2 x 2

4/7/2016

If you love 2 x 2 models, you will love this. Maybe. I led a group supervision session this afternoon for coaches throughout the UK. As a prompt for contracting, signposting and focusing, I drew a simple grid with 2 polarities: (a) Person – Situation and (b) Here & Now – There & Then.

We can think of 'Here & Now' as in the room; 'There & Then' as in the situation or story. This creates 4 permeable zones of interest and inquiry for supervision and coaching and potential prompts for reframing. I’ll offer some sample questions below that can be used or adapted in each zone:

Person – Here & Now. How is this situation impacting on you here and now? As you talk about this now, what stands out as most important to you? What are you aware of here and now? How are you feeling now as you talk about this? Which aspect of this would you like to focus on here and now?

Person – There & Then. What role are you playing in this situation? What responsibility are you taking for what’s happening? What outcome are you hoping for in this situation? What are you noticing and not-noticing in this situation? What critical strengths is this calling for from you?

Situation – Here & Now. What is the current situation? Who is influencing, involved in or impacted by the situation and how? What opportunities and challenges are emerging in this situation here and now? Which aspects of the situation are most important to pay attention to at the moment?

Situation – There & Then. What’s the back story to this situation? What goals and outcomes were identified at the outset? If this project was to be successful, what would success look and feel like for different stakeholders? What professional and policy issues will need to be taken into account?

55 Comments

Bob Larcher

4/7/2016 09:54:20 pm

“Here and now learning” for “there and then application” has been my ‘moto’ (not the right word) for years but I haven't thought to present it like this – interesting! By the way, I am a real fan of four-box models!

Nick Wright

4/7/2016 09:56:10 pm

Thanks Bob! :) I hadn't thought about presenting it like this either until it emerged as an idea in the group supervision session today. I'm a fan of 3 circles but thought I'd branch out into something new. ;) All the best. Nick

4/7/2016 10:03:48 pm

Yeah, 3 circles are ok as well - ACL is one of my favourites!

4/7/2016 10:06:03 pm

Excellent. :) What's ACL? Do you mean Adair's Action Centred Leadership (task, team, individual)? All the best. Nick

4/7/2016 10:13:06 pm

Yep, that's the one. Quite possibly the first ever "model" I used almost 30 years ago - and still just as valid today!!

Katherine Long

4/7/2016 09:57:22 pm

I like the overlapping distinctions - it takes something of an intergral approach which challenges a perspective I've heard from some quarters...that supervision is only situation/client focused, rather than a lens we can put on ourselves in our current experiencing in the here and now.

4/7/2016 10:02:43 pm

Thanks Katherine. Yes, I find it useful to shift frames/lenses with the coach to see what awareness and insights emerge that can be of benefit to their thinking and practice. Another model that is useful for this purpose is SOGI (Society, Organisation, Group, Individual) that enables the supervisor and coach to explore an experience or issue at different levels, e.g. 'In relation to issue x, what would a good outcome be for Y?' where Y is pitched at different stakeholders at different levels. Society could include customers, beneficiaries, special interest groups, professional bodies etc. All the best. Nick

Jo Campbell - MA. MAppSci.

5/7/2016 08:49:08 am

Nice work. Could add a future focus to explore the fantasies/hopes that coaches can attach to the engagement too.

5/7/2016 08:50:54 am

Thanks, Jo! What kind of future-focused questions could you pose that would help surface fantasies and hopes? All the best. Nick

Cheryl Hudgins

5/7/2016 08:51:45 am

I use Socratic questioning.

5/7/2016 08:52:31 am

Thanks Cheryl. Do you have an example you could share to show what that could look like in practice? All the best. Nick

Monika Mtungi Assoc. CIPD

5/7/2016 08:53:49 am

Simple and useful framework to support coaching conversations. Thanks for sharing.

5/7/2016 08:54:12 am

Thanks Monika. You are very welcome. :) All the best. Nick

Gwen Griffith

5/7/2016 09:06:08 am

Great- thank you for models, categories, naming, and process. Often I'm too intuitive and can miss method grounded in these things.

