Will Linssen

Coaching is no longer a program. It’s a mindset. For years, many organisations treated coaching as: – an HR initiative – a leadership programme – a benefit for a selected few That era is quietly ending. The most powerful shift happening right now is this: Coaching is moving from something we do to something we are. When coaching becomes a mindset: • Questions come before answers • Curiosity replaces control • Growth matters as much as results Happy to be featured by ICF Jakarta | Indonesia Jakarta in promoting Communities of Practice for Corporate Coaching Culture — an initiative created to help organizations build, embed, and sustain a coaching culture. Thanks to Reni Agustin Juni Dani

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We talk about KPIs, profits, and performance—but the real economy of leadership runs on intangibles. The tone you bring into a room. The silence between words. The energy people feel when you walk away. That’s not soft—it’s systemic. It’s the invisible infrastructure that determines whether trust scales or breaks. Most leaders try to measure results without first calibrating the human system that produces them. As Deborah J. Cabral, PCC captured from Nilofer Merchant’s keynote, “Uncovering the Intangibles that Define Value,” this is the new edge of leadership: learning to sense, align, and amplify what can’t be seen—but is always felt. In GMI terms, this is systemic calibration—the practice of leading with awareness so that connection, culture, and clarity aren’t byproducts… they’re the blueprint. #Leadership #SystemicCalibration #EmotionalIntelligence #PersonalMastery #GrowthMyndset #HumanSystems

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This topic is close to my heart. Team coaching is growing fast, and with that comes the risk of diluting what it truly means to coach a team with excellence. I wrote this piece for ICF Germany to challenge some of the myths I encounter most often in our field. Which of these myths do you recognize most from your practice? 👇

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Effective Life Coach Techniques for Personal Growth Personal growth and professional development are journeys that require clarity, focus, and the right guidance. As a certified ICF Level 1 coach, I have witnessed how tailored coaching can unlock potential and help individuals overcome mental blocks. In this post, I will share some of the most effective life coach strategies that I use to support my clients in India, the United States, the United Kingdom and UAE. These strategies are designed to be actionable and easy to implement, helping you move forward with confidence and purpose. Read more.. > https://lnkd.in/gCedWf2Y

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This week, I spent time with Certified Practitioners of The 6 'I's® from around the world, reflecting on how the work is evolving and what the current leadership context is asking of us. What struck me again is that the challenge facing organisations now is not simply how to generate more ideas. It is about leading innovation with greater clarity, discipline, judgement, and follow-through in a world shaped by AI, complexity, regulation, shifting client expectations, and constant change. The Six ‘I’s® began as a way to help people understand their own innovation strengths and how they contribute to the innovation process. But through its application across government, corporate, professional services, healthcare, education, and leadership development contexts, it has grown into something broader: a strategic innovation leadership architecture. That feels especially relevant now. Because innovation cannot sit at the edges of organisations, and in complex, distributed environments, it cannot rely on isolated effort, enthusiasm, or good intentions alone. It needs leadership. It needs shared language. It needs discipline. It needs follow-through. That was at the heart of what we explored together this week, and it is also what sits behind the repositioning work I have been doing more broadly around The Six ‘I’s®. Not changing its essence, but clarifying its relevance for the world we are now leading in. For me, that is the next chapter of this work. #InnovationLeadership #LeadershipDevelopment #ProfessionalServices #TheSixIs #WomenWhoLead

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Metaphors are transformation tools. A well-placed metaphor can spark insight, shift perspective, and create powerful connection among participants. In group coaching programs, metaphors help: ✔️ Make abstract ideas tangible ✔️ Foster shared understanding ✔️ Create emotional connection ✔️ Inspire mindset shifts and action They give groups a common language and unlock new ways of thinking. If you are leading group coaching programs, leverage the power of a well-chosen metaphor. Read the full post by clicking the link in the comments. #GroupCoaching #CoachingTools #LeadershipDevelopment #EmotionalIntelligence #TransformationalCoaching #CoachingSkills

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The Magnetic Power of Coaching: 15 Leaders Taking the ICF Certification Leap! Today, across 9 industries—from medical to retail, legal to semiconductor, 15 remarkable leaders are stepping into a transformative journey: the Certified Associate Coach program. This path isn’t just about acquiring a credential—it’s about shaping the future of leadership through coaching. With the Corporate Coach Academy as their guide, these professionals will deepen their skills over the next 3 months. From mastering coaching frameworks to fostering growth mindsets, they’ll be well equipped to empower others. What’s powerful is seeing leadership evolve: not just directing teams, but coaching them to thrive. As they embark on this ICF journey stsrting today, these leaders are not only investing in themselves—they’re creating a ripple of impact in their organizations and beyond. Let’s walk this path together! Corporate Coach Academy (CCA) Malaysian Coaches

