NICK WRIGHT
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Reflect

28/6/2016

48 Comments

 
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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?
48 Comments
Sue Sandford
28/6/2016 06:52:47 pm

Very clear and very useful Nick, I shall use this if that's OK.

Reply
Nick Wright
28/6/2016 06:53:28 pm

Thanks Sue. I would be honoured! Let me know how you get on. :) All the best. Nick

Reply
Gauhar Husain
28/6/2016 07:54:49 pm

Hi! Nick, Concise, clear and very practical. But I am not getting a sense/ development of ownership for the person to be coached. I am missing it out. I am a big propagator of 'creating ownership' in people being coached/ trained. Otherwise it is just giving a lecture, with due respect.

Reply
Nick Wright
28/6/2016 07:56:39 pm

Thanks Gauhar. I appreciate your willingness to challenge. I agree with an emphasis on the person owning their own development. I'm curious - how might you reframe the approach I've outlined here so that, in your view, it would better reflect that emphasis? All the best. Nick

Reply
Andy Radka
28/6/2016 10:35:54 pm

Good stuff Nick - I also like the 'What happened? So What? Now What?' approach.

Reply
Nick Wright
28/6/2016 10:43:15 pm

Thanks Andy. I think the reflective stage, which relates to the 'so what' can be so important. Questions such as, 'How are my beliefs, values, interests, passions etc. filtering what I notice and what inferences I'm making?' The critical reflection stage, drawing on other ideas and research in the field, can offer very useful insight and challenge too. All the best. Nick

Reply
Louisa Futter
29/6/2016 08:44:37 am

Brilliant! Thanks for sharing Nick.

Reply
Nick Wright
29/6/2016 08:45:20 am

Thanks for your kind feedback, Louisa! :) All the best. Nick

Reply
Gary Linton
29/6/2016 08:56:05 am

Great article, Nick.

Reply
Nick Wright
29/6/2016 08:56:31 am

Thanks Gary! All the best. Nick

Reply
Jonathan Kimber
29/6/2016 10:46:01 am

Thanks very much for this, Nick. I like what you've written, but want to ask about what seems to be a possible gap.

In the paragraph beginning 'By contrast', you talk of how reflecting on experience can lead to considering how that experience 'resonates with, challenges or informs' a hypothesis or theory. I would want to make explicit space, in addition to what you describe, for considering whether there is any relevant theory (including theology) that 'resonates with, challenges or informs' my reflection on experience.

Doing so makes it clearer that both pre-existing theory and also my interpretation of experience should be open to critique and adjustment.

How does that seem? (I'm aware that you may have omitted that angle in the interests of conciseness.)

Reply
Nick Wright
29/6/2016 02:49:52 pm

Thanks Jonathan. I agree absolutely. I intended to imply it in that statement and in step 4 in the final paragraph. On reflection (if you will excuse the pun), I could have made that more explicit.. :) Thanks for raising that point - much appreciated! All the best. Nick

Reply
Medora Dally
29/6/2016 08:20:05 pm

I believe before one can coach an individual they need to be self reflective. Its our experiences and by our own revelations can we be an effective coach. In the book Heroic Leadership, by Chris Lowney, he talks about self reflection.. "all Leadership begins with self-leadership, and self-leadership begins with knowing oneself."

Reply
Nick Wright
29/6/2016 08:23:28 pm

Thanks Medora. I agree that self-reflection is very important in coaching, particularly in terms of e.g. counter-transference, use of self, modelling reflective practice etc. I like that quotation from Lowney. :) All the best. Nick

Reply
Ian Henderson
1/7/2016 07:45:34 pm

Great article as ever Nick. Will definitely use it - with or without your permission!!!

Reply
Nick Wright
1/7/2016 07:46:16 pm

Haha - excellent. :) Thanks Ian! All the best. Nick

Reply
Jackie Black
2/7/2016 11:36:53 am

Thanks for summarising this so succinctly Nick. I'm about to embark on a project to bring about behavioural change in a multi national company in which relationships are fragile. I'm intending to ask them to take part in simulations based on their work roles and want to use this reflective coaching approach to raise awareness of the issues they have and find an agreed way forward.

