What's in your Coaching Kitbag?

Martin Hill, Senior Tutor, BSC

 Sir John Whitmore in his preface to “Challenging Coaching” by John Blakey and Ian Day states:

“A coach’s task and responsibility are to benefit not only the coachee, but also the client company and all of society too... Anything that is appropriate in the moment to help a person move from A to B is coaching.”

That started me thinking- what tools should I take to a coaching session to ensure that I can ensure that “anything that is appropriate” is delivered?

It goes without saying that context is king and the coach must take into account their own personality and preferences, as well of those of the coachee. Similarly the environment in which the coaching is taking place may also impact on the tools that can be used- but may well also be used to provide some of the tools.

Here are my thoughts for the coaching kitbag:-

• Bag - well, the kit has to fit into something hasn’t it? The likelihood is that whilst the Bag for Life from the local supermarket may be doing your bit to help with the environment. It isn’t likely to cut it with your clients. Remember first impressions are made in seconds but last for much longer! Whilst it doesn’t have to be a designer label, make sure that the bag is professional and practical for the purposes for which you need it… and big enough for all your needs.

• Coaching Agreement and Code of Ethics - always useful to take along a copy of the coaching agreement that is being used for the particular coachee. Can serve as a useful reminder for coach and coachee as to what the parameters are and also what each can expect from the other. Similarly with the Code of Ethics.

• Coaching Profile and/or Business Cards - always to hand in case an opportunity to promote your coaching services arises.

• Technology – in this fast moving hi-tech age – as well as making sure you have your smartphone and/or tablet/laptop, do not forget your plugs to charge them up, or invest in a mobile power pack to provide a handy backup. As another “just in case” do you need a portable hard drive to back up the work you do in a session to avoid losing the material?

• 1970s Laptop (also known as a notebook) - always useful to have as it can serve many purposes – capturing “gems” in the session and also serving as a memory jogger to write up your own reflective journal after the session.

• Pens - make sure to take a pen and also have a spare. Like the bag. Do not ruin your professional image with a cheap and cheerful pen. Get a decent pen – “because you’re worth it!!”

• Plain Paper - plain paper is great if you are going to be using the “scaling” tool. It may also be useful to use if the opportunity arises to use other VAK styles- such as drawing a visual representation of the issue and/or capturing metaphors pictorially. Also useful for passing to the coachee to record the agreed actions on. 

• Coloured Pens/Pencils - great to use a variety of colours when using scaling etc. as mentioned above. Different colours can be useful in reinforcing with the coachee the different stages covered and variety of actions agreed.

• Diary - if you are not using technology as an alternative, remember to take the diary to capture next appointments and keep track of all your commitments.

• “Thought Provokers” - there is an absolute myriad of accessories/ merchandise that can be used for coaching interventions – for example coaching cards providing sample questions; tools/techniques . Also bear in mind that there are free resources that can be accumulated by you – for example, collecting pebbles or other indicators to use as a tactile scaling model. If you are an accredited user of tools or models, for example MBTI, FIRO B etc., there may be support materials that you need to take to draw upon as well.

• Stickers/Post It Notes - again a different method to highlight issues and/or actions.

• Dictaphone/Recorder - what are your supervision arrangements? What is your own reflective practice regime? May be useful to take a Dictaphone /recorder to record the session and reflect back thereon. Bear in mind the need to contract specifically about this with the coachee and also explain clearly what will happen to the recording, how it will be stored, length of retention etc. Also keep in mind Data Protection Act obligations. A dictaphone is also a great alternative to the notebook in capturing after the session your thoughts and key points.

• Coach - remember that you are the key “tool” that the coachee will be relying upon in the session. Make sure you are focused, energised and “in the zone” for the coachee.

• Timepiece - how are you going to keep track of the session length- watch, travel clock etc.You will need to ensure it is something big enough to be seen, but not too big to create an interference or distraction. 

• Tissues - emotional reactions are not uncommon in coaching conversations. A pack of travel tissues can be useful in acknowledging the emotion in a quiet, understated and empathetic manner.

• Refreshments – doing a long session, or sessions, bear in mind the need for you to keep your energy levels up. A healthy snack or a piece of fruit and some water may be useful in ensuring that you retain your focus and energy.

Those are my starters for ten ……..what are your thoughts?

