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
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