The practice of coaching

Professor Merium LeverettBeulah Heights University

Change and the need for different support from leaders

Responses To Change

People react, respond and adjust to change in a sequence of six predictable stages. The Change Cycle model identifies the thoughts, feelings and behaviors associated with each stage of change.

Responses To ChangeStage 1 – Loss to Safety

Stage 2 – Doubt to Reality

Stage 3 – Discomfort to Motivation

The Danger Zone

Stage 4 – Discovery to Perspective

Stage 5 – Understanding

Stage 6 – Integration

Responses To Change

Stage 1 – Loss to SafetyIn Stage 1 you admit to yourself that regardless of whether or not you perceive the change to be good or 'bad" there will be a sense of loss of what "was."

Responses To Change

Stage 2 – Doubt to RealityIn this stage, you doubt the facts, doubt your doubts and struggle to find information about the change that you believe is valid. Resentment, skepticism and blame cloud your thinking.

Responses To Change

Stage 3 – Discomfort to MotivationYou will recognize Stage 3 by the discomfort it brings. The change and all it means has now become clear and starts to settle in. Frustration and lethargy rule until possibility takes over.

Responses To Change

The Danger ZoneThe Danger Zone represents the pivotal place where you make the choice either to move on to Stage 4 and discover the possibilities the change has presented or to choose fear and return to Stage 1.

Responses To Change

Stage 4 – Discovery to PerspectiveStage 4 represents the "light at the end of the tunnel." Perspective, anticipation, and a willingness to make decisions give a new sense of control and hope. You are optimistic about a good outcome because you have choices.

Responses To Change

Stage 5 - UnderstandingIn Stage 5, you understand the change and are more confident, think pragmatically, and your behavior is much more productive. Good thing.

Responses To Change

Stage 6 - IntegrationBy this time, you have regained your ability and willingness to be flexible. You have insight into the ramifications, consequences and rewards of the change -- past, present, and future.

The leader as coach mustunderstand…•The fact that people are different in how they handle change•The fact that there are particular ways in which leaders themselves handle and lead change•Leaders who develop followers add one at a time – Leaders who develop leaders multiply their growth•There is direct correlation between communication effectiveness and leading change

What is Coaching?• The work of coaching is to help define how to link the

inner world of our purpose with the outer world where we express our various roles – careerist, parent, partner, friend, team-member and community citizen

• Michelangelo was being observed one day as he was creating a sculpture. People were amazed with what they saw as this blank piece of marble started to become an angel. When asked, how do you do that? He said, I saw the angel in the marble and released it.

• This is an apt metaphor for life coaching. Without attempting to change who the clients are, coaches make powerful impacts on their clients’ lives.

Source: Frederic, Hudson, The Hudson Institute

The International Coach Federation defines coaches as…• Coaching is partnering with clients in a thought-provoking

and creative process that inspires them to maximize their personal and professional potential.

• Coaching is an ongoing relationship which focuses on clients taking action toward the realization of their visions, goals or desires. Coaching uses a process of inquiry and personal discovery to build the client’s level of awareness and responsibility and provides the client with structure, support and feedback. The coaching process helps clients both define and achieve professional and personal goals faster and with more ease than would be possible otherwise.

Furthermore…• COACHING transforms human interaction, encouraging leaders

to continually become more effective in shaping the world’s future.

• COACHING accelerates the development of human potential by combining applications from psychology, business management, systems theory, management consulting, and philosophy. Designed to promote your personal and professional achievement, coaching facilitates self-awareness, the development of success-producing actions, and proactive living.

• COACHING is a customized, strategic, action and results-oriented partnership, providing the context and methodology to define what success means to you. In collaboration, you will identify your goals, clarify your purpose, and create a vision for an integrated and fulfilling life.

Furthermore…

• COACHING is a human development specialist. Your coach will “hold” your vision and motivation the development and implementation of a strategic action plan through which to achieve your goals.

• COACHING is about learning. Learning to expand the way you observe, relate to, and engage the world by challenging the underlying beliefs and assumptions that are responsible for your actions and behaviors. Understanding the principles upon which you form your identity leads to expanded possibilities for relationships, contributions and achievements.

Distinguishing coaching from other helping professions:THERAPY: COACHING:

Assumes the client needs healing Assumes the client is whole

Roots in medicine, psychiatry Roots in sports, business, personal growth venues

Works with people to achieve self-understanding and emotional healing

Works to move people to a higher level of functioning

Focuses on feelings and past events Focuses on actions and the future

Explores the root of problems Focuses on solving problems

Works to bring the unconscious into consciousness

Works with the conscious mind

Works for internal resolution of pain and to let go of old patterns

Works for external solutions to overcome barriers, learn new skills and implement effective choices

12 Key functions of a coach

1. Facilitates change in people and in human systems2. Focuses people on their values and purposes3. Works with the “whole” of a person, professional, personal4. Allows for self-directed learning, growth and integrated

development5. Leverages the advantages of age, gender, and cultural diversity6. Supports development of strategy and trains for sustained

renewal and resilience7. Encourages collaboration and the use of teams8. Allows for visionary thoughts and strategic planning9. Helps build and guide future scenarios10.Promotes high performance and achievement of results11.Inspires and motivates12.Challenges and confronts

Opportunities for coaching in organizations:

Leading and managing changeEffective transitionsGrounding core values and principlesCreating and staying on purposeOrganizational commitment and

empowermentDeveloping personnel