Career Coach

Shelagh O'Leary

As I travel back from Oxford on a busy commuter train I was thinking about how important our job/career is to us all and yet how little time we devote to really thinking and planning what we want to do.  We often leave things to chance or react when there is a problem. Someone said to me that we spend more time talking and planning our annual holidays than our careers.

The ‘career coach’ has come to the fore over the last decade as:
a) Individuals have increased and more diverse career opportunities; moving away from “an organisation for life” thinking
b) The realisation that career growth is often accelerated not only by moving from one organisation to another but moving into a portfolio career
c) Professional development is an individual’s responsibility rather than an organisations duty

From my experience, here are the top six reasons why people seek out career coaching:
1) They want to get on and are ambitious – there are not many people I see like this, they are usually in a profession with a structured career path, and want to progress quicker than their experience is allowing so progress is slow for them.
2) They are stuck – probably in the wrong job but don’t know how to get out of it.
3) They have or are leaving the organization either voluntary or compulsory. For some this has come suddenly and they are in shock.
4) There is a problem at work with colleagues or the boss.
5) They want to make a change to the work life ‘imbalance’.
6) It’s not really about the career /job, although this is the presenting issue,
Whilst a small number of situations require support and help practically with job search or interview practice, most need you to focus on the individual to identify the real issue and the long lasting solution.

Here are some top tips for the coach new to career coaching:
a)  Develop a person centered approach
b) Get the contracting and process right - have an initial meeting to work out what the client needs from coaching
c) Enhance your skills to understand what is underneath the surface
d) Listen properly and deeply

Learn more; book on the 2 day Effective Career Coaching Techniques ILM endorsed programme, delivered by Shelagh O’Leary.

Shelagh O’Leary – MSC,MA,BA(Hons)FCIPD,FITOL,FCMI,

Shelagh has over 25 years’ experience as a human resource development professional having worked in local government, the criminal justice sector and more recently the National Health Service. She has been instrumental in the development of HR strategy, organisational development, leadership development, talent management and the delivery of training and education, nationally and internationally.

She is an executive coach and has specialised as a career coach with a wide range of clients in the public and private sector.

She has operated at board level having been a member of Skills for Justice, and is a member of the CIPD membership and CPD committee.

She is a member of the Career Development Institute, the European Mentoring and Coaching Council and the Institute of Directors.

Mothers - Are you the loneliest Exec?

Ray Garner

It’s lonely at the top – so CEO’s, and those who write about them, will tell you. The wise CEO will often turn to an external ‘Executive Coach’ to help them review their visions and aspirations in a ‘safe environment’.

But, there is one type of CEO that rarely gets the recognition, nor support, that they deserve. They wear more hats than most other execs – they are leaders, motivators, financial controllers, human resource managers, trainers and developers and, often, counsellors. In addition, they may be interior designers, chefs and accountants; and any number of other, unspecified jobs. They are, of course, wives, home-builders and household managers. In UAE, they may also be a long way from home and the support networks they grew up with. Yet, they are the heart of the family and the leadership challenges they face, whilst presenting a smiling face to the world, are evidently similar to the challenges faced by the business exec. If on a smaller scale, within the family, then all the more intimate and intense than within the corporate setting.

It occurs to me, as an ‘executive coach’, that so called ‘life’, or ‘personal’, coaching is really indivisible from any other branch of our profession and deserves the same respect and kudos.
In this environment differences become concerns, concerns become problems. Who do you turn to, it can be a close friend of a group of ladies who you meet for coffee or exercise with. In this environment there is likely to be a transient group and may not bring with it the non-judgemental confidentiality necessary. This is the place for coaching.

What is a coach?

A coach is not an adviser, a therapist or a counsellor. A coach should practice by asking the key questions, giving you space to think, providing opportunity to identify ways to move forward and commit to action.

This approach isn’t laden with others view of ‘right’ but provides a non-judgemental space and time.

To the potential client, I would borrow the beauty-product strap-line – “Because you’re worth it!”

Know yourself, know your client

In order to operate professionally and within the ethical boundaries of coaching,I believe we have an obligation to our clients to undertake periods of sustained self-reflection. My personal mantra that has supported my continued development and ability to self-reflect objectively on my performance,and that of my clients, is ‘know yourself, know your client’.

