Coaching World Issue 7: August 2013 - Page 7

GLOBAL VIEWS: How do you integrate theoretical models into your coaching philosophy and practice? I think coaching is a way of changing the world and people. When I think about all the learning necessary to become a good coach, despite the tools we have, I understand that the major component is being of service to and supporting the coachee based on methodology in order to allow the process to flow. I think ongoing learning, practice and knowledge are essential to be a good coach. In my practice, I take this into consideration using my own primary learning structure, with higher-thanexpected tried-out results. Each new piece of knowledge and insight I get increases my database and tools, which keeps me open for an opportunity to apply them in association with other practices. Like magic, the new resource becomes part of the process. As we practice, movements become smooth and what is new goes through like a river flowing out into the sea. I review my major structure regularly, checking new theories and how they can be a part of the process without spoiling it. Jaqueline Weigel, PCC Brazil I use a three-step process when bringing new models into my coaching practice: assessment, implementation/application and evaluation. In assessing a new model, I consider the credibility of the model’s source; gaps or needs that currently exist in my practice; and relevance to my coaching practice, values and philosophy. I also look at ways to introduce this model into my work. This includes bringing in different perspectives, questions, tools or methodologies and identifying which clients could benefit from a new approach. Then I implement or apply this to the clients I have identified and seek feedback from them as to the impact or perceived value of this new approach or tool. I use this information to refine and modify my approach as needed. Our coaching philosophy has been strongly influenced by humanistic psychology, which turned from the pathological to the client-centered and non-directive. Theoretical models that we draw on include Kurt Lewin’s model for behavioral change, with its three steps: unfreeze (becoming receptive to the need for new behaviors), change (identifying and exploring new behaviors) and refreeze (practicing and establishing chosen behaviors). We also make use of the action research cycle, with steps that include gathering data about the client, diagnosing where change is needed, planning action, taking action, assessing and readjusting. Both are effective in promoting change and learning through action. Katrina Burrus, Ph.D., MCC Switzerland Lisa Dare, ACC Canada Coaching World | August 2013 7