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Coaching supervision and social justice might seem like separate domains, but they share a powerful intersection that can transform coaching practice. DeBorah "Sunni" Smith reveals how these complementary frameworks create space for deeper awareness, innovation, and meaningful change.

Supervision offers coaches a reflective container—often called a "safe space"—though Sunni challenges us to recognize that safety is inherently subjective. What feels safe for one person may feel threatening to another based on their lived experience. This recognition aligns perfectly with social justice principles focused on equity and equal rights. Both domains honor diverse perspectives and seek to create environments where authentic dialogue can flourish.

What's particularly fascinating is how these principles appear in everyday coaching. When Sunni asks coaches to share cases where social justice doesn't apply, she finds they can't—because elements of power, communication, and equity appear in virtually every coaching conversation. Our bodies signal discomfort before our conscious minds register it, giving us valuable information about potential conflicts or misunderstandings. As coaches, we're trained to notice these subtle shifts, the same awareness that helps navigate social justice conversations.

"We bring so much as individuals to situations," Sunni explains. "Coaching supervision provides structure and process, whereas social justice brings purpose and passion." Together, they adjust how we see the world—like corrective lenses for our professional vision. This integration helps coaches recognize that while global issues may seem overwhelming, we can impact the conversations at our dinner tables, in our organizations, and communities. By facilitating win-win discussions rather than win-lose debates, coaches contribute to a more equitable society—one conversation at a time.

Ready to explore this intersection further? Join organizations like Coaching for Social Justice for their free bi-monthly dialogues, or connect directly with Sunni to continue this important conversation. The growth happens in the discomfort—are you ready to lean in?

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Microaggressions aren't just about race—they can happen to anyone who feels marginalized. Master Certified Coach Cheryl Procter-Rogers reveals how these subtle slights create "little cuts that become bigger wounds" over time, affecting everything from workplace dynamics to personal confidence.

Drawing from over 40 years of experience, Cheryl shares her powerful "3P Framework"—Pause, Process, Proceed—that gives both coaches and clients a structured approach to navigate these challenging moments. Through compelling personal examples, including her own experience with a business colleague who couldn't comprehend that a Black woman held a senior executive position, she illustrates how microaggressions manifest in everyday interactions.

For coaches, this conversation provides crucial insights into recognizing when clients are experiencing microaggressions. Listen for phrases like "something felt off in that meeting" or "I don't know if I'm being too sensitive." Many clients presenting with imposter syndrome or unexplained fatigue may actually be suffering from the cumulative impact of these subtle forms of discrimination. Cheryl offers specific coaching strategies that avoid re-traumatizing clients while helping them develop effective responses.

The most transformative insight? Focus on intent rather than impact. This simple shift helps clients process their experiences without personalizing them, creating space for healing and growth. Whether you're a coach working with clients navigating difficult workplace dynamics or someone experiencing microaggressions yourself, this episode provides practical frameworks to transform these moments into opportunities for deeper understanding. Connect with Cheryl Proctor-Rogers on LinkedIn to continue this important conversation and explore more of her thought leadership on coaching through challenging situations.

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Shaunda Thompson opens a powerful window into the unique strengths BIPOC coaches bring to leadership development through their lived experiences and embodied wisdom. As an executive life coach, career strategist, and pre-licensed therapist whose leadership journey began as a US Army non-commissioned officer, Thompson speaks with authenticity about creating coaching relationships that honor clients' full identities.

"There are times where words don't have to be spoken, or there's this invisible pain that the client sitting across from you experiences that you as a BIPOC coach already know because you've gone through it," Thompson explains, highlighting the immediate connection and psychological safety this creates. This shared understanding accelerates the coaching relationship in ways that transcend traditional approaches.

The conversation dives deep into essential concepts for all coaches – cultural fluency, code-switching, and the mental tax of navigating predominantly white professional spaces. Thompson offers practical guidance: recognize your own history and privilege, examine your biases, unlearn dominant narratives, and get comfortable sitting in discomfort without centering guilt. Her coaching philosophy centers on what she calls "radical self-honesty" and bringing the fullness of her multiple identities into each session.

Perhaps most compelling is Thompson's vision for reshaping the coaching profession by challenging dominant norms and embracing culturally responsive frameworks. "Let's start rejecting these one-size-fits-all models and be more open to honoring identity, community, and intergenerational wisdom," she urges. This approach doesn't just benefit BIPOC coaches and clients – it enriches the entire field with diverse perspectives and approaches that support lasting transformation.