When we make the decision to bring about a change involving the development of new knowledge and skills to move forwards, it is my belief that we must first be aware of the behavioural default settings from which we operate as a norm. To enable this process of self-reflection to have a purpose we must understand the values, beliefs and attitudes that we hold and that are the foundation on which we base our decisions. Understanding ourselves, and the standpoint from which we operate, we are able to communicate effectively and develop relationships based on mutuality of purpose and outcome.Similarly, through reflection you are better equipped to foresee situations when assumptions and judgements might hi-jack your session, when emotions might supersede the facilitation of a clients thoughts, learning and progression and when ego states might limit relationships. Linked to this is fully understanding the role and responsibilities we take on within our professional and personal lives; an appreciation of how our personal culture has impacted on us emotionally and spiritually, and the persona that we choose to show people in public.

Once self-aware, you become better equipped with the skills and tools to support your client through their journey of understanding and how their values, beliefs and attitudes might impact on their relationships and decisions that they make.

Charlotte Randall

New Year Blog: Perfect time for coaching.

A new year brings with it thoughts of change, focus and commitment. Commit to doing that something – that something could be change job, lose weight, learn a language; complete that qualification!

Whatever it is, it shows that without commitment it wouldn’t have been achieved. History shows us people need help to move from transient solutions to achieve the holy grail of sustainable solutions.

As coaches we work with clients to achieve sustainability – it’s what we do. The first week of 2015 is a great opportunity to show the power of coaching, help people make their resolutions sustainable.

Remember:

1)People need help to identify change and to make change.

2)Weather isn’t an excuse – for me this is a metaphor. Clients who don’t commit to their actions    will not achieve. A coach should commit in their sessions.

3)Be prepared for the year ahead, life will throw up demands and challenges, some of which will be in your clients control. To achieve sustainability you will need to be flexible.

4)Don’t be blown off course. 2015 will offer many distractions especially with a general election.

5)Reward yourself, give yourself a treat for maintaining your focus and achieving SUSTAINABILITY.


Judith Barton

Flip the switch for Reflection & Learning

Judith Barton

In my last blog I concentrated on reflection. Whether through writing the blog, I have reflected more or have written the blog due to more reflection and learning I am not sure.

However I do know truly effective reflection needs:



1. Time – not necessarily long periods of time but ‘ free’ time free from ‘spikes’ of thought - jumping or spiking into your reflective thinking.

2. Space – freedom to think, create space to think - include it in your daily to do list.

3. Clearance-Reflective Clearance© – without a clear mind the thinking, pondering and ‘openness of mind’ is not available to you and is crucial when working with clients.

4. Unblock and remove the debris – in reality this often means stop thinking about stuff that doesn’t matter, after we have created the time, space and clear the big stuff. There can be continual internal struggles that if not removed will act as a distraction and infect your reflective thinking.

5. Floating & Oxygen – Remember your mind should be ‘floating’ to think not solve, so introduce the space to think, I like to think of this as allowing the oxygen to flow through the brain.

Make reflection part of your DNA and see your practice improve. Flip from continually doing to a balance of doing and learning.

I would love to learn of your ‘best reflect moment’. What made it really work?

Write a blog and we will publish it*.

* All blogs subject to review and sending in a blog does not guarantee publication.

...Silence

Sanam Yaqub

Did you hear that?
It was the sound of silence.

Sir Conan Doyle had it right when his character Sherlock Holmes criticized Watson for only ‘looking’ and not ‘observing’. We all ascend the same stairs everyday at home, but do we observe how many steps there are?

Similarly, it can be easy to ‘listen’ to what your client is saying, but do you always ‘hear’ what they say?

Listening to what the client is saying and hearing what they actually mean is a skill that all coaches should develop.  A coach must not only focus on the clients spoken response but also pay attention to non-verbal clues, which can be imperative in guiding further questioning.

Techniques such as pausing after questioning, are essential in allowing the client time to think about their response – silence is where the thinking and change is taking place.

In addition, listening for key information and phrases can give clues to the clients thinking. Furthermore, paraphrasing, reflecting and summarizing what the client has said can help to develop the thinking of the client and ensuring that the coach has heard the clients response correctly.
Once effective listening has been mastered, open-ended questions can be powerful for extraction of information.

Listening is more than just sitting back and taking in the words of the client.

It is about picking up the clues in the unsaid words, facial expression and body language. So next time you are listening to your client, ‘observe’ and ‘hear’ the silence – it should speak volumes.

Sanam was CPD Leader at Dubai English Speaking School and now is the Head of Cultural Development.  Having completed the ILM Level 3 Award in Coaching with flying colours, she is now working on the ILM Level 7 Certificate in Executive Coaching and Mentoring with the British School of Coaching