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

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

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

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 10-11-12 September
2. Module 24-25-26 October
3. Module 15-16-17 November
4. Module 29-30-31 December
5. Module 12-13-14 January 2022

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

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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.
More about this source textSource text required for additional translation information

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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

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Mevlana Şems

One night, while searching for Mevlana, Shams found him sitting by a pool, deep in thought. “What are you doing?” he asked. Mevlana replied, “I am watching the stars reflecting on the water.” Shams paused for a moment, then said with a laugh: “Then why don’t you look up at the sky?” When we face reality, are we brave enough to accept it, strong enough to bear it? In fact, knowledge comes with a great responsibility. Every person whose lives we touch, knowingly and unknowingly, carries a piece of us. This requires living wisely, not selfishly. Wise people do not meet their fate with a humble resignation, nor do they lose their childlike excitement by obsessing over the details. As they sense the real identities behind the masks, nothing is as it seems; They know what the paradoxes mean in the picture drawn by the divine hand, and act accordingly. With grace, joy and pleasure… This is the meaning hidden in the motto of Sems, the unique Sun of Tabriz, “Walk without feet, fly without wings”. Because it is possible to solve the truth not with the mind, but with the mind of the heart that opens like a flower, with every touch of love. When you are in a deadlock, raise your face to the sky by isolating yourself from all thoughts, past and future worries, without being disheartened. You are a part of that vast infinity. The stars will die, but your soul will live. Let the future decide the future… Source unknown

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Violinist in The Subway

On a cold January morning, a man plays six musical pieces from Bach with his violin for 45 minutes at a subway station in Washington DC. During this time, about a thousand people pass by the violinist, in the rush to get to work in time. About three minutes after the violinist started playing, for the first time, a middle-aged man notices the violinist, slows down, and after a few seconds, he continues on his way to get to where he had to go. The violinist gets his first dollar tip a minute later. A woman passes by quickly, throwing the money into the container placed before the violinist without interrupting her walk. A few minutes later, another man pauses, leans and listens, but takes a look at his watch and continues his way with expressions stating that he is in a hurry not to be late for work. The most attentive person is a three-year-old boy. Despite his mother’s tugging, the child stands before him and looks carefully at the violinist. Finally, his mother forces his child to walk by pulling him faster. The boy turns around and looks at the violinist, desperately following his mother. Similarly, there are a few more children, and they are all forced away by their parents to continue walking. During his 45 minutes of performance, only 6 people stand before the violinist for a very short time. 20 people give money as they are passing by. The violinist earns $32 during the time of his performance. When he finishes playing, silence prevails, and no one even realizes that he has stopped, does not clap. Nobody realizes that he is the best violinist in the world, Joshua Bell, and he has played the most complex musical pieces ever written with the $ 3.5 million violin in his hand. However, Joshua Bell’s concert tickets in Boston two days before this mini concert on the subway were sold for an average of $100.

This is a true story, and Joshua Bell’s disguise in the subway was designed by the Washington Post newspaper as a social experiment on perception, enjoyment, and priorities. Things questioned was: Can we perceive beauty in an ordinary place, at an inappropriate time? Do we stop to enjoy it? Can we recognize talent in an unexpected environment? The moral to point from this short story is that if we don’t have a minute to stop and listen to the best musician in the world playing the best music in the world, what else are we missing?