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What do you do if your life coaching team lacks a sense of belonging and inclusivity?

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Feeling like you don't quite fit in or aren't fully accepted can be a disheartening experience, especially within a life coaching team where support and collaboration are key to success. If your team is struggling with a lack of belonging and inclusivity, it's crucial to address these issues head-on to foster a healthy and productive environment. A sense of belonging is the emotional experience of being an integral part of a group, while inclusivity refers to the practice of including people who might otherwise be excluded or marginalized.

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Lisa Jeffs ??

The Coach for Business Leaders & Entrepreneurs | 11 Years of Intuitive & Evidence-Based High-Performance Life Coaching…
Bbira Kafumbe (CSM, SASM)
Francis Pinera

I help busy professionals get strong, lean, and energized in 10 minutes a day. No gym. No hassle. Real results.

1 Assess Culture

To tackle the issue of belonging and inclusivity within your life coaching team, start by conducting an honest assessment of the team's culture. This involves looking at the norms, values, and behaviors that define how team members interact with one another. Are all voices being heard during meetings? Do team members feel comfortable sharing their ideas and perspectives? Understanding the current state of your team's culture is the first step towards creating a more inclusive environment where everyone feels they belong.

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Lisa Jeffs ??

The Coach for Business Leaders & Entrepreneurs | 11 Years of Intuitive & Evidence-Based High-Performance Life Coaching & Executive Coaching to Help You Fulfill Your Potential | Best Selling Author | Podcast Host
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What is anchoring the culture? If the team is lacking belonging and inclusivity there is no clear culture. Values and expectations should be expressed and shared regularly so they are ingrained within the team.

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Bbira Kafumbe (CSM, SASM)
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1) Promote Collaboration and Team Building: Encourage collaboration and teamwork among team members to foster a sense of belonging. Plan team-building activities and initiatives that promote trust, camaraderie, and connection. 2) Establish Clear Expectations: Clearly communicate expectations regarding behavior and conduct within the team. Set ground rules that promote inclusivity, such as active listening, mutual respect, and openness to different viewpoints.

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Francis Pinera

I help busy professionals get strong, lean, and energized in 10 minutes a day. No gym. No hassle. Real results.
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First start by conducting an honest assessment of the team's culture. This involves looking at the norms, values, and behaviors that define how team members interact with one another. Are all voices being heard during meetings? Do team members feel comfortable sharing their ideas and perspectives? Understanding the current state of your team's culture is the first step towards creating a more inclusive environment. Then provide opportunities for team members to learn about diversity, equity, and inclusion. This could involve workshops, seminars, or even informal discussions on these topics.

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Eduardo López

Gerente de Cobranza | Consultor de Cobranza | Coach Ejecutivo | Coach Ontologico | MBA | Magister en Finanzas | Creo en resolver conversando | Acreditado ACCOP ID 0000495
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Cuando evaluamos cultura, evaluamos el sistema en su conjunto, lo que por un lado es la cultura propiamente tal, como las habilidades de las personas del equipo para desenvolverse en esa cultura. Existen herramientas de medición para abordar ambos temas, que juzgo igual de importantes.

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2 Open Dialogue

Creating an open dialogue is essential to understanding the underlying issues that may be contributing to a lack of belonging and inclusivity. Encourage team members to share their experiences and perceptions in a safe and non-judgmental space. This can be facilitated through regular team meetings or feedback sessions where everyone has the opportunity to speak freely. Listening to each other's concerns and experiences can help identify specific areas that need improvement and build empathy within the team.

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Patty Jackson

Founder Clear Inner Focus Coaching | Personal, Career, Leadership, Relationship & Life Clarity and Transformations
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Running a coaching business simplifies this issue as we all possess, practice, and value coaching skills. Waning enthusiasm and lack of engagement naturally result from inconsistent connections with each other and from either an excess or a lack of work. To sustain engagement, enthusiasm, and a sense of belonging, I: 1. Hold team meetings twice a month in a group coaching format where we discuss both personal and business successes, challenges, growth intentions, and steps. These meetings end with each participant, including me, sharing authentic and enthusiastic or growth take-aways. 2. Check in with coaches between these meetings, particularly when they have new initiatives or new types of clients.

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3 Set Goals

Once you've identified the challenges, it's time to set clear and achievable goals for improving belonging and inclusivity. These goals should be specific, measurable, attainable, relevant, and time-bound (SMART). For instance, you might aim to implement a monthly team-building activity or establish a mentorship program within the next quarter. Setting goals gives the team a shared purpose and direction in addressing the issues at hand.

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4 Educate Team

Education plays a pivotal role in enhancing belonging and inclusivity. Provide opportunities for team members to learn about diversity, equity, and inclusion. This could involve workshops, seminars, or even informal discussions on these topics. By increasing awareness and understanding of different perspectives and the importance of inclusivity, team members can become more empathetic and supportive of one another.

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5 Implement Changes

With goals set and education underway, it's time to implement changes that will foster a sense of belonging and inclusivity. This might include revising team policies to be more inclusive, altering communication channels to ensure everyone is heard, or introducing new team rituals that celebrate diversity. Remember, change doesn't happen overnight; it requires commitment and consistent effort from the entire team.

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6 Monitor Progress

Finally, it's important to monitor progress towards your goals. This could involve regular check-ins with team members or surveys to gauge the team's sense of belonging and inclusivity over time. Monitoring progress not only helps ensure that your efforts are effective but also shows the team that you are committed to making long-term improvements. Celebrate the victories, no matter how small, and be prepared to adjust your strategies as needed.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Stu Crossland

Working within the NHS
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I would organise a team meeting, in which the entire team set the agenda. I would then structure the meeting so each person individually gets to add their ideas, without interruption bu anyone else. Essentially I would run the meeting in the style of “Nancy KLINE”

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What do you do if your life coaching team lacks a sense of belonging and inclusivity?

1

2

3

4

5

6

7

1 Assess Culture

2 Open Dialogue

3 Set Goals

4 Educate Team

5 Implement Changes

6 Monitor Progress

7 Here’s what else to consider

Life Coaching

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What do you do if your life coaching team lacks a sense of belonging and inclusivity?

1

2

3

4

5

6

7

1 Assess Culture

2 Open Dialogue

3 Set Goals

4 Educate Team

5 Implement Changes

6 Monitor Progress

7 Here’s what else to consider

Life Coaching

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