Ready to expand your coaching practice with greater cultural fluency? Connect with Shaunda at www.shaundathompson.com and discover how authentic leadership and intersectional empathy can transform your coaching relationships.

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What does true fairness look like in professional certification? Carrie Abner, Vice President of ICF Credentialing, pulls back the curtain on a groundbreaking initiative that's transforming how coaches around the world become certified.

Four years ago, amid growing social conversations about equity, ICF leadership asked themselves a challenging question: were they truly living their values when it came to fairness in their credentialing process? This moment of reflection sparked a comprehensive equity assessment that would examine every aspect of how coaches earn their ICF credentials. The project, completed in October 2024, reveals both courage and commitment from an organization willing to look critically at its own practices.

Working collaboratively with ICF's DEIB team and an academic researcher specializing in diversity, Abner's team developed sophisticated methods to collect data, listen to stakeholders, and identify potential barriers in their processes. What they discovered led to meaningful changes: expanded assessor diversity to match growth in global markets, enhanced exam accommodations that benefit all candidates, and free exam tutorials that demystify the testing experience. Perhaps most importantly, they established ongoing feedback mechanisms that ensure continuous improvement.

"Most things that matter take courage," Abner notes, reflecting on the vulnerability required to examine established systems for hidden biases. The assessment represents more than just procedural tweaks—it's a fundamental shift in how ICF approaches credentialing, balancing rigorous standards with accessibility and cultural awareness.

For coaches preparing for ICF credentials, these changes mean a more equitable path to certification. For the coaching profession as a whole, ICF's work demonstrates how organizations can move beyond good intentions to create measurable improvements in fairness and inclusion.

Share your experience with ICF's credentialing process—they're listening and using your feedback to drive positive change. Connect with Carrie Abner at carrieabner@coachingfederation.org or explore ICF's resources at coachingfederation.org.

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What does it truly mean to lead with social impact? Dr. Daphne Watkins, researcher, professor, and executive coach, takes us on a profound journey exploring leadership that prioritizes uplifting marginalized voices over personal advancement.

Drawing from her remarkable career transition—from two decades researching Black men's health to coaching leaders across racial and cultural differences—Dr. Watkins illuminates how coaching can transform leaders into powerful agents of social change. She defines social impact leadership not as holding power or titles, but as "giving voice to the voiceless" and creating meaningful legacies that extend beyond individual achievement.

The conversation tackles head-on the challenges facing diversity and inclusion work today. Rather than abandoning critical progress during DEI backlash, Dr. Watkins describes how leaders are "pivoting"—maintaining their commitment to equity while adapting their approaches. Her practical insights include creating psychological safety in coaching relationships and using identity mapping exercises to help leaders understand how their backgrounds shape their leadership styles.

Most compelling is Dr. Watkins' nuanced exploration of privilege—how we all carry it in different contexts, often without recognition. As a self-described "data nerd" measuring coaching effectiveness through "ripple effects," she demonstrates how seemingly individual leadership transformations can cascade through organizations and communities. Her current research with leaders of color heading research institutes further reveals untold pathways to influence and impact.

Ready to examine your own leadership through a social impact lens? This conversation offers both the challenge and the roadmap. Connect with Dr. Watkins at daphnewatkins.com and discover how your leadership can create meaningful change in a world desperately needing voices for the voiceless.

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What happens when a doctor prescribes "having fun" as treatment for chest pain? For wellness coach and ethnic studies professor Janet Stickmon, this unexpected prescription became a turning point in understanding how joy functions as essential medicine—particularly for those experiencing racial battle fatigue.

Stickmon introduces us to the powerful concept of "counter-hegemonic armor," the protective skills marginalized people develop to navigate systems of oppression. But unlike traditional armor, which merely shields, this framework serves a dual purpose: protection and rejuvenation. "There's this beautiful duality," Stickmon explains. "There's being able to develop skills to properly take care of yourself... but also what is one doing to make sure they're nourished, filled, and rejuvenated—not just simply drained."

For coaches working with BIPOC clients, this perspective transforms practice. Traditional coaching approaches often dive straight into self-care without acknowledging systemic factors. Through her program Center Joy PWR, Stickmon creates space where professionals of color can heal racial battle fatigue while reconnecting with joy. She shares her personal journey—how simply naming her experience as racial battle fatigue provided immediate liberation, and how that doctor's unusual prescription revealed she'd lost connection with fun altogether.

