Is Coaching what you need?

Maybe. Let me tell you a bit about it and you can decide for yourself.

This is how I describe “coaching” on my website: “Coaching is the process of unlocking one’s potential, through active listening and powerful questioning. This helps raise self-awareness in the client, enabling them to set their own goals, and determine the actions needed to achieve them. Any hurdles or barriers identified on the way are also addressed, leaving the client with a sense of empowerment and determination.”

This is coaching as I see it, in a nutshell. If you would like to know more about the process, please read on.

Chemistry meeting

It first starts with a chemistry meeting. This is where the client (“coachee”) and the coach have their first meeting to get to know each other. It can take place either virtually or physically and may last up to an hour. This encounter is free of charge as the point is for the two parties to discuss what coaching is and whether it can be of benefit to the client. It’s important to have this meeting because it gets some of the initial awkwardness out of the way and the client can see first-hand how the coach communicates and decide if they feel comfortable talking to them. It’s also a good opportunity to talk about contracting which covers issues such as the coachee’s expectations, confidentiality, the logistics regarding the sessions etc.

Managing expectations

During the chemistry meeting, the coach can ascertain whether the topic the client wants to work on, is something that is within their scope of practice. In some cases, it’s best to divert them to a different professional e.g. a psychologist, counsellor, consultant that specialises in a particular area of expertise, trainer etc. Hence, the coach clarifies what can be achieved through coaching, compared to alternative options.

Confidentiality

As an EMCC accredited Coach, I am obliged to abide by the EMCC Global Code of Ethics which states the following “When working with clients, members will maintain the strictest level of confidentiality with all client and sponsor information unless the release of information is required by law” – latter refers to illegal activity, danger to self or to others etc.

Sessions

Coaching sessions can be face-to-face or virtual and typically last an hour. They may take place every 2-3 weeks (or even further apart), depending on how urgently the coachee needs to take action in a situation. It is best to spread the coaching sessions over a period of a few months for the coachee to benefit the most, as it will give them time to practice new ways of doing things and discuss any difficulties or necessary adjustments along the way. Hence, I personally encourage the coachee to commit to 5-6 sessions and where necessary, this may be extended to 10 sessions. However, to avoid coaching sessions going on indefinitely, initial objectives and achievements are reviewed on a regular basis, thus helping maintain focus.

Coaching in organisations

Individual Coaching

Where an organisation has sponsored the coaching, a meeting usually takes place between the coachee, the coach and the organisation’s representative which may be the coachee’s line manager or someone from HR (or both). Potential areas for development/improvement are discussed and personal objectives are decided jointly with the coachee. At the end of the coaching cycle, the coach may report back to HR/the line manager, either by preparing a report which is shared with the coachee, or by holding a recap meeting with both parties (the coachee and the line manager/HR) present, to discuss the coachee’s progress, in line with the targets that were initially set. Either way, it's important to keep the coachee in the loop as it helps them trust the process – it won’t succeed otherwise.

Team Coaching

The aim of team coaching is to fully mobilize the potential of the team as a whole. This is done through creating collective awareness and generating co-responsibility and alignment within the team. The coach needs to first understand at which stage of development the team actually is, which basically means observing not only the individual talents and skills of team members, but seeing how they work together and determining to which degree they share objectives, values, purpose and responsibility. It is important to create an awareness of the team dynamics at play, so that the team members can take responsibility for the development process, identify what is needed to reach greater performance and adjust accordingly. Ultimately, in high-performing teams, there is greater interdependency and cooperation amongst members and through coaching, when tackling a common goal/project, they can be encouraged to brainstorm and learn together.

How I personally approach Coaching

Ideally, I’d like to help one overcome any hurdles in their career, for them to reach their full potential and lead a happier life. And I do this by asking lots of questions and listening carefully to one’s responses. This alone raises self-awareness in a client and provides lots of insight. I encourage them to visualise what they would ultimately like to achieve and ask them to break this down into smaller goals and relative actions, that they feel comfortable with. Past actions are also analysed to gain insight as to what works and what doesn’t, and any obstacles encountered on the way such as self-limiting beliefs or external challenges, are also addressed, to clear the path to success. It is possible for the coachee to change their mind about their original goal as they gain more insight into the matter – and that is OK. We adjust accordingly.

If you would like to learn more about the topics that may be covered through career coaching, please visit my website.

Conclusion

Coaching can really help one reach their potential but it’s not for everybody. If you love anything that has to do with self-development and self-improvement, and you really want to create a shift in your circumstances – give it a go!

Should you have any questions regarding the above, please e-mail me at ianthi@caminoalto.cy and I’ll get back to you.

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References

1. “Coaching for Performance: The Principles and Practice of Coaching and Leadership” - Sir John Whitmore (5th edition, 2017).