5/7/2016 09:07:30 am

Thanks Gwen. Yes, I too work intuitively, in the moment, and models like this can provide me with a stimulus and testing stone for my thinking and practice. All the best. Nick

Ian Jenner

5/7/2016 11:11:49 am

Thanks Nick... often the "simple" things are most powerful.

5/7/2016 11:12:20 am

Thanks Ian - I agree! All the best. Nick

Sue Sandford

5/7/2016 01:30:11 pm

Very helpful Nick, thanks.

5/7/2016 01:30:39 pm

Thanks Sue. You're welcome! All the best. Nick

Julie Genney

5/7/2016 04:08:07 pm

Like it a lot.

5/7/2016 04:08:33 pm

Thanks Julie. :) All the best. Nick

Pedro Ramírez Romero

5/7/2016 08:38:46 pm

Excellent concept!

5/7/2016 08:39:29 pm

Many thanks, Pedro. I'm still thinking it through! :) All the best. Nick

Trudy Birkland

5/7/2016 08:41:33 pm

I never called it a 2x2 model but use something very similar when working with students . Thanks for sharing Nick

5/7/2016 08:42:30 pm

Thanks Trudy. I would love to hear more about what you use with students. Do you have any examples you could share? All the best. Nick

Jan Dicks MBA, CMC

6/7/2016 04:00:46 pm

Interesting Nick. Thanks. The other element you can add to the Situation is Risk. The other element you can add to Person is competency or perceived competency. If the risk is low and the competency is perceived as being low it's significantly less stressful than if the risk is high. In fact it's a growth opportunity. Likewise if the risk is high and the competency is high it can push boundaries and drive resilence.

6/7/2016 04:02:28 pm

Hi Jan and thanks for the note. I think those are interesting additions. I often see 'risk' represented in terms of 'probability' and 'impact' which can add another dimension to the frame. All the best. Nick

Vernon Webb

6/7/2016 04:03:26 pm

Good food for thought. Thanks Nick.

6/7/2016 04:03:57 pm

Thanks Vernon. All the best. Nick

Marion Valster BSc Psych (Hons)

13/7/2016 10:02:16 am

I like this, Nick, thank you so much for sharing!

13/7/2016 10:03:02 am

Many thanks, Marion. You're very welcome! :) All the best. Nick

Lyn Alba de Juarez

13/7/2016 10:04:07 am

Very interesting. Made me recall another grid. Reddin's Person - Task and the third dimension: Situation. The difference between being effective or not, is approaching the situation with the required behavior. So these questions enrich a lot for "permeable zones of interest and inquiry for supervision and coaching and potential prompts for reframing".
Thanks for sharing!

13/7/2016 10:08:53 am

Thanks Lyn! I haven't come across Reddin's grid and it sounds interesting. Is there anything you would recommend reading on it? The situational aspect reminded me of Situational Leadership. I've been thinking about the behavioural question quite a lot over the past few years and would be interested to hear what you think of this challenge to it: http://www.nick-wright.com/blog/believe All the best. Nick

Joanna Bisdee

13/7/2016 10:42:22 am

Interesting.

13/7/2016 10:42:57 am

Thanks Joanna. All the best. Nick

Sian Milne (nee Allen)

13/7/2016 10:45:44 am

I really like this. Thanks Nick.

13/7/2016 10:46:18 am

Many thanks, Sian. :) All the best. Nick

NOR Coaching

13/7/2016 10:47:01 am

Good points , like it Nick

13/7/2016 10:47:34 am

Thanks NOR! All the best. Nick

David Fielding

13/7/2016 10:48:16 am

Thought-provoking matrix! Thanks for the ideas!!

13/7/2016 10:49:00 am

Hi David and thank you. You are very welcome! :) All the best. Nick

LaTrenda George

13/7/2016 10:49:50 am

Thanks for sharing Nick!

