Letter to a future coachee
I did enjoy our conversation yesterday. I know you have spoken to another coach who is offering a precisely defined programme where they set the agenda for each session. I’m glad you have such contrasting options from which to choose.
For us, coaching is not the same as, for example, a formal development programme which is structured and where you can predict the content of each module in advance. There are coaches who will have a more commoditised approach, i.e. “we will do the following six things and your results will be reached”. It really isn’t like that in my opinion.
Now, I think I can best address your question by referring to different scenarios:
(1) Another senior coachee. I have been working with her for a month or so. In the two sessions to date we have explored her reality in great detail, have pinned down the array of objectives which we will look to attain and have carried out detailed work on her leadership brand including creating numeric targets for the different elements. These create a structure for our work. We have also started work on how she might ‘recontract’ a particular relationship. From the ‘download’ in the first session (an absolutely critical activity) we also identified a ‘blocker’ for her, something about which she had not been previously aware. This was a breakthrough moment. At the end of the first session she said “I cannot believe how many thoughts are popping in my head”, which paved the way to work outside the session and the second meeting.
(2) Sometimes sessions can be akin to “mini workshops”. I have content which allows us to explore phenomena such as confidence or resilience and to unlock ideas on what the coachee might choose to go and do, the habits they can get into. We create space for exploration.
(3) Often “recontracting relationships” is relevant in a transition period. We can focus on different facets of transitions and can take a structured approach to mapping out people’s relationships (where they are now versus where they should be). We then prioritise and define/agree actions.
(4) Sometimes sessions are as much about ‘noticing’ as they are about ‘content’, This can be coaching at its most powerful. Here is one example: Interference. My ability to notice something in you, and to call it out, can be very powerful in creating truly developmental breakthroughs.
(5) We will definitely look at leadership. Try these for a flavour but it’s not easy for me to predict, at this stage, what your leadership agenda might be:
(6) I will be focusing on ‘interference’, as mentioned above. How do we ensure you are really fulfilling your potential at work and in life? This takes us into the realms of psychology and there is, as you’d hope, a psychological underpinning to my work as well as deep coaching and business experience.
Overall, my role is to support and challenge you, via an array of coaching techniques, to find your own solutions, develop your skills, knowledge, behaviours and/or attitude and therefore to deliver your goals. I can and do also act as mentor /adviser but this is limited to topics where I have direct personal experience. It’s my job to help navigate whatever comes up.
Best of luck with your deliberations and you know where I am should you have any further questions.
Warm regards
Tony