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Two people talking during a coaching session

Do we need to change for 2022?

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This article was originally published in the newspaper “La Estrella” and is part of a biweekly column from the ICF Panama Chapter to disseminate what Professional Coaching is. It seeks to inform, create more awareness and differentiate professional coaching, in which the Coach is governed by ethical principles and is continually improving his or her skills.

See the original article in this link.

 

We live in a context in which change is no longer an event but a constant; in which stopping, thinking and consciously dedicating time to learning is increasingly important (as well as difficult due to the pace of life) to face the challenges of the future.

 

We are approaching the end of the 2021 year and I invite you to pause, reflect and integrate the lessons learned and plan for 2022.

 

How are the changes affecting us as individuals, families, teams and organisations?

  • What do we see and credit? What thoughts inhabit us? What beliefs are we focusing on?
  • How do we work and relate? What alliances, relationships and connections are we building?
  • Who are we being at different times, with different people and in different contexts?

 

Bringing awareness to how we feel, think, and are impacting our people of interest is important in a process of learning and change.

 

Complementarily validate our perception, with the perception of others, in periodic feedback and feedforward actions (suggestions for improvement) from our people of interest.

 

Having identified our values, talents, aspirations, patterns, environments in which we flourish, reactions and the impact on others, brings us a higher level of self-knowledge and self-awareness and allows us to clarify our strengths and weaknesses, perceive what differentiates us, what internal barriers we perceive, what resources we need and what we want to learn to enhance our value proposition considering the opportunities and threats of the context.

 

Identifying our triggers and perceiving where the stimuli that impact us come from helps us choose the behaviours that best serve our objectives, and not use emotional volatility as a tool for self-management and in the management of others.

 

Where are we on the curve of change? In denial, in resistance, in acceptance, in developing capabilities, or committed, investing time and resources in the process?

 

And what happens in our teams and organisations? How are they reacting to daily challenges, uncertainty and change? What are we looking at and co-creating? What value are we creating?

 

Environments of trust, psychological safety, high standards and responsibility, in which error is part of the learning process, are conducive to learning, taking risks and consequently more prepared for change as a constant. Conversely, environments of high control, micromanagement and low psychological security are related to anxiety and stress in change situations.

 

Having identified what communications we are having the majority of our time is also crucial in the context of change. Are we in the inform, say and ask? In persuading and negotiating? In co-creating and transforming? What mix of the three do we currently have and which one would we like or need to have?

 

The purpose of an organisation is changing, from creating value for shareholders to creating value for all stakeholders. What value are we creating for our internal and external stakeholders? What would our collaborators, teams, clients, suppliers and other stakeholders tell us about the path we are traveling and that we have to travel? What can we not stop paying attention to today, tomorrow and the future, in this context of change as a constant?

 

Increasingly, the management of polarities is a constant. Some examples of polarities we may be navigating are: results and well-being; today, tomorrow and the future; management and innovation; be strategic and operational; individuality and diversity. The current challenge is to manage both polarities simultaneously. It is shared leadership. It is developing a systemic vision, reinforcing relationships, connections and alliances.

 

An individual, executive, group or team coaching process supports, among others, creating new possibilities from the purpose and vision of the future, identifying patterns, adopting a perspective of curiosity, promoting creativity, trust, experimentation and responsibility. A professional coach, according to their specialty, has tools to support you on this path.

 

Author: Fátima Ribeiro

The author is a Coach in Professional Development, Leadership and Teams processes, ACC (ICF Associated Certified Coach), and member of the Board of Directors of ICF Panama.

A trainer talking with a group of professionals

What is Coaching?

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This article was originally published in the newspaper “La Estrella” and is part of a biweekly column that we will have from the ICF Panama Chapter to spread what professional Coaching is. It seeks to inform, create more awareness and differentiate professional coaching, in which the Coach is governed by ethical principles and is continually improving his or her skills.

Coaching is defined by the ICF International Coach Federation as a process of alliance with clients in which the stimulation of thinking and creativity is promoted, seeking to maximise personal and professional potential, “professional coaching is based on an association with clients in a process of reflective and creative support that inspires them to maximise their personal and professional potential”…

See the full article here link

 

 

Cover of Competitividad Ejecutiva magazine showing a group at an awards ceremony

Gender Equality in Competitividad Ejecutiva

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Article: “Gender Parity in Panama”

Originally published in Magazine Competitividad Ejecutiva – Page 7

 

Gender parity in Panama 

According to the report “Women matter: ten years of knowledge about gender diversity” by McKinsey & Company In 2017, the women they generate on average the 37% of world GDP Although they represent the 50% of the world population of working age. The report estimates that $12 trillion could be added to global GDP in 2025 by closing the gender gap.

