‘You’re wrong, pal.’ (Simon)
It was a different way to end a coaching conversation. Many leaders and managers would dance and wriggle around it, trying to find a less direct way of signalling disagreement, if at all. At least in UK culture, that is. Simon was coaching a colleague and decided to dispense with the niceties. After all, why waste time and beat around the bush if the answer is obvious? As far as Simon was concerned, the bloke was talking a load of nonsense and that was it. Enough. ‘You’re wrong, pal.’
In fact, the issue his colleague was presenting could have had some fairly significant consequences for a group of vulnerable young people. Simon felt accountable. He saw it as his job to put the bloke straight. The difficulty was how to do this in a coaching conversation. How to present a forceful-enough challenge whilst yet, at the same time, to retain his colleague’s responsibility to own and resolve it himself. This was confronting-coaching on steroids. Simple. ‘You’re wrong, pal.’
So, here’s the thing. What do you do as a leader, manager or coach if a person’s beliefs, values, behaviours, intentions or actions clash fundamentally with your own? What if you foresee serious consequences that they don’t see, or that don’t matter to them? What if it only becomes apparent in the midst of a coaching conversation? Do you stay silent, pose a question, offer an opinion, snatch the reins from them, or do something else? Would you ever assert: ‘You’re wrong, pal’?
We never really work with ‘just an individual’ because human beings always exist within systems of relationship. (Malcolm Parlett)
You’re not alone. Neither are your colleagues or clients. OK, you may be alone in a room together (if I can use ‘alone’ and ‘together’ in the same breath like this) for a meeting, a training workshop, a catch-up, a coaching conversation. As you focus intently on the other person or group – their goals, interests, ideas, concerns etc. – it can be as if the wider world and its noisy distractions fade out of existence, at least for a moment. There is just you…and me…and us. Our space.
It is a kind of sacred space and it can feel – spiritual. It has a person-centred quality about it. We may conceive of what we bring as the gift of our presence, attention and expertise. It can be immensely affirming for the other and it ensures they feel seen, heard, valued and understood. It can feel like offering…love. But far be it from us to use the L word in a corporate context! So we will sanitise it for now with culturally-safer words like empathy and respect. Still with me?
Now a sting in the tail. There are some important risks here. In our heartfelt desire to be client-focused, how often do we hear trainers and coaches say things like, ‘My job is to help you reach your goals’ or, in marketing-speak, ‘Your success is my success’? I get the principle but it can lead us to approach our work in a blinkered way, as if the person exists in a relational, cultural and contextual bubble. Where are the ethics in this if our sole focus is on the client or group?
Take the person whose success will undermine the success of peers in other teams or the wider strategy of the organisation. Or the person whose success will impact negatively on people and groups in the wider community, e.g. politically, economically or environmentally. Our well-meaning interventions can inadvertently collude with or even facilitate hidden or unintended consequences. So: what can we do to address this? What are we willing to take responsibility for?
I'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? Get in touch!
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