towel or cloth? Which one do you want? “Robert chose the sponge and they cleaned the spilled milk on the floor.

Later, her mother said, “You know, what we had here was a bad experience where you couldn’t carry a milk bottle with your two little hands. Now let’s go out to the backyard and fill the bottle with water and let you carry a full bottle without dropping it.” The little boy learned that if he held the bottle by his throat with both hands, he could carry it without dropping it. He understood that the mistakes made were good opportunities to learn something new. Experiments in scientific research are based on this basis anyway.

Even if an experiment fails, very valuable information is obtained from that experiment.
Jack Canfield