13/7/2016 10:50:22 am

You are welcome, LaTrenda! All the best. Nick

Brigid Nossal

13/7/2016 10:51:11 am

Sounds very akin to the Grubb Institute' Organisational Role Analysis approach and the Transforming Experience Framework. I like the simple accessible way you frame the 2 x 2 and the questions.

13/7/2016 10:53:31 am

Thanks Brigid. I haven't heard of the Grubb Institute for a few years now so you have reminded me to look them up again! All the best. Nick

Daniel Meloni

14/7/2016 02:13:38 pm

Thanks for sharing this matrix, Nick. One of my favorites is a 9 block model that helps us more effectively plan and assess training/OD initiatives. Across the horizontal access simply place the words: BEFORE, DURING, and AFTER. And down the vertical access place the words: TRAINEE, FACILITATOR/COACH, TRAINEE'S MANAGER. This results in 9 blocks which prompt us to specifically think about what we should be asking/requiring of each of these parties (vertical access) during each phase of the OD intervention.

14/7/2016 02:15:44 pm

Thanks Daniel. That's another interesting grid! All the best and thanks for sharing. Nick

Deborah Pagel

17/7/2016 10:14:56 am

I question the language.. "OD Supervision"? YIKES Sounds like HR.

17/7/2016 10:29:40 am

Hi Deborah and thank you for posting such a wonderfully honest response! :) In response back, It sounds like language such as 'supervision' and 'HR' triggers something for you... Perhaps it relates to how those words are used in your cultural context or how you have experienced them. This is an example of where 'supervision' (in the sense in which I am using it) can be so important and valuable in OD practice. We deal with dynamic-complex systems and relationships in which it is possible to get lost, sucked in, triggered, blinded, collusive, overwhelmed etc. We can also get inspired, hope-filled, learn, inspire others, catalyse and facilitate profound change. Supervision (in the sense in which I am using it) can enable us to develop as people, as reflective practitioners, as effective agents of awareness and change. It can also enable a degree of personal and professional accountability, challenge and support. What do you think..? All the best and thanks again. Nick

17/7/2016 04:31:09 pm

This is such an interesting example of how differently we can interpret words. I'm very glad Deborah shared the perspective that, the terms "OD" and "Supervision" are strange and negative bedfellows for her, and Nick, I think you're spot on that it all depends on the cultural context/experience base of the receiver. You both have me THINKING!

17/7/2016 04:36:06 pm

Hi Daniel and thanks for the note. Yes, I'm very interested in the interplay between language and culture and how we reflect and construe what we perceive and experience as 'reality'. I think that's where skilful supervision can be so beneficial. I have contracted 2 supervisors for my coaching and OD practice. They are willing to hold up a mirror to my thinking, to challenge how I construe situations and to enable me to develop more insightful and effective practice. All the best. Nick

Hilary Frazer

17/7/2016 05:51:05 pm

A concise summary & some really good examples. Much appreciated & many thanks!

17/7/2016 05:51:47 pm

Thanks Hilary. You're very welcome! All the best. Nick

Rod Willis FRSA

6/2/2017 10:28:37 am

I use Coaching Signatures Profile® in Coaching Supervision of others, and my own reflective practice and with my supervisor. Since 2013, I have been able to track how I adjust (or not) to the needs of the Coachee by moving into different postures during a Coaching session or between sessions. This effectively has enabled a structured approach to my own developmental programme for my practice.

This can be used to look for particular coachees that would want me to go into postures I might not habitually attend to, e.g. Performance Coaching.

On the 6th of Jan 2017, I am facilitating an event for the European Mentoring and Coaching Council (EMCC) in the UK where I will be integrating Constellations with the Coaching Signatures framework to help 20+ Coaches experience the ‘space’ before even considering taking the Coaching Signatures Profile®.

6/2/2017 10:30:57 am

Hi Rod. Whilst I think I would use some different categories to depict different coaching paradigms and approaches, I can see how this could be a useful tool for coaching supervision and reflective practice.

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