Call for nominations to the Board of Directors for 2018

It’s that time when we weigh-in and commit to advancing the coaching profession at the local and global levels.  Yup, the local chapter is looking for new board members!

So, what might a board experience give you? Well there’s insight and connection to what’s happening what’s globally; connections locally and internationally; opportunities to learn and try out new coaching and leadership skills; places to collaborate on projects and initiatives…and FUN with people who just might become part of your tribe!


For 2018 we’re seeking nominations for executive and director positions for one- and two-year terms.

Executive positions – for leaders and emerging leaders – with a commitment to expanding the profile of the profession, formalizing the strategic direction of the chapter, and enriching the experiences of chapter members.

  • Vice President (with a desire to become president)
  • Secretary

Directors with passion and commitment to deepening professional coaching knowledge and to expanding community experiences and curiosity about coaching work.

We’d also love it if you also have experience and skills in: community liaison and development; event planning; governance design; organizational and team development; stakeholder engagement, and strategic communication.

No – we don’t want much!

So, if you’re curious and really want the inside scoop…please connect with our nominating committee chairperson, Claire Rettie @ 

Don’t forget to mark your calendar, Saturday, December 9th for the Annual General Meeting.  More details to come!

Community Relations Project Request for expression of interest: coach-facilitators/trainers

Taking coaching to the community: a project about learning, connecting and contributing


This year-long project is designed to build relationships with our communities through coaching demonstrations while building and enhancing skills for member-coaches.

For 2017-2018, community relations work will focus on bringing coaching demonstrations into organizations and businesses in communities on Vancouver Island.

The project involves:

  • recruiting experienced coaches to learn new skills and deliver coaching demonstrations;
  • securing coach facilitators and trainers to provide face-to-face and video learning for coaches in two areas: ‘coaching at the front of the room’, and ‘engaging organizations in the coaching conversation’, and
  • enrolling organizations and business in hosting demonstration coaching sessions in their establishments

At the end of the year we’ll evaluate the initiative to discover what worked well and what might need to change.

 What we are looking for:

We are looking for facilitators/trainers to provide face-to-face workshops in two areas:

  • ONE: how to ‘coach at the front of the room’, and
  • TWO: how to ‘engage organizations in the coaching conversation’

These workshops must be interactive and must include opportunities for participants to use and practice the skills they are learning.

*Facilitators need to be available to provide training between May and August 2017.

What’s in this for you?

  • 1 free banner ad on ICF Vancouver Island website and Facebook page (event registration is managed by the Events Director through Eventbrite)
  • Visibility and exposure to our ICF Vancouver Island chapter
  • Opportunity to establish and further develop your presentations/workshops through real-time feedback/input from attendees

Please note we are a non-profit organization and due to a limited budget, we do not pay for speakers or their travel or other costs.


Review the ICF Definition of Coaching on the ICF website, which is the WHAT of ICF coaching;

Review the ICF Core Competencies and the ICF Ethics & Standards on the ICF website – these define the HOW of ICF coaching.

Determine how your presentation/workshop can best address the community relations project objectives.

Please ensure that your presentation/workshop focuses on education and learning rather than promotion or marketing of your business/product.

ICF CCEU’s – please indicate if you have delivered this type of training to other ICF chapters and previously received ICF approved CCEU’s. If your proposal is accepted and you do not have pre-approved CCEU’s we will work with you to initiate a chapter request to ICF Global on your behalf.

Submission Format: – please provide a 200-word summary of your approach and indicate *suggested dates for availability

Attach a JPEG professional photo

Email your completed proposal submission to by noon (Pacific) on Wednesday, April 5, 2017.


* We will be reviewing numerous proposals and a consistent format allows us to appropriately review and assess your proposal. Proposals that are submitted in a different format will be returned.


We will acknowledge receipt of your proposal within five business days and will respond with our decision regarding your proposal within 30 days of the closing date for submissions.

Our review will consider the following criteria:

  • Presentation meets ICF guidelines for training
  • Topic addresses community relations project objectives
  • Presenter respects our commitment to minimize self-promotion or product sales
  • Educational Value; your approach and content will enable coached to deliver on the project objectives
  • Speaker addresses needs of all coach experience levels

After acceptance of your proposal we will send you more specific information pertinent to scheduling your presentation.


Please contact our Director of Community Relations (

Thank you for your interest in supporting our ICF Chapter!

Taking The Lead in Hiring the Right People

by Tania Walter Gardiner – Live Your Definition of Success Hiring the right people for your team begins with self-leadership. Being clear, committed and able to communicate your vision, passion and plan enables you to more effectively choose the right people for your team. You create a team from a place of insight and integrity. You seek people who are connected to the same inspired energy who will be engaged in bringing the dream to fruition. Who are you? How do you show up in the world? What are your values and how do you live out those values? What is your engagement in the work you are doing? Leadership begins when you step into being you. It is the quest for self-knowledge, personal growth and being your authentic self. How connected are you to feeling the inspiration of what makes you come alive in the work you are doing? How clear are you on your dream for your business? What is your intentional purpose-driven plan to serve your clients? Hire the people who share your dream and align with your values. Having a shared vision aligned with each team members values binds, unifies and galvanizes the team. Tania Contributing member: Tania Walter Gardiner, MA, BA, ACC Tania is a certified professional solutions and values focused coach and consultant who works with individuals and teams helping them to gain clarity, focus and direction, enabling them to live their definition of success in business and life. To explore coaching with Tania, visit her website, Integral Connections.

