- Course: Coaching for HR Professionals
- Module: Interview and Conclusion
- Lesson Type: Video
- Lesson Duration: 4:58
During the module on Coaching Structure you discussed co-active coaching model. And the third element is referred to as "principles", including fulfillment, balance, and process. Yes. Can you elaborate a little bit more on this concept and how you would help someone understand process?
Yeah, and process is both um... I think what I talked about how we view our mission in working with our coaching clients is to simultaneously forward the action. That's the doing of life. The results. The things that we determine with our logical, rational, intellectual brain and then there's the deepen the learning. Even though that involves your brain it's really about getting to know yourself, self-awareness of the meaning you assign to things. And as it was explained to me if you just do the doing and forwarding the action without enriching the experience you're not going to get as good results. And, if you just go into a mountain top in contemplate, you know, your values and meditate and learn to be mindful without forwarding the action that's not going to be fulfilling either.
That's really the coaching approach and process is simultaneously negotiating both those things. So what is the context in which you're doing things? What are the elements that are around you? What are the people that you're working with? And then the deepen the learning is how do you relate to them. So it's really, you know, there's that expression that's an expression for a reason "it's not the destination, it's the journey".
Process is being aware that you are in a process. And even though in business we have very specific desired results and we want metrics and everything and it seems like again it might be quicker and easier to just focus on that for long term sustainability to create culture in which people are empowered, engaged, and motivated you really have to understand the process they're in. Then from that point you can create a structure for success. And that might not just be the timeline, agendas, these extensive meetings that you normally have.
For some people their process is more creative. I know for myself I'm a very creative person and I'm inspired when I'm overwhelmed. And to do that I take on a lot of stuff but for me to get focus, in that, I need to know that other people are hold me accountable to deadlines. So my process is I wait to the last-minute to finish something. I'm percolating, gathering all this information but if I don't have somebody who says this is the deadline you have to start thinking and streamline everything and get that report done and finish that project then I will get lost. So it requires a little bit of hand holding on my part, and it helps that my supervisor knows that.
But they're also can get really good results from me and a lot more of them. So that's my process and it requires self-awareness and an HR person or manager who really doesn't have the time to figure out that process but can let people know that they're open to that and if the individual employee is willing to do a little bit of reflection and self-awareness or talk with the coach and making come in really knowing what their structure for success is. Again there is a caveat you're in the professional world they might not want to deal with that, so you as an employee have to say okay that's my process outside of this office. I need to fulfill that excitement and drama of waiting to the last minute, and in the office this is what I need to do.
That's a really interesting point, talking through, you're bringing me back to some of my organization environments and again there is always this particular process of course what I go to is, the goal and what's written down, and exactly what you do and the actions and so on. But, with what you're speaking to really opens it up that it's not something so rigid and it can be different depending on the person. That's something that we need to be aware of.
And if I was a supervisor I would put you and I on the same team. As long as we liked each other, trusted each other and both got results, so there's respect, then we work really well together. You can't have somebody who's so rigid that they're difficult to deal with and unaccommodating and you can't have somebody who so unstructured that they're not leading anywhere.
If Stacey were a Super Hero, she'd be The Status Quo Buster. With 15+ years of experience in human behavior, management, and entertainment, Stacey merges psychology, strategy, and imagination to...Stacey's Full Bio
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The Value of Coaching
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Interview and Conclusion