Love your initiative here taken with your usual infectious energy. I think it’s a great concept — especially if the filter for membership really produces a community of leaders who are seriously committed to mastery as coaches and significant impact in the world, not just marketing their services to each other. Not sure yet about my involvement — I am currently deeply involved in two master mind groups, a men’s group, the Newfield Network community, ICF, and just signed up for CAM 2010. If your concept could be a model for “social networking” among our particular tribe, using the latest technology to advantage and leveraging our time, I would be interested. Thanks for innovating on our behalf.

I love the concept and I’m on board with anything Suzi Pomerantz is a part of!

What I don’t see in any of the comments (and this may be intentional and have a good reason behind it) are: any references to global work and competencies associated with companies profoundly affected by political, social, regional economic and culturally diverse trends and issues. This appears to be primarily a North American focussed group…or am I perhaps missing something? I train global executive coaches, and we also feel that our profession is distinctive. Those of us who’ve been in the field for several decades also feel that much of the current “diversity” or “coaching across cultures” is missing some of the more complex issues in coaching global organizations and companies. The competencies involved in our field are far more complex than any of the coaching organizations have addressed, and we don’t feel it’s likely they will be addressed by organizations attempting to be all things to all coaches. So, I see what you are proposing as part of an emerging trend – high level think tank groups that are discerning in the members they invite so that their very precious time can be well used. Most of us who’ve been around for a long time have volunteered many, many hours, with varying degrees of ROI for ourselves or the profession. And, some of the larger organizations with huge memberships actually operate in a fairly elitist way, featuring the same people over and over, not paying attention to member input in a democratic way, and so on. I’m getting ready to write a few books, so that’s my focus at the moment (on Global Executive coaching) and just married so am settling into a new life in a new part of the world (UK and Europe, with a global perspective) after operating globally from North America. So, there’s very little “play” time in my coaching schedule. I’m getting very selective about where I spend it and where I contribute. Make sense?

Keep me in the loop….!

I am interested in participating. Keep us apprised as your thinking evolves. How about an online format for group brainstorming?

Stephen

I am impressed with your energy and follow through and the way you present your ideas. Yes, I am definitely interested in a group that speaks to the executive/leadership development coach and to raising the bar on the level of conversations among coaches in this arena. I appreciate some of the comments from others about structure and time, but maybe people interested in making this distinction in the coaching field can create a different space and construct these structures as they come together. However, one aspect of your presentation that I’m not comfortable with (and this is stylistic but important to me) is the choice of wording about playground and some of the visuals you’ve used. I’m interested in elevating the executive/leadership coaching conversation to a more professional, educated, credible level based on research and data that demonstrates value. So the “play” concept doesn’t do it for me, but I also acknowledge that’s because of my style. Yet, it makes me hesitate because there are other coach organizations that use “play” and “fun” language to the degree that I get turned off. I’m not looking for learning and connection that’s advertised as “cool” and fun; I’m looking for learning and connection that deepens my understanding and elevates my performance as a coach.

Ginny O’Brien

Thanks, Karlin…very helpful! I’m looking to engage a small handful for starters to further define, clarify, and identify what’s needed. Definitely a focus on leadership and leadership development resonates. That’s likely one of the key differentiators. Looking forward to our call on Thursday!