The most actionable takeaway? "Treat joy as if it were a daily vitamin that you have to take," Stickmon advises. This isn't about waiting for happiness to happen but consciously integrating joy rituals into daily life. For coaches from privileged backgrounds, she emphasizes cultural humility over cultural competency—ongoing self-reflection about biases rather than presumed expertise.

Whether you're experiencing racial battle fatigue yourself, supporting clients who are, or simply seeking a more balanced approach to personal wellness, Stickmon's framework offers both practical tools and profound insights. Listen now to discover how protecting yourself can also help you thrive—and why abundance means having "the amount of health, wealth and love that you require to live a joyful life."

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Janet is offering choice readers and listeners 60% off her CenterJoyPWR®: Strategies for Healing Racial Battle Fatigue which is an online experience designed for professionals of color who want to heal their racial battel fatigue and center joy in their personal and professional lives. Use code: choice

Offer is only good until September 1, 2025

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Cultural representation in coaching matters deeply, yet the stark reality shows an alarming gap – only 2% of coaches identify as Latino/Latina while they represent 19% of the US population. This eye-opening conversation with Dr. Annmarie Caño explores how we can transform the coaching landscape to become truly inclusive for Latin leaders and coaches.

Drawing from her 25 years of experience in higher education and as the author of "Leading Toward Liberation," Dr. Caño shares profound insights about creating authentic coaching relationships across cultural differences. She reveals touching success stories where Latine clients feel safe enough to express themselves fully, sometimes shifting between languages to articulate concepts uniquely expressed in Spanish – moments that represent true cultural connection and trust.

For coaches seeking to become more culturally sensitive without overstepping boundaries, Dr. Caño offers practical guidance that goes beyond superficial approaches. She recommends incorporating thoughtful questions about cultural identity in coaching intake forms, embracing genuine curiosity about clients' cultural backgrounds, and committing to ongoing education through diverse literature, films, and community engagement. These approaches help coaches recognize and honor the strengths Latin clients bring to sessions rather than focusing on perceived deficits.

The conversation courageously addresses systemic barriers preventing greater diversity in coaching – from the high cost of coach training to the tendency for coaching opportunities to flow primarily to those in leadership positions, who are predominantly white in many hierarchical structures. This creates cycles that limit exposure to coaching for underrepresented groups.

Most powerfully, Dr. Caño emphasizes that creating genuine diversity isn't about "checking boxes" but building authentic relationships based on trust. "It's about showing up, not trying to prove anything, but inviting people in because you truly value what they have experienced or what they have to say." This perspective transforms how we think about inclusivity, making it about genuine connection rather than performative actions.

Whether you're a coach seeking to expand your cultural competence, a Latine professional considering coaching, or an organization looking to create more inclusive development opportunities, this conversation provides invaluable wisdom for creating coaching spaces where everyone can bring their whole selves to the transformative work of coaching.

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What happens when systemic barriers persist in an industry built on personal growth and transformation? Dr. Pamela Larde pulls back the curtain on coaching's diversity challenges and shares a groundbreaking approach to creating change.

The coaching profession prides itself on fostering human potential, yet faces the same diversity and inclusion hurdles as many industries. Dr. Larde, creator of the first ICF-accredited Black-owned coach training school and director at the Institute of Coaching, shares findings from the pioneering Horizons program that's reimagining coach education through an equity lens.

One powerful revelation centers on "racialized emotional labor" – the invisible psychological burden carried by people of color navigating predominantly white spaces. This concept, rooted in research on how racial stress creates physical health challenges, illuminates why traditional coaching programs may unintentionally tax diverse participants. The most surprising discovery? Students wanted more diversity content integrated throughout their training, not less.

Despite growing backlash against DEI initiatives in the United States, Dr. Larde observes coaching organizations largely maintaining their commitment to inclusion, though with strategic adaptations. For prospective coach trainees seeking inclusive environments, she recommends examining a school's stated values, faculty diversity, and student testimonials about psychological safety. "Schools for which this is a value say it out loud – you don't have to dig very hard to find it."

The conversation explores innovative approaches like reverse mentoring, where newer coaches share fresh perspectives with seasoned practitioners. Dr. Larde, who researches both joy and justice, embodies how these seemingly opposite focuses intersect in powerful ways.

Whether you're a coach trainer, practicing coach, or considering coach certification, this episode offers crucial insights on creating truly inclusive coaching spaces. Connect with Dr. Larde through the Academy of Creative Coaching or on LinkedIn to continue the conversation about transforming the coaching profession.

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