Today I’ve been at yet another coaching introductory course! This one was one run by Full Circle, a coaching provider than focuses on transformation coaching. Transformation coaching is deemed a more holistic approach to coaching clients, offering long-term, sustainable change when compared with transactional coaching, which is a more structured and goal orientated approach, often relying on clients coming to sessions with specific challenges or goals.
Today’s introductory course was a little different from the others I’ve attended. It was far less showy and the focus was very much on giving attendees a real opportunity to learn about the coaching industry. Trainer, Joseph Grech didn’t put on a big performance for his audience, instead he came across as being down to earth, simply explaining Full Circle’s approach to coaching, giving a breakdown of the course structure, as well as candidly answering all our our questions about both the course and the industry.
Although perhaps not the most engaging introductory day I’ve attended, it was informative and felt entirely sincere, which was refreshing! The most valuable part of the day for me, in terms of my coaching development, was having the opportunity to observe a full coaching session between Joseph (an experienced coach) and a willing participant (a volunteer from the group who came along with a genuine issue). I’ve seen (and been involved with) coaching demonstrations at other introductory days, but until now I hadn’t witnessed a full coaching session. It was invaluable to see the full process from the coach welcoming the client into the space, explaining the remit of the service and outlining things such as the confidentiality policy; right through to the coach wrapping up the session and asking the client for feedback.
A few specific observations I noted about the coaching session were the engaging body language, tone of voice and pace Joseph maintained throughout the coaching, the in-depth listening he demonstrated and the amount of reflection and questioning he used to both challenge the client and encourage her to open up. He also used a technique I’d encountered before, which coaches use when clients don’t feel they can offer an answer when questioned on a particular issue that’s personal to them. The technique is essentially to get them to utilise their brain to come up with a solution to their own problem. Often clients can do this is they think a question is just hypothetical, or if they don’t really see that it’s them coming up with the solution. For instance a client may say “I don’t know what I’d do if I quit my job” to which a coach may respond “But what if you did know, what might you think about doing?” or if a client were to say “What do you think I should do about my boss?” the coach may offer “What do you think I would suggest?” Another strategy is for the coach to use rhetorically questions. The client may make a statement like “I feel that I can’t get on with people” or “I think that no one will employ me” to which the coach may ask “You feel that, or you know that?” allowing the client the opportunity to really reflect on whether something is actually a fact, or rather a limiting belief they hold.
Something else I found useful, which may be of interest to any aspiring coaches out there is the concept of Unconditional Positive Regard (UPR) – This refers to when someone (in this case the coach) has a positive bias towards another person (in this case the client), which may cloud their ability to be objective. For example, if you (the coach) had worked as a nurse in a past life and had a very negative experience of working incredibly hard, over long hours and felt you hadn’t been sufficiently supported, you may assume your client (who is a nurse) also works incredibly hard and has been unfairly treated, which may not necessarily be the case. In instances like this Joseph advised referring the client onto another coach, one who can offer a more impartial service.