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𝗧𝗵𝗲 𝗵𝘂𝗺𝗯𝗹𝗶𝗻𝗴 𝘄𝗼𝗿𝗸 𝗼𝗳 𝘀𝘁𝗮𝗿𝘁𝗶𝗻𝗴 𝗮𝗴𝗮𝗶𝗻 (𝘄𝗵𝗲𝗻 𝘆𝗼𝘂’𝗿𝗲 𝘀𝘂𝗽𝗽𝗼𝘀𝗲𝗱 𝘁𝗼 𝗯𝗲 𝘁𝗵𝗲 𝗲𝘅𝗽𝗲𝗿𝘁) There’s a particular kind of discomfort in starting over 𝙖𝙛𝙩𝙚𝙧 you’ve mastered something. For most of my career, I worked in spaces where I was confident and competent — leading leadership development, advising senior teams, coaching executives through uncertainty. But building my coaching practice Clarity has been a different kind of challenge. Suddenly, I’m the beginner again — learning business development, marketing, being visible — all in public. It’s humbling. And honestly, sometimes it’s hard not to want to retreat to what I already know I’m good at. But here’s what I’ve realised: mastery can quietly become a comfort zone. When your identity is built around credibility and expertise, it’s easy to forget what it feels like to learn from scratch — to risk looking unpolished, uncertain or wrong. And when that identity starts to shift, the question isn’t just “How do I learn this new thing?” It’s “𝗪𝗵𝗼 𝗮𝗺 𝗜 𝗶𝗳 𝗜’𝗺 𝗻𝗼𝘁 𝘄𝗵𝗮𝘁 𝗜’𝘃𝗲 𝘄𝗼𝗿𝗸𝗲𝗱 𝘀𝗼 𝗵𝗮𝗿𝗱 𝘁𝗼 𝗯𝗲 𝗴𝗿𝗲𝗮𝘁 𝗮𝘁?” We often tell ourselves we fear failure — but 𝙬𝙝𝙖𝙩 𝙢𝙖𝙣𝙮 𝙤𝙛 𝙪𝙨 𝙖𝙘𝙩𝙪𝙖𝙡𝙡𝙮 𝙛𝙚𝙖𝙧 𝙞𝙨 𝙡𝙤𝙤𝙠𝙞𝙣𝙜 𝙛𝙤𝙤𝙡𝙞𝙨𝙝, especially once we’ve built a reputation for competence. Leaders face this more than most: stepping into new industries, taking on bigger roles outside their functional areas, or moving from corporate life to building something of their own. They’ve spent years being the expert, the one with the answers. Now, they’re the learner again. That shift isn’t just about new skills — it’s about loosening the grip on their old identity. When that happens, a few things can help: 1️⃣ 𝙇𝙚𝙩 𝙜𝙤 𝙤𝙛 𝙣𝙚𝙚𝙙𝙞𝙣𝙜 𝙩𝙤 𝙡𝙤𝙤𝙠 𝙘𝙖𝙥𝙖𝙗𝙡𝙚 𝙖𝙡𝙡 𝙩𝙝𝙚 𝙩𝙞𝙢𝙚. Growth isn’t always graceful, and that’s okay. 2️⃣ 𝙇𝙚𝙩 𝙮𝙤𝙪𝙧𝙨𝙚𝙡𝙛 𝙗𝙚 𝙨𝙚𝙚𝙣 𝙞𝙣 𝙩𝙝𝙚 𝙢𝙞𝙙𝙙𝙡𝙚, 𝙣𝙤𝙩 𝙟𝙪𝙨𝙩 𝙖𝙩 𝙩𝙝𝙚 𝙚𝙣𝙙. We often share only once we’ve mastered something, but there’s power in letting people witness the messy middle — it gives others permission to try too.  3️⃣ 𝙎𝙩𝙖𝙮 𝙘𝙡𝙤𝙨𝙚 𝙩𝙤 𝙘𝙪𝙧𝙞𝙤𝙨𝙞𝙩𝙮. On the days you feel like you should “already know this,” curiosity can help loosen the grip — it turns the discomfort of learning into discovery again. So if you’ve taken a bold step into something new — if you’ve felt the fear of letting go of hard-earned mastery to start again — here’s to you! Because 𝘁𝗵𝗲 𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝘁𝗼 𝗯𝗲𝗴𝗶𝗻 𝗮𝗴𝗮𝗶𝗻, 𝗲𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗹𝘆 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗵𝗮𝘃𝗲 𝘁𝗼, 𝗶𝘀 𝗶𝘁𝘀 𝗼𝘄𝗻 𝗳𝗼𝗿𝗺 𝗼𝗳 𝗺𝗮𝘀𝘁𝗲𝗿𝘆.