Panama occupies the position 43 in the world ranking of the Gender Parity Index of the World Economic Forum (in 144 countries), with significant deviations in the economic participation and opportunity (with reference to labor force participation, equal pay for similar jobs, and estimated earnings earned)  and at the level of political empowerment.

At the conference “Women and Economic Development: Achievements and Potholes” – APEDE monthly lunch in March 2019, Leonor Calderón highlighted that they were detailed in Panama 12 economic-labor gender gaps, which are grouped into labor participation gaps, wage gap, promotion gap and transversal gaps, 12 measures and 63 lines of action were identified in the monitoring.

According to the study “Women in business management: gaining momentum in Panama”, promoted by CONEP and ILO, The percentage of representation of women in management positions varies by level and becomes narrower as we rise in the hierarchy. In the supervisory ranks we have a level of representation of 37%, at the middle level of 34%, at the senior level of 22% and at the highest executive level of only 8%.

From 2017 to date, progress has been made in Panama, among them:

– Law no. 56 of July 11, 2017

– Equality Seals Initiative in the company, with the participation of MITRADEL, MICI, INAMU and UNDP.

– National plan of the EPIC – International Coalition on Equal Remuneration, with support from the Vice Presidency, UN Women and ILO.

– Roadmap for Gender Equality, CONEP and ILO.

-WEP- Women’s Empowerment Principles, UN Women.

At the level of political empowerment, I highlight the awareness initiative “Invisible Barriers, Transparent Candidates”, with the support of the Foundation for the Development of Citizen Liberty, FONAMUPP and the Canadian Embassy.

I highlight the important work of the APEDE Executive Women’s Commission in the dissemination of such relevant initiatives.

It is important to follow the issue so that the implementation is successful, work with the different actors to reduce the identified barriers, integrate good practices such as mentoring programmes, coaching and career development plans, and that more organisations and companies join the different initiatives.

May each of us be an agent of change!

Fatima Ribeiro

Article by Fátima Ribeiro on gender parity in Panama

 

Other articles:

 

Fátima Ribeiro presenting tools for personal and professional development

Tools for personal and professional development

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On Friday, May 3, within the framework of the ICW – International Coaching Week ease one webinars free, in a joint organisation of ICF chapters in Latin America.

He coaching is defined by the International Coach Federation (ICF) as “a process of alliance with clients in which the stimulation of thinking and creativity are promoted, seeking the maximization of personal and professional potential.”

In the video you can find tools and valuable concepts such as values, skills, objectives and how to develop an action plan with results and well-being, the creation of a support network, feedback and feedforward.

Professional coaching that promotes the opening of new perspectives seeking to maximise personal and professional potential.

Watch the video here 

 

 

 

 

A family walking hand in hand beside the sea

International careers, the challenges of successful integration

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In an increasingly global world, the best professional opportunities are often outside our comfort zone. Outside our country, possibly outside our continent, in languages that we do not always master and in different cultural contexts.

Changing countries and integrating into a different sociocultural reality brings many challenges, but also many opportunities for growth and development of our skills and competencies.

Challenges for the professional or executive, but also for his or her family and for the professional integration of his or her colleague, when he or she wishes to remain active in a professional context.

Many companies, mainly multinationals, have programmes that support the cultural and professional integration of the expatriate, but also that of their colleagues, with mentoring and coaching programmes.

These programmes are excellent and contribute to a faster and more successful integration for all family members.

They can have several contexts, here are the most common:

  • Cultural integration
  • Professional integration in an organisation
  • Development of an entrepreneurship project
  • Active volunteering

At the request of organisations or individuals, I have worked with expatriates or their colleagues so that their social and professional integration in Panama is successful and contributes positively to their personal and professional well-being and family well-being.

Change processes provide an excellent opportunity to reflect on our purpose, to connect with our essence and our deepest desires, to develop the visions we want for our life, in a “positive self and in action”. With these visions, possibilities are generated through a process of brainstorming that supports the creation of a personalised action plan.

It is a reflection integrated with the various dimensions of the human being, which frees the heart and mind in a creative and empowering process.

Integration or professional development programmes are adapted to the needs of each client, creating spaces to reflect on beliefs, personal brand, construction of support networks and opportunities for networking, which are integrated into a professional or career redesign.

