Solution
Focused
At
the earliest stages of coach training, candidates are taught the GROW model as
part of a solution focused approach to coaching. This has many merits and is
perhaps a great place to start.
Examples
of Solution Focussed models
GROW = Goal, Reality, Options, Will
PEEP
= Preferred outcome, Exceptions (when is this not a problem), Existing
resources, Progress so far
MAPS = Multiple options, Asking how (action) not why (philosophical), Problems
into possibilities, SMART steps
SMART = Specific, Measurable, Achievable, Relevant, and Time-bound
PDCA = Plan, Do, Check, Act
DMAIC = Define, Measure, Analyse, Improve and Control
However,
it is also where too many finishes, perhaps satisfied with questions like “How
do I get more Friends on Facebook” these coaches may satisfy their clients’ query
but they fail their growth if they don’t explore Why?
Cognitive
Exploration
To
understand why may require some cognitive exploration of thinking, feeling,
being and examination of assumptions, patterns, perceptions, and preferences
informed by experience, education and culture.
Examples
of Cognitive Exploration models
SPACE
= Social, Physical/Psychological, Actions, Cognition, Emotion
CLARITY = Context, Life Event, Actions, Reactions, Images and Identify,
Thoughts, Your future choice
ABCDEF = Activity (event), Belief, Consequence, Dispute (change belief),
Effective new response, Future focus
Psychodynamic
Elements
Often
to understand the present and the trajectory to the future it is useful to understand
the psychodynamic elements: Our stories of home, growing-up, relationships and
work help us understand what has shaped us into who we are, and key memories,
thoughts, feelings, and aspirations help understand the emotions, thoughts and
actions that drive us.
I
often encourage clients to use stories, metaphors and analogy to explore the labyrinth
of thinking, feeling and being in a psychologically safe way that allows for “what
if” speculation and exploration without undermining them in the here and now.
Person
Centred Approach
The
person centred approach puts the client in charge and the coach listens with
empathy and understanding. Occasionally they may seek clarification but the
focus is on active listening rather than asking and never telling. The client
decides the discussion and the direction. This may at times appear like counselling
rather than coaching.
However
it seems to me that although the cognitive exploration or psychodynamic approaches might appear more interventionist
(with the coach partnering the exploration rather than following the clients’ stream
of conscious) they are still person centred because the approach is not ‘solve
the problem’ but instead more focussed on helping the client know and understand
themselves better, and grow as a result aided by awareness and choice.
Coaching
and Leadership
I
think there is a strong link between coaching and leadership. Partly because
coaching is often used by people to become better ‘Business’ Leaders, but also
because coaching helps people become better leaders of their own lives and
circumstance.
I
was therefore interested in a LinkedIn posting by Brian Cunningham, CEO &
Leadership Author on the developmental progression of leadership takes us through all
10-Levels of leadership service, including…
L1 – Authoritarian Leadership… through Command &
Control
L2 – Evidence-Based Leadership… through Persuasion
L3 – Coaching Leadership… through Guidance
L4 – Transformational Leadership… through Connection
L5 – Servant Leadership… through Clarity of Vision
L6 – Transcendental Leadership… through Direct Insight
L7 – Mystic Leadership… through Direct Experience
L8 – Awakened Leadership… through Awakening other
Leaders
L9 – Integrated Leadership… through Deep Presence and
Acceptance
L10 – Unified Leadership… through the experience of
our Oneness with All.
It
seems to me that we can see at Level 1 a rather mechanical approach, a bit like
the GROW model, which is akin to a solution focused but command and control
approach. Whereas Level 8 upwards appear better aligned to Awareness and Emotional
Intelligence that may be fostered through Cognitive Exploration or the Psychodynamic
I
am reminded of the book Executive Coaching: Systems-Psychodynamic Perspective by
Halina
Brunning which suggests that in coaching it is important to
understand the Person, Role and System
You should
consider;
The clients
personality;
The clients
life story;
The clients
skills, competencies, abilities and talents;
Their
aspirations, progression and future aim;
Their
workplace and environment in which they perform;
Their
current organisational role.
In
many circumstances business can be like a dysfunctional family and the workplace
becomes a place where people act out their dramas (roles, beliefs, ambitions).
In these circumstances we need to move beyond solving problems to helping
people.
Coaching
and Culture
No
behaviour happens in a vacuum, it is always in the context of culture (real or perceived)
and since leadership (and perceptions) exists within a culture then it becomes
necessary to examine this. It could be
argued that leadership creates or sets culture, and there are lots of ‘how to’
books that suggest that this is an achievable aim. However it could also be
said that culture selects leaders, either through a democratic process,
survival of the fittest or circumstantial necessity.
There
may be some ‘chicken and egg’ debate about Leadership and Culture, but we
readily acknowledge the concept of cultural fit and a sense of belonging, which
seem to have their roots in nature, nurture and attachment theory albeit
subsequently modified by education and experience.
So
coaching has to be able to take account of this, for which my go-to resource
has been Spiral Dynamics with its hierarchy which also seems to start from the solution focused but command and control
approach (to survival) through to what Brian Cunningham
calls Unified Leadership
1. SurvivalSense
— Instinctive
2. KinSpirits —
Clannish
3. PowerGods —
Egocentric
4. TruthForce —
Purposeful
5. StriveDrive —
Strategic
6. HumanBond —
Relativistic
7. FlexFlow —
Systemic
8. GlobalView —
Holistic
9. GlobalView_
Altruistic
Of
course there shouldn’t be a surprise here because all the different models have
the same denominator: people.
From
Structure to Process Third Generation Coaching
My
recent reading of Dr Darren Stevens suggests to me that the first
and second Generation of Coaching was structurally on fixing problems (problem
people, problem products, and problem procedures) by using some of the
formulaic models above.
Third
Generation Coaching appears to be more about process, how we think rather than
what we think, how we behave rather than what we do. It might be simplistically
be phrased as ‘it aint what you do but the way that you do it” or compared to the saying “give a man a fish
and you feed him for a day; teach a man to fish and you feed him for a lifetime”
The
essence is the development of the person rather than the resolution of the
problem.
About
the Author
Tim
Rogers is a consultant, coach, IoD mentor and mediator. His public sector work
included project manager for the incorporation of the Post Office and Ports of
Jersey, and project director for the Health and Social Services Governance
Review. He now focusses on coaching people and teams delivering change.
Contact
If
you are interested in coaching, mentoring or mediation get in touch
Self-help
resources here ThinkingFeelingBeing.com/clientresources/
Tim@AdaptConsultingCompany.com
Tim@ThinkingFeelingBeing.com
ICF
Trained Coach, IoD Business Mentor, Mediator
#consulting,
#coaching, #mentoring and #mediating to support people through #change
References
Different
Approaches To Coaching
10-Levels of leadership
https://www.linkedin.com/posts/brian-cunningham-7478651b_aq-awarenessquotient-leadership-activity-6839979683631779840-kj8_
Useful
Reference to Dr Darren Stevens
https://cognilibro.co.uk/research.html
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