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The Client Chronicles: Alignment - the missing piece of leadership performance. One of our clients recently rolled out the CheckPoint 360°™ Leadership Assessment across their management team — a robust tool that gathers perspectives from bosses, peers, and direct reports to give a full-circle view of leadership effectiveness. On paper, their managers were competent. But the data told a deeper story: only 44% alignment between managers and their bosses on what skills were actually critical for success. That gap explained a lot — inconsistent communication, unclear expectations, and duplicated effort. Everyone was working hard… just not always in the same direction. Through the CheckPoint 360°, we discovered which leadership competencies needed attention — from delegation and communication to building trust and developing others. Once coaching plans were put in place, let us just say, it is a data driven initiative that is well worth the time. We shall see how the next six months pan out. Leadership isn’t just about doing the right things — it’s about agreeing on what the right things are. Need a 360 Assessment set up for your leadership team? Reach out and let us see how we can help. #ClientChronicles #LeadershipDevelopment #ProfilesInternationalEA #CheckPoint360 #MouldACulture Maria Simiyu Mary M'Mukindia, MBS Dr. Susan Murage

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Leadership requires more than charisma or technical skills. Drawing from decades of research and consultancy, Professor Andrew Kakabadse highlighted six essentials for leaders to thrive: - Holistic Competencies (5Qs): IQ, EQ, PQ, RQ, MQ - Culture over charisma: Strong leadership cultures drive sustainable value - Master the detail: Balance transformational vision with operational execution. - Adapt to context: Situational intelligence is key to effectiveness. - Boards must function effectively: Engagement and dialogue are crucial. - Recognise leadership derailers: Prevent misuse of power and manipulation. Read on for more: https://heyor.ca/daF7eT #LeadershipEssentials #HolisticCompetencies #LeadershipDevelopment #ValuesDrivenLeadership

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🛠️ The Real Leadership Issue Urgency expands to fill the time and attention available, which gradually creates the perception that everything carries equal importance. Without deliberate interruption, leaders lose the ability to distinguish between what requires immediate action and what requires thoughtful evaluation. 🎧 This Week’s KASH Deposit: Beat Parkinson’s Law From Pocket KASH Coach This deposit introduces intentional constraint by limiting the time available for a task, forcing leaders to evaluate what truly deserves completion. When time is restricted, prioritization becomes more visible, and unnecessary expansion is reduced. Small leadership disciplines compound. The objective is not to increase efficiency but to improve judgmental accuracy so that attention is directed toward work that has real impact. 🧠 Go Deeper → Pocket KASH Coach

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Joe Pine just gave away the single most powerful framework for turning experiences into transformations. It's called encapsulation, and it has four parts: Preparation → Experience → Reflection → Integration. Most companies stop at the experience. The magic happens in what comes before and after. Help people imagine beforehand. Help them reflect afterward. Help them integrate the change into their lives. Do this right and your experiences become life-changing. Skip it and you're just entertainment. Full breakdown in episode 499 of The Leadership Podcast. https://bit.ly/TLP-YT-499 #Encapsulation #TransformationFramework #CustomerExperience #JoePine #BusinessStrategy #ExperienceDesign #TransformationEconomy

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Tools such as the Enneagram, psychometric assessments, and executive coaching provide structured insight into behavioural patterns, helping leaders move beyond assumptions into evidence-based self-understanding. Read more 👉 https://lttr.ai/AqpI6 #SelfAwareness #LeadershipEffectiveness #ExecutiveCoaching

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This article at SynergyStrategies brilliantly summarises the 5 key trends in leadership in 2025 that are shaping executive development. ▷▷ https://loom.ly/AYBMGbw In summary: 📍 Personalised and Data-Driven 📍 Emotional Intelligence is Essential 📍 Human-Centred Co-Design 📍 Sustainable and Adaptive Systems 📍 Peer Coaching Builds Capacity Coaching isn't just for individuals, it's a strategic lever for entire organisations. Get all your team involved in developing your future business success! #LeadershipCoaching #ExecutiveDevelopment #LeadershipTrends #FlamingLeadership

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I’ve been teaching for this group for about a year now. As an educator in with over 10 years experience in delivering online/hybrid programs, I can say with confidence that the International Coaching Group has “got their stuff together” and is making a significant contribution to coach education. If you are looking to obtain your ACC or PCC, be sure to take a look at their offerings.

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You might think that the change of International Coaching Federation Core Competencies is just an updated to one document. But it affected much more than this and it impacted Standards in coaching profession. I’ve been diving deep into the new ICF ACC Minimum Skills Requirements (2025) and what’s fascinating is not just the updated language, but the way the expectations of quality and precision in coaching have evolved since the 2022 version. While both documents describe what “good coaching” looks like, the 2025 update introduces far more specific behavioral indicators, especially around how coaches demonstrate key competencies. Take Active Listening (Competency 6) as one example: -In 2022, the focus was simple, a coach would fail if they didn’t respond to what the client communicated. -In 2025, the expectations are sharper and more detailed. Inconsistent behaviors now include: Summaries or paraphrases that are “overly wordy or complex.” Failing to “ask the client to respond to the coach’s summaries or paraphrasing to ensure accuracy or shared understanding.” This change moves beyond checking for presence of listening. It also emphasizes the quality and partnership of the listening process. It’s no longer enough to reflect. All coaches are expected to confirm shared meaning and support the client’s ownership of the conversation. To me, this reflects a broader shift from competence as 'performance' toward competence as 'relational precision'. As someone who supports coaches in training and assessment, I find this level of clarity incredibly valuable, because it gives both coaches and mentor coaches more tangible criteria for reflection and growth. I’ll be sharing more of these detailed observations as I explore how other competencies have evolved in the new framework. Stay tuned for more reflections as we unpack what these changes mean for coaching practice and development. #siliconvalleycoach

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