Course Guide

Coaching philosophy

As a coach, you will carry out your role based on a combination of your own experience, knowledge, values and beliefs. A coaching philosophy clarifies many aspects of how you will operate, how you will interact with your clients and how you will go about getting the best outcomes for your client. Having a well-thought-out philosophy of coaching conveys a consistent and positive message to the client. Many of the key principles and practices of neuro-linguistic programming (NLP) will serve you well as a coach, namely:  

  • There is a positive intention motivating every behaviour, and a context in which every behaviour has value. 
  • The positive worth of the individual is held constant, while the value and appropriateness of their internal and/or external behaviour is questioned and may not be accepted. 
  • Failure vs. Feedback - All results and behaviours are achievements, whether they are desired outcomes for a given task/context, or not. 
  • The ability to change the process by which we experience reality is often more valuable than changing the content of our experience of reality. 
  • The resources an individual needs in order to effect a change are already within them. 
  • The map is not the territory. 
  • The meaning of the communication is the response you get. 
  • All distinctions human beings are able to make concerning our environment and our behaviour can be usefully represented through the visual, auditory, kinaesthetic, olfactory, and gustatory senses. 

An additional source of inspiration for you when developing your coaching philosophy could come from the requirements of one of the established national or international coaching organisations such as the International Coach Federation (ICF).   

Coaching principles 

The following four principles guide the coaching session as the coaching relationship develops with a client: 

  1. Establishing a trust relationship: This is the ability to create a safe, supportive environment that produces ongoing mutual respect and trust. Trust is the basis of any long-term relationship. Without trust there is no relationship. Whilst trust is mostly given or earned, it takes just a small transgression for it to be withdrawn - for the client to say “I don’t trust you” and walk away. Hence, saying what you mean, and living up to your values, are paramount in establishing and maintaining a trusting relationship.  
  2. Maintaining a Coaching ‘Presence’: This is the coach’s ability to remain fully focused on the client during the coaching session, dismissing any of your own thoughts or concerns and relating only to what the client is saying and how s/he is saying it.  
  3. Setting the Ground rules and Boundaries In any relationship and especially when you meet a client for the first time, it is important to let them know what they can expect from you and the coaching relationship. Both parties have input into developing these ground rules, which may have to be referred to later on if there is conflict, discussions become confused, actions are not taken or the relationship starts to break down. Ground rules can do just that – ‘ground’ you both into the reality of where you started, and hook you back to the original intentions to do right by each other.  
  4. Understanding the client’s situation and needs: Think about how your clients will benefit from the service you’re providing.  It is critical to your success to understand who your clients are and what they would want from you.  

Coaching Styles 

The best coaches use a combination of reflective and probing questions as they encourage the client to think through their situation and come up with their own solution. There are four coaching styles that you will use as you coach a client: facilitation, guiding, directing and motivating styles. 

    1. Facilitation styleThe most useful coaching style to adopt particularly at the beginning of the coaching session is that of facilitation. This involves ‘parking’ your own thoughts and self-talk in order to be truly present with the client and listen to what they are telling you. Facilitation is about asking open-ended questions, actively reflecting what the client is saying and encouraging them to continue sharing in a supportive and trusting environment. 
    2. Guiding style: A guiding style ensures that the conversation stays on track and / or returns to a focused objective. It is used only after all the facts are on the table. Throughout the coaching, the coach continues to check for understanding and acknowledgement, as well as for the client’s level of skill and willingness to find a solution.  
    3. Directing style: Sometimes the client may need to take specific actions to resolve their situation but they don’t know where to start. This is where the coach steps in to provide some direction. After first asking permission to offer suggestions, the coach may suggest that the client investigate a certain option, do some research, talk to certain people or perform a specific task. These suggestions come from the coach’s experience in working with other clients on similar issues or situations.  
    4. Motivating Style: Throughout and particularly towards the end of the coaching session it is important to motivate the client to think that they can do it. They will usually get excited about doing new things, talking with different people and exploring new possibilities. It is then very easy for the coach to engage with them on their journey of discovery and self-development.  

       

This modified excerpt is taken from the book “Positive Psychology Coaching” by Dr Susanne Knowles which is available from www.amazon.com and www.barnesandnoble.com. 

Book Reviews and a Book Trainer are available on www.susanne.knowles.com