Reply
Nick Wright
2/7/2016 11:42:24 am

Hi Jackie and thanks for the note. It sounds like contracting with each other, 'What do we need from each other to do this well?' will be an especially important dimension to the work given the fragile relationships. You may find some of the insights and ideas in comments that people posted under this related blog interesting: http://www.nick-wright.com/blog/reflective-practice All the best. Nick

Reply
Sabine Walbers
4/7/2016 09:19:58 am

weer zeer interessant

Reply
Nick Wright
4/7/2016 09:20:48 am

Dank je wel, Sabine. All the best. Nick

Reply
MICHAEL NYONI MBL
4/7/2016 09:21:40 am

Awesome read and few people apply reflection daily, weekly or even monthly and as a result we do the same things daily however seeking different results and this is the definition of madness.

Reply
Nick Wright
4/7/2016 09:22:50 am

Thanks for your encouraging feedback, Michael! All the best. Nick

Reply
Alison Thorp MBILD, MLPI, PROSCI, TAP M.dip
4/7/2016 09:23:50 am

My colleagues and I use this for all of our courses very effectively. We also use it for our own professional development.

Reply
Nick Wright
4/7/2016 09:28:38 am

Thanks Alison. I'd love to hear more about how you do it. Can you say a bit more, e.g. about any models or techniques you use..? Thanks! All the best. Nick

Reply
Heraclio Narvaez
4/7/2016 09:44:59 am

Pienso que compartir sabiduría y experiencias es de lo más satisfactorio para la persona.

Reply
Nick Wright
4/7/2016 09:46:13 am

Hola Heraclio. Estoy de acuerdo. All the best. Nick

Reply
Vik Kapoor
4/7/2016 09:52:32 am

I am curious whether folks are interested in creating a reflective practitioner group for coaches. They do similar things in the mediation (not meditation) context and it's finally gaining some traction at the national level here in the states. The idea is to have a confidential and intimate conversation of lessons learned among a handful of coaches, sometimes via exercises and visioning etc. anyone interested or involved in this kind of thing?

Reply
Nick Wright
4/7/2016 09:55:41 am

Thanks Vik. I run something similar here in the UK where I supervise individual coaches and use action learning techniques to provide group supervision. I'd be interested to hear more about what you and other people do in this field. All the best. Nick

Reply
Sean Riordan
6/7/2016 09:51:58 am

I love the simplicity of the 6 steps to the approach. Truly believe that this is the one aspect of training and coaching that is not done well within the workplace (generalisation). I see some great mentors that do this naturally, but so many "Trainers" can only train by the book, and flipping it on it's head and "loosing control" is something that they feel uncomfortable with.

Perhaps, we need the 6 steps as an action for these "trainers" and their managers or peers?

Reply
Nick Wright
6/7/2016 10:01:13 am

Many thanks, Sean. The step that I see most commonly missed out is No.4. People often have a tendency to leap from reflection to action: 'I did X, Y happened so next time I will do Z'. Reflective practice often talks about 'theory' at the sense-making phase which puts some people off. I often reframe it in conversation as, e.g. 'What other ideas are there out there that could shed useful light on this?', 'What things have other people learned that we could draw on?' That often opens people enough to e.g. look at journals, books, blogs etc. or to network, do a course or attend a conference. I like the question you pose. The 6 steps could make a useful after-training conversation for e.g. trainers to have with their supervisors and participants to have with their managers. All the best. Nick

Reply
Ben Emmens
16/7/2016 11:19:25 am

Thanks Nick. Neat and succinct. We've been using a similar reflective practice on our various leadership programmes to great effect. By encouraging the learner or coachee to be more 'conscious' and document their thinking and reflection, we've found that they have been able to take ownership of the next steps and their learning journey.

Reply
Nick Wright
16/7/2016 11:21:33 am

Hi Ben. Great to hear from you after such a long time! :) I'd love to hear more about the reflective practice approach you use. Also, if you are still based in London, let me know if you'd fancy meeting for coffee (well, tea) sometime? All the best. Nick

Reply
Sharman Jeffries
18/8/2016 07:27:43 pm

I liked the application step by step approach Nick.

Reply
Nick Wright
18/8/2016 07:28:11 pm

Thanks Sharman. All the best. Nick

Reply
V.S. Kumar,MCC.(ICF)
21/8/2016 08:41:09 am

Interesting Nick

Reply
Nick Wright
21/8/2016 08:41:39 am

Thanks V.S. All the best. Nick

Reply
Jennifer Savage
30/8/2016 08:55:54 am

Thanks Nick, great tool to put into practice and ever so succinctly!

