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?
I met with a group of leaders last week whose roles include mentoring, supervision and pastoral support. The focus of our time together was how to learn and use a coaching approach to enhance the work they do with people and groups. In the midst of conversation, some said they would be interested to hear more about reflective practice and how to do it using coaching skills.
Time was short so I hastily scribbled a reflective practice cycle on a flipchart. It draws on work by Argyris, Schon and Honey & Mumford. I explained that there are at least two ways we can think about this. Classical educationalists often start from a focus on theory, core principles etc. (and, in this group’s case, theology) and then move on to look at how to apply the theory to practice.
By contrast, reflective practice often starts from observation of an experience (or experiment), then moves on to reflection on that experience, then to consider how it resonates with, challenges or informs a hypothesis or theory. This implies critical thinking and by extension, aims to guide future practice. In this sense, it shares common principles with related fields such as action research.
And so how to apply a coaching approach…
1. Contracting: What are we here to do? How shall we do this? 2. Observation: What happened? What were you aware of? 3. Awareness: How did you feel? What assumptions were you making? 4. Sense-making: What surprised or confused you? How does it fit (or not) with what you know/believe? 5. Learning: ‘What have you discovered in this? 6. Action: And so..? What next?
Nick is a coach and OD consultant. Can I help you? Get in touch! firstname.lastname@example.org