Is Your Leadership Failing Your Team?


By Delaney Tosh

In my coaching business I have been having a lot of conversations with businesses, teams and their leaders, about engagement, disengagement and the link between team culture and a company’s or team’s ability to be innovative…or just productive. Top of mind is the competitive business environment and how a team can be not just responsive, but out-pace competitive pressures in the marketplace.

The extensive research on the topic of innovation all indicates that while there are several key factors that enhance innovation, it all begins with leadership. Leaders either inhibit or enhance all the other factors that are the hallmarks of highly productive and innovative teams.

Innovation is not an accident or only the purview of wacky creative types. Innovation is a disciplined approach and requires leadership that can manage and allow for the ingredients that make innovation possible. Here are three key areas to explore to see if your leadership is on the right track:Diversity:

Are you, as a leader, able to manage the diversity required for the necessary creative tension that this diversity will ignite? Many leaders look for talent who have similar world views to their own. While you all may feel comfortable sitting around the boardroom table, the similar ways of thinking and approaches will ensure a lot of the same-old-same-old.

Hiring a diverse team is not enough, however, as this diversity needs to be effectively managed so that tolerance of differences is nurtured and tension is given enough rein to allow creativity to spark, but not so much that everyone hates each other. This requires clear communication of the rules of engagement, rigorous facilitation of team acceptance of individual differences, an understanding of why this is important, and an even balance between a hands-on and hands-off approach.


Are you able to handle a bit of failure? What about new ideas – how open are you to these…especially those ideas that are so outside your way of seeing things your first instinct is to scoff? Teresa Amabile and Mukti Khaire discovered in their research of leading creativity scholars and executives from companies such as IDEO, Google, Intuit, Novartis and E Ink, that it is imperative that managers decrease their fear of failure and instead have the goal of experimenting constantly. Fail early and often and learn from each failure is the resounding consensus of both the scholars and executives.

Letting Others Be Leaders:

Can you let go of the reins? Are you able to let employees run with an idea and bring others on side, or create an initiative and see it through? Autonomy is a critical factor to an employee’s sense of worth and this really fosters individual creativity. Are you attached to finding glory in being the one with all the answers, or does your sense of glory come from helping others realize their unique talents towards a common goal?

According to Jeff Mauzy and Richard Harriman, in their book, Creativity Inc., leadership that does not support employees’ creativity is characterized by:

  • a strict adherence to procedure,
  • low tolerance for autonomy,
  • over-reliance on past strategies and successes,
  • imitating the competition,
  • lack of acknowledgement for personal merit,
  • quick dismissal of ideas that don’t fit the mold, and
  • failure to allow for and acknowledge small wins with individual employees.

As Amabile and Khaire discovered in their research cited in their article, Creativity and the Role of the Leader, “One doesn’t manage creativity. One manages for creativity”. In doing so, you will go a long way to enhancing the culture and productivity of your team.


D_Tosh_cropped_high res C (2)Contributing Member: Delaney Tosh, CPCC

Delaney approaches business management, leadership and organizational development from a coaching perspective. She is a trained business coach and facilitator with 15 years experience in management, business development and team development. Delaney is a systems thinker who is strong in facilitating dynamic conversations that assess the current reality and inspire and support a shift to a desired future. To explore coaching with Delaney, visit her website.

This post originally appeared on Delaney Tosh’s Surge Strategies blog and on the Delta Partners Inc. blog and appears here with her permission.

Self-Leadership and Values

By Tania Walter Gardiner To effectively lead yourself, you need to be clear who you are and what your core values are. What matters to you? Your valuesare your filter to identify and choose what fits for you in business and life. If you were to identify your top three to five core values, what are they?

Values alignment can create a ripple effect.

Values connect you to your authentic self. They reveal who you are and what you stand for. Self-leadership begins from a place of connectedness with your authentic self. If you were truly aligned with your decisions from the inside out, what would that mean for you? What would be the ripple effect to others? When you act and behave in alignment with your values, you achieve the outcomes you want with ease, a calm centeredness and resourcefulness. When you have this deep awareness of who you are, you can readily act in your own best interest while respecting others.

Are you crystal clear on who you are?

How clear are you about who you are? Being crystal clear on who you are, having a values-based vision aligned with a strategic action plan is essential to your definition of success in business and life.   Contributing member: Tania Walter Gardiner, MA, BA, ACC Tania is a certified professional solutions and values focused coach and consultant who works with individuals and teams helping them to gain clarity, focus and direction, enabling them to live their definition of success in business and life. To explore coaching with Tania, visit her website, Integral Connections. **Please credit the author with any use of or excerpt from this article in any form. This article originally appeared in Valley Voice.