‘Britons’ top three favourite accents are Irish, Welsh and Geordie. The least favourite are Brummie, Scouse and Cockney. People with a Yorkshire and Welsh twang sound the happiest followed by Scouse. The Southeast sound the most intelligent and Glaswegians sound the angriest.’ (Howarth, Dec 2017)
Isn’t it interesting that accents carry such connotations and evoke such feelings? I arrived some years ago at London School of Theology in the South of England as a new student. It was a daunting experience: that first-day-at-school feeling. At the first evening meal, I heard another student speak with a Northern accent and instantly connected with him. We became great friends. It was as if our common accent gave us a deep point of contact – a ‘secure base’ (Bowlby) in an alien environment.
Accents, like other cultural distinctives, create and sustain a sense of unique identity and belonging. They distinguish 'us' from 'them', creating a socio-psychological boundary, an existential and emotional safety barrier, a metaphorical extended family, in the midst of a larger and potentially overwhelming complexity. I remember moving to a new area to engage in community development work. I had to learn the local accent convincingly in order to be accepted by local people. Accent influenced trust.
Accents can serve as a useful metaphor for cultural issues in organisations too. Here are some useful questions for leaders, OD practitioners and coaches: What functions as a secure base for people in this team/organisation? What brings hope and fulfilment here - or provokes anxiety or resistance if threatened? Where, when and how have helpful boundaries in this organisation become unhelpful barriers? Where may I need to learn a new ‘accent’ in order to build credibility and relationship?
Coaching has become increasingly well-defined over recent years, particularly owing to great efforts by e.g. the International Coach Federation and European Mentoring & Coaching Council to clarify, advocate and promote core professional standards and ethics. I believe that, on the whole, this has been a useful development. It adds credibility to the field and, in principle, focus, parameters and accountability for those who study, train and practice within it.
There are challenges too, not least the process and cost of credentialing to be recognised by the professional bodies. This can be prohibitive for practitioners who don’t have access to the time or financial resources to do this in spite of having, potentially, extensive knowledge, skill and experience in the coaching arena. The risk here is that increasing professionalism leads to increasing exclusivity, dictated more by economic circumstances than passion or expertise.
There are wider and deeper questions. Coaching is without doubt a powerful field of research and practice that can make a very significant impact. Its focus on reaching goals and solutions can enable people to live and work with greater focus, better ideas and higher levels of commitment. I have felt and witnessed it so many times that I am beyond need for convincing. Yet, as I read and speak with fellow coaches, it often feels like something important is missing.
How far are our coaching assumptions, models and approaches (e.g. vis a vis personal efficacy and choice) appropriate to non-Western cultures - yet applied uncritically? How well do we enable clients to grow in insight and resourcefulness as reflective practitioners – beyond reaching goals or solving issues? How willing are we to raise and challenge systemic implications of client choices – e.g. for families, teams, organisations and wider cultural groups?
Am I alone? What do you think?
Nick is a psychological coach, OD consultant and trainer, specialising in developing critical reflective practice.