Reply
Nick Wright
30/8/2016 08:56:36 am

Thanks for your encouraging feedback, Jennifer! All the best. Nick

Reply
Pete Mosley
31/8/2016 11:21:59 am

Hi Nick - totally agree. This is what I learned while doing my PGCert with Barefoot coaching and have incorporated into my day to day practice and the resources I am now developing for fellow coaches.

Reply
Nick Wright
31/8/2016 11:24:06 am

Hi Pete. That's encouraging to hear. I've met very few coaches to date who incorporate development of reflective practice as an integral and explicit dimension of their coaching practice. If you have any resources you'd be willing to share, I'd be interested to see them. All the best. Nick

Reply
Deirdre Quiery
2/9/2016 12:50:24 pm

Coaching seems to me to be all about expanding perspectives - our own mindset models and those of others. However, ultimately it is about going beyond all conditioning and seeing things as they really are - the choiceless awareness of Krishnamurti. At that point reflection is a barrier to direct seeing which the coach wants to trigger in the coachee.

Reply
Nick Wright
2/9/2016 12:52:39 pm

Thanks for sharing such a stimulating perspective, Deidre. 'Seeing things as they really are' begs all kinds of interesting questions. Are you familiar with, say, Kenneth Gergen's work on social constructionism? Im interested in your comment that 'reflection is a barrier to direct seeing.' Can you say more? All the best. Nick

Reply
Catherine Lastré
2/9/2016 03:49:59 pm

Good model Nick! What I often use is the Appreciative Enquiry Model which has the advantage of "stretching" the views. When they are very "performance oriented" I also use the Deliberate Practice and coach them through their everyday change in state of mind which leads to an automatic reflective practice mindset. All the best, Catherine

Reply
Nick Wright
2/9/2016 03:52:07 pm

Many thanks, Catherine! Yes, appreciative inquiry (AI) is a good model too. Do you have any examples of 'deliberate practice' you could share to show what it looks like in practice? All the best. Nick

Reply
Sue Davies
2/9/2016 05:21:31 pm

Thanks Nick - good to hear your thoughts on this. I've incorporated reflective practice into my coaching as I work with many performance artists who intuitively work reflectively but may get stuck in the learning cycle and that is what the coaching process can help unstick! I've done several talks recently with practitioners from different sectors and this has clarified how critical reflective learning is to making personal development change happen. I would add its a discipline that can take some getting used to and people may need help to move through the cycle. When the pressure to deliver is on it can be one of the processes that gets jettisoned. I say that from personal experience...Sue

Reply
Nick Wright
2/9/2016 05:26:29 pm

Hi Sue and thanks for sharing such useful insights. I tend to find that different people - depending on their natural learning preferences and styles - find different aspects of the learning cycle more or less easy, attractive, instinctive etc. I agree that this is where coaching can help people get unstuck and move forward. I too find that reflective practice is a discipline that takes time and effort to get used to and that there's always a risk it will get dropped - or we'll find shortcuts instead! I'd be interested to hear more about your talks in this area - are any transcribed and available? All the best. Nick

Reply
Ada Luz Gonzalez, Ph.D.
2/9/2016 08:23:28 pm

Nick, interesting that you mention Kenneth Gergen's work on social constructionism. In training as a Marriage and Family Therapist I did it under Harlene Anderson and her Language Systems focus, which included familiarity with Gergen's work. So, to Deidre's comment seeing things "as they are. . ." in the context of social constructionism and other reflective practices, how things are can shift and transform as we reflect on them and construct new realities. That's how sometimes problems dissolve without having to be solved. . . Thanks for opening up this conversations!

Reply
Nick Wright
2/9/2016 08:27:21 pm

Hi Ada and thanks for the note. Interesting that you've also explored social constructionism. I loved your description of, 'how things are can shift and transform as we reflect on them' and that, 'sometimes problems dissolve without having to be solved.' Sometimes the 'problem' lays in how we construe the situation. You may find this related short piece interesting? http://www.nick-wright.com/blog/invisible All the best. Nick

Reply



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    ​Nick Wright

    ​I'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? ​Get in touch!

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