The tools are integrated into the action plan according to the objectives, in a context analysis, with the incorporation of best practices in the creation and communication of value through CV, social networks, among others.

From session to session, clients integrate their learning, build successful strategies, recognise their achievements and become empowered by their objectives and visions.

As a Professional Coach I facilitate processes and use tools in accordance with the objectives of each client’s process and adapted to the objectives defined in each session.

My personal experience as a fellow expatriate, who grew up and integrated learning in a new country, as a wife and mother, as a professional in local organisations, as a member of trade associations and as an entrepreneur who develops her own business, supports establishing trust and creating together.

We are not defined by circumstances or challenges, we are defined by our responses and our actions, in a continuous learning process.

Fatima Ribeiro

 

If you identify yourself or if you consider that your organisation can develop coaching programmes to support the integration of expatriate collaborators and their colleagues, find my contacts here here.

Poster for Fátima Ribeiro's webinar on tools for personal and professional development

Tools for personal and professional development

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On Friday, May 3, from 3:00 to 4:30 pm (Panama time) within the framework of the ICW – International Coaching Week I will be providing a webinars free, in a joint organisation of ICF chapters in Latin America.

He webinar has the theme “Tools for personal and professional developmentl”. More information here.

He coaching is defined by the International Coach Federation (ICF) as “a process of alliance with clients in which the stimulation of thinking and creativity are promoted, seeking the maximization of personal and professional potential.”

From April 29 to May 5, different activities are promoted so that you can learn more about professional coaching and its benefits. On the Facebook page of ICF-IWC LATAM you can find all the information.

The ICF – Panama Chapter has existed since November 2015, promoting professional and ethical coaching and continuing education of its members.

Portrait of Fátima Ribeiro smiling

Life is generous!

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Be part of my network of contacts and let me support you!

Life is generous if we are open to its possibilities, if we are resilient in pursuing our dreams, if we face challenges and overcome difficulties, if we are grateful for our achievements and generate a network of support along the way.

This support network is configured in various areas of life – personal, professional, community or social – and can have various functions, including consolation, clarification, confrontation and provision of energy.

It may include friends, close or distant family, co-workers, neighbors, hobby partners, professional advisors, people from the community, among others.

This network can provide us with people who listen to us, recognise us, console us, clarify us, provide us with energy, connect us with others, confront us to be a better person and a better professional, provide us with information and support us in solving difficulties or problems.

We are social beings, who grow and develop through interaction with other people. It is a give and a receive.

This giving and receiving gives us more and more when it is a generous and true process, focused on developing, empowering and realizing dreams.

My purpose as a Coach is to empower with purpose, contributing with enthusiasm and confidence, to develop the potential of each client through new strategies of thought, emotion and action that promote empowerment, forge strong relationships and overcome barriers.

Life, despite the difficulties and constant challenges, has been generous to me and I am grateful for everything it has given me.

I am happy when I share my knowledge and support the development of my professional clients and everyone around me, when I put my purpose into practice.

I also learn a lot from my clients, who inspire me every day to be a better professional, a better person.

“Openness” is a word that inspired me and marked me enormously during the previous year. Openness to new contacts, new interactions and new opportunities.

With these thoughts in mind, and as part of my social responsibility as a Coach, I offer an opportunity tailored to your circumstances, to those who are committed to their personal and professional development and feel that as a professional Coach I can contribute to achieving their dreams.

I invite you to write to me, tell me about your dreams and projects, and why you believe that a coaching process can contribute to your professional and personal development. If you are truly focused on your development and take responsibility for the process, I offer you the opportunity to support you. You define the price based on your objectives.

The International Coach Federation (ICF) defines Coaching as a process of alliance with the client to promote the stimulation of thinking and creativity in order to maximise their personal and professional potential. Coaching is a personalised and dynamic process where the client identifies and develops the tools to transform into the best version of themselves and map out the steps to achieve their own definition of success.

Write to my email fatima.ribeiro.coach@gmail.com and tell me why you think that a coaching process with me can provide you with support.

This programme will last one year, from June 1, 2018 to June 1, 2019 and, depending on the emails received, each quarter I will offer one person the opportunity to participate in a Coaching process, with conditions to be mutually agreed upon and in accordance with the defined objectives.

Success in your development, in creating a network of contacts, in giving and receiving, in being positive and true in your interactions, contributing to the development of everyone around you!

Fatima Ribeiro