Melissa Doman, M.A.

Are you (or someone you know) facing an ICF PCC credential performance evaluation? My team and I have been assessing ICF performance evaluations since 2012, guiding leaders and coaches toward ACC, PCC, and MCC certification. So we've seen all the biggest mistakes, and worked to find simple ways to help. One of the biggest hurdles is the big leap from ACC to PCC. After more than a decade of listening to recorded coaching sessions, I’ve seen 4 simple shifts that make a real difference in passing PCC and set you up for MCC. If you or someone you know is preparing for PCC evaluations, these quick tips can help deepen your coaching sessions, which is exactly what ICF markers look for. When I worked toward my MCC, I remember how tough it was. Many coaches today feel the same overwhelm. It’s not you, the path really is challenging but also a worthy pursuit. That’s why I’m here: to make the process clearer and more supportive, so you can grow into the kind of coach you want to be. 👏

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In reading this article I like the call to proactive measures on the part of human resource professionals when it comes to #psychologicalhealthandsafety. However, I dont argee with the assertion that "people are #psychosocialhazards." My research suggests that a psychosocial hazard exists based on the "perception and experience" of the person exposed to the psychosocial factor. These factors include the work itself, the way the work is organized and the social interactions involved in doing the work. Its not the people, its behaviors that another person perceives or experiences as threatening to the extent that the person exposed feels the need to change thier behavior to mitigate the potential harm from exposure. Organizations have a lot of power to set boundaries for workplace behavior, and should definitely do so as proactively as possible. But, there will always be the need to address situations that the organization couldn't or didn't predict. https://lnkd.in/ebnVtTHE

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I’m thrilled to share a new piece I co-authored with the brilliant Jenny Fernandez, MBA, 费 珍妮: “𝐖𝐡𝐚𝐭 𝐭𝐨 𝐃𝐨 𝐖𝐡𝐞𝐧 𝐘𝐨𝐮 𝐈𝐧𝐡𝐞𝐫𝐢𝐭 𝐚 𝐓𝐞𝐚𝐦 𝐓𝐡𝐚𝐭’𝐬 𝐍𝐨𝐭 𝐒𝐞𝐭 𝐔𝐩 𝐭𝐨 𝐖𝐢𝐧.” As executive coaches, we see this all the time—talented, driven leaders dropped into messy transitions. New reorg. New team. Big expectations. But the system they’re asked to lead? Struggling. This article is about what to do when you inherit a team in that exact moment: low morale, unclear priorities, outdated structures—and everyone expecting you to turn it around 𝘺𝘦𝘴𝘵𝘦𝘳𝘥𝘢𝘺. We outline 5 strategic moves leaders can make to reset the foundation (without burning everything down): 1️⃣ Audit the system before you judge the people 2️⃣ Name what’s broken—without placing blame 3️⃣ Surface strengths and secure early wins 4️⃣ Define what progress looks like 5️⃣ Communicate strategy up, down, and across Whether you’re stepping into a new role or managing through transformation, I hope this gives you practical tools and a sense of what 𝘪𝘴 possible—even in the most challenging environments. 📰 Read the full article here, via Fast Company: https://lnkd.in/egGJ4NWY #leadership #strategy #management #transformation #change #communication 

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