Applied Professional Coaching: A Game Changer in Life-Long Holistic Human Capital Development
IN CONTEXT - Coaching always takes place in a particular context for the client and/or the sponsor. In Executive Coaching by the Client we refer to the Coaches, and the Sponsor. The contract is a three-party affair. But the Coach must never forget that the primary Client is the Coaches. He/she comes first. The Context we are referring to is that of the primary Client (the Coaches). That Context is to do with the Client’s Professional or Personal Development or the Circumstances in the Sponsor/Organization that requires him/her to respond in a particular way. But the focus is always forward int the Future, and we are always positive in our approach. It is about a shift from the Current State of Being (CSoB) to the Future State of Being (FSoB).
APPLIED - Yes, we all need the understanding of Concepts, Theories, Methodologies, Models, and Tools in Coaching. We learn all these in the Coaching Programmes and Courses. However, Coaching is an Applied Intervention. The real Coach shows up in application, and the impact of Coaching is not in the coaching session itself. The impact is seen in the Client’s response to the coaching sessions and that happens in between the Coaching sessions, and beyond the Coaching Programme. So, there is no need for the Coach to talk himself into the Coaching Contract. The proof of the putting is in the eating.
PROFESSIONAL- Coaching is one of the youngest and fastest growing human capital development interventions in the world. Let me hasten to say holistic human capital development interventions. You cannot coach a person on only one aspect of their development. You need to look at the Client holistically. This does not mean that you must coach the Client on everything. Hence, each Coaching Programme just have a Coaching Theme or Topic. This is to ensure that we are focused during the entire Coaching Programme. Will come back to the Coaching Theme/Topic. So, Coaching is a Professional Intervention and we must demand that people calling themselves are not only qualified but must be credentialed by recognized Professional Coaching Federations. The reason is simple, and that is, you can cause real emotional damage to clients if you do not master the nuts and bolts of professional Coaching. Not everybody that calls themselves coaches are that.
A GAME CHANGER - Once you have undergone professional coaching, you cannot be the same. It will not be busy as usual. So, Coaching is transformational in nature. It helps the client to fully understand his/her Current State of Being (CSoB) and imagine his/her ideal Future State of Being (FSoB). The Coaching Programme, and especially the building blocks (Coaching Sessions) must help that shift (transformation) from CSoB to the FSoB. Underline the State of Being. We are not concerned with the ticking of the box to say we have done Coaching by completing a certain number of Coaching sessions. There ought to be a difference in the client that is observed progressively during the Programme and is signed off as having achieved the Coaching Goal at the end of the Coaching Programme. It is new addition to the holistic human capital development mix. It is different to Mentorship, Counseling, Training, Advisory, Therapy and Consulting. It is none of those. Yes, it originates from Therapy, but it is not Therapy. And you cannot prescribe it to the whole team and say everybody need Coaching, unless it is aimed at the common Theme, Goal, and Objectives in a natural Team or you intend Building a New Natural Team.
LIFE-LONG HOLISTIC HUMAN CAPITAL DEVELOPMENT - in Coaching we are preoccupied with making lasting impact on the Client. This is difficult to understand until you have subjected yourself to a professional coaching programme. Coaching lays the foundation for the future transitions in your private and professional life. You can truly see the difference between someone who is or has been coached and someone who never experienced coaching. We, coaches, notice that easily. Obviously we are ethically discouraged from using that to judge people or lure you into coaching. So, undergoing professional coaching is an investment into your future. And the impact is life-long.
COACHING PERSPECTIVE - What is your Current State of Being (CSoB) and what are the events (positive and negative) that let you to this CSoB? This awareness is the starting point of your Coaching Programme. Come as you are! As a Coach I see you perfect as you are. I am going to work with you as you are and get the best out of who you are.
- The Coaching Perspective can be described as everything that the Client brings with to the Coaching Programme and individual Coaching Sessions. It is informed by the many life events.
- Each client is unique, and that must be respected, e.g. culture, language, traditional practices, life style, values, beliefs, norms, and the community.
COACHING PURPOSE/RATIONALE - What is your ideal Future State of Being (FSoB), the goal you want to achieve through the Coaching Programme? How will achieving this goal look like for you? How will we know if we have achieved your Coaching Purpose?
- The Case for Coaching
- It is about the Client
- We are born with Purpose. What is it?
- Hold a Big Picture
- We are solely responsible for our own lives
- It answers the Question: What are those issues if we do not embark on Coaching would become hindrance to individual and/or organizational development and growth
- Coaching Performance Indicators: determined jointly by Client, Coach and Sponsor
- Expectation of Return on Investment in Coaching
COACHING PROCESS - Here we are working on the building blocks of the Coaching Programme, i.e. the Implementation, using your coaching model, methodologies, tools, etc. This is what many of us refer to as Coaching. As clarified, above this is just one part of the whole Coaching Programme. Of course, it is in the Coaching Process where the Coach’s Coaching ability is evident, and experienced by the client. This takes the active role playing by both the Client and the Coach.
- Clear Steps & Milestones (Coaching Sessions)
- Kickoff with Chemistry Session (for bonding)
- Formulation of the Coaching Theme/Topic
- Coaching is about Transformation and Change: transitioning from the Current State of Being (CSoB) to the Future State of Being (FSoB)
- Relationship: the Coach and Client are in a coaching relationship to deliver on the Coaching Objectives and Goal.
- Code of Conduct, Ethics & Confidentiality: coaching is a very serious human capital development intervention. Confidentiality is everything. The conversation content and details of the sessions must be kept confidential at all times. The reports must not go into revealing confidential aspects of the coaching conversations.
- Thinking, Commitment, Reflections and Observing Partnership: the coach is the client’s committed thinking, contract and reflections partner.
- Applied Intervention: Refer to Case Studies
- Other Requirements: Trust, Equality,
IN CONCLUSION - Coaching is not an event. It is a life journey that starts with a Coaching Programme of, for example three, six, or twelve months. It is the investment in one’s future. It is one of the many holistic human capital development intervention. It must not be confused with other interventions like mentorship, advisory, consulting, training, or therapy.
Broad Coaching Programme Benefits
- Greater comprehension of development objectives
- More focused development and growth
- Increased sense of safety while learning
- Higher productivity and evaluations
- More possibilities for advancement
- Greater cultural awareness
- More education & career resilience
- Increased visibility among stakeholders
- Greater teamwork and participation skills
Coaching Programme Checklist (Chemistry or Planning Session)
- Coaching Theme/Topic: what type of a Coaching Programme are we embarking on?
- Coaching Objectives: what are we trying to achieve?
- Coaching Goal: will we define the achievement as end goal or performance goal?
- Milestones: what are the milestones or key points on the way to achieving the goal?
- Measurement: how measurable is the goal?
- Performance Indicators: how will we know when we have achieved the coaching objectives?
- Control: to what extent can we control the result? What sort of things won’t we have control over?
- Effect: do you feel that achieving the goal will stretch or break you?
- Target Date: when do you want to achieve the goal by?
- Stakeholders: who is involved and what effect could they have on the situation?
- Interventions to Date: what has been done to date, and what results was achieved?