Larry J. Fontana Coaching

Ontological tools and concepts: are used throughout my coaching and consulting practice, however, it is such a robust and comprehensive topic it deserves its own category. I first became intrigued by Ontological coaching through my studies and seminars with the founder of Newfield Network, Julio Olalla, USA, and through the books "Coaching to the Human Soul, Vol I and II" by Alan Sieler, Australia. Ontological Coaching has its roots in Chile in the 1940's through Humberto Maturana, Fernando Flores and Julio Olalla, influenced by Heidegger and others.

Ontological Coaching offers the opportunity to improve self-awareness, communication skills and confidence in all areas of our life, especiailly in the workplace. It helps leaders and business owners by effective ways of managing employees and enhancing their performance. Ontological Coaching can deliver this by:

• Deeper self awareness of "what" and "how" we react to, believe and communicate about ourselves
• Engaging employees'  to feel (and become) valued, fostering a new commitment to the organization
• Promoting responsibility, creativity and initiative, facilitating a committment to new challenges and change
• Embracing and supporting employees' family and personal responsibility, which will enhance the effectivness of their time at work, and also develop a sense of appreciation and loyalty towards the company.

By improving the performance of individuals, coaching enables the organization to achieve superior performance in terms of productivity, cost-effectivness, quality, innovation and customer and employee satisfaction.

Ontological Coaching is a partnership between the coach and the individual, supporting the achievement of results based upon the goals of the coachee. The process of coaching focuses on the skills, awarenesses and actions that are needed to successfully produce results.

Ontological Coaching focuses on:

1. Behavior and Performance, meaning it is concerned with helping individuals perform tasks and achieve results to the best of their ability.
2. Is people-centered, meaning the coach and the coachee are equals in their ability and responsibility to bring, awarenesses, insights, ideas, problems, optinions, complaints and solutions to the conversation.

Language:

The essence of Ontological Coaching is that language is not just a reporting tool, rather an essential component for creating our experiences and our reality.

The language that we use is tightly linked to our beliefs, assessments, assertions and opinions of the world around us. As the observer of the world we essentially create what we believe is true or real for us, based upon our education, parenting, societal norms, experiences, successes and mistakes. Effective leadership and teamwork depends greatly upon how people listen and use language.

Included in this methodology are new insights and interpretations regarding listening. Listening is a fundmental element of human interaction in life, culture and the workplace. Ontological Coaching provides a deeper and more effective way of listening that enhances communication and relationships. Listening is a key element in communication and is essential for establishing trust, agreements and rapport.

Often we think because we said something that we communicated. Actually, communication is equally about how we listen to what is being said, and how well our words, and others words, are received.

Research has shown that senior organizational personnel spend much of their time engaged in listening. One important question to be considered is -- does the listening of these organizational personnel facilitate new ideas and change and enhance performance and productivity?

Moods and Emotions:

Corporations and businesses typically ignore human emotion. They act as if they do not exist or they are not appropriate for business settings. They are surpressed, downplayed, scrutinized and even repremanded.

A more enlightened appreciation for humanity in organizations requires an understanding of human emotions. People are always in some type of mood or emotion. Moods and emotions permeate everything people do, and constitute a core business process. The more emotions can be openly addressed and embraced, we will find they offer be a powerful conduit for creation, innovation, enthusiasm, loyalty and workmanship.

Ontological Coaching contains methods, tools and practices for managing and shifting moods and emotions. How effectively people speak and listen cannot be separated from moods and emotions.

Some distinctions and tools regarding emotions include:

• How to distinguish between moods and emotions.
• Recognizing the six basic moods as a deeper level of emotional intelligence.
• How emotions impact employee morale and performance.
• How to shift from negative moods to positive moods.
• How moods and emotions influential communication, relationships and collaboration.
• How to engage in constructive emotional leadership.

Body Posture:

Similiar to moods and emotions, the body has largely been ignored as having impact on learning and organizational performance. Although, recently the inclusion of gym's, yoga and other forms of excersize are being offered in the workplace, it is more driven by insurance premiums than Ontological awareness; a good thing nevertheless.

An individual's posture consists of the subtle configurations of muscles and skeleton that have been learned throughout life. In many subtle and powerful ways, posture can keep people trapped in negative moods, and negatively impact on listening and speaking.

• How to use the body to facilitate productive and effective moods.
• How small shifts in posture can produce positive and effective communication.