Coaching ChroniCals

I had an idea that some form of agreement was probably required in a coaching engagement, but I had underestimated the value of it, until the topic was covered. Looking at the description of this core competency by ICF, “Partners with the client and relevant stakeholders to create clear agreements about the coaching relationship, process, plans and goals. Establishes agreements for the overall coaching engagement as well as those for each coaching session.”, the agreement is really to enable all parties involved to have a successful partnership. It sets the ground rules for the coaching relationship so that all parties involve know their obligations. The ICF further details 11 "reasons" an agreement is needed, I will attempt to summarise them in 4. 1. Creates clarity on expectations – An agreement provides clarity on the scope of a coaching engagement. It spells out what is expected from all parties involved, what coaching will entail and what it will not, how each session w...

  As I pondered on the second competency of “Embodies a Coaching Mindset”, I began to wonder about what the meaning of the word “Embodies”. One definition I found read, “to give bodily form to; make corporeal; incarnate, to give definite, tangible, or visible form to; make concrete”. As I reflected on the definition, I thought that this competency really is the difference between doing coaching and being a coach.  ICF defines this competency as “Develops and maintains a mindset that is open, curious, flexible and client-centered”. In practice, this means being fully present and being engaged with clients’, actively listening to them, and asking powerful questions that helps us and the client to gain insights into themselves and their challenges. It also means being flexible and adaptable, recognizing that each client is unique and that there is no one-size-fits-all approach to coaching. The 7 principles guiding this competency are as follows; 1. Acknowledges that clients are...

  What are ethics and why are they important? The Oxford dictionary defines ethics as “moral principles that govern a person's behaviour or the conducting of an activity.” In a self-regulated industry such coaching where, the approach and style of coaching can differ from one person to another, ethical principles become even more important.  The core competency, Demonstrates Ethical Practice defined as “Understands and consistently applies coaching ethics and standards of coaching” by ICF lays down 7 principles: 1. Demonstrates personal integrity and honesty in interactions with clients, sponsors and relevant stakeholders. – Having integrity means living in accordance to your deepest values, being honest, and always keeping your word. Integrity also means always doing the right thing, even when nobody is watching. Interacting with integrity and honesty, to me means protecting the interest of all parties involved at all times while being honest and respectful. 2. Is sensitive ...

As I began to ponder on the topic of “Principles of a Great Coach” at the end of my third session of the Catalyst Coach Certification, I thought that it isn’t about me being a “Great Coach”, but it’s about the “qualities” of “greatness” that I should try to exemplify. Becoming a great coach isn’t about amplifying myself, but abandoning my judgement and advancing the agenda of the client. The greatness of a coach is shown through works and actions, and the way in which a coach impacts the lives of others.  Seven Principles were shared with us: 1. Believes in Human Potential 2. Builds Self-Esteem 3. Validates Understanding 4. Challenges Reality 5. Expands Options 6. Inspires Action 7. BE the Coach As I reflect on these principles and how they would guide my behaviour and relationship with my coaching clients, if there was one word I could use to summarise them, it would be, Belief. The belief that each person has the potential and ability to achieve their goals and helping them belie...

I’ve always thought of myself as a problem solver. I enjoy solving puzzles, mending broken things, finding ways around an obstacle… you name it, I’ll fix it (or try at least). I love a good challenge; I’d fixate on a problem until it’s fixed! (or at least until my enthusiasm runs out). Reflecting on lessons from Coaching 101 made me realise, when it comes to coaching, we “fixate” on the person, NOT the problem. “Coach the person, not the problem”, echoes in my head. I learned that it’s simply because, people have insights, problems don’t.   So how do you coach a person? I’m still learning but picked up a few pointers during the session. 1.    Clarity – There must be clarity on the objectives of coaching. What are we trying to achieve? 2.    Care – The person we’ll be coaching, needs care. We need to be concerned for them, and their well-being. The focus is on the person, not the problem. 3.    Forward – We want to help the coachee move f...