Life Coaching The “Ins” and “Outs” Kathleene Derrig- Palumbo, Ph.D., MFT Lisa M. Bevington, M.S. MFT February 29, 2008

Definitions of Coaching Coaching is unlocking a person’s, or team’s potential to maximize his or her own performance. Coaching is helping people learn and succeed, rather than telling them how to do it. Coaching is allowing the person the freedom to make their own choices in changing their behavior or not. Coaching is a relationship in which problems and opportunities are clarified, evaluated, and acted upon. Hargrove   Coaching focuses on future possibilities, not past mistakes. John Whitmore To enhance effective action and learning agility, through a deliberate process of observation, inquiry, dialog, and discovery that provides valid information, informed choice and internal commitment. Witherspoon & R.P. White A coach helps a client see options for becoming a more effective human being… a person who facilitates experiential learning that results in future-oriented abilities. Fredric Hudson © 2000-2008 MyTherapyNet, Inc All Rights Reserved.

Coaching Who What Where How Why The Coaching Firm 2008

Coaching The Population Clients often represent a narrower population that economists refer to as the “worried well.” Consider coaching for relationships, career change, boredom or unhappiness- not experiencing a significant level of distress Relationship is more collaborative in nature- a partnership Consumer model - hired for specific outcomes Who The Coaching Firm 2008

Coaching The Purpose (As defined by one of the founders of the coaching movement, Thomas Leonard) Set and reach better goals Do more than they would have done on their own Improve your focus so as to produce results more quickly Allows clients to become self-generative and productive Less diagnostic and analytical What The Coaching Firm 2008

Coaching The Setting Notable for its flexibility in setting Coaching sessions can take place in the coach’s office, the client’s workplace, public locations, on the phone or over the internet Sessions may be regular, infrequent or tailored to fit the client’s schedule/life demands (30-45 min) Where The Coaching Firm 2008

Coaching The Skill Set Many coaches use a specific model learned in their training Will often use assessments, checklists, exercises to facilitate process Can be highly structured with pre and post measurements Will use inquiry, requesting and accountability to help clients achieve their goals How The Coaching Firm 2008

Coaching The Intent Common intentions for coaching sessions may be to help a client better manage their energy, increase focus or develop a mission statement It is often a co-creative process that includes the use of suggestions and requests to help the client make progress toward their goals Why The Coaching Firm 2008

The Coaching Firm 2008

Styles of Coaching Among coaches there are distinct styles. The coaching continuum ranges from the least directive responses at one end to the most directive technique at the other end. Style 1: Listen fully and affirm Utilize empathic listening with acceptance Style 2: Listen fully and feed back the problem Utilize reflective and active listening and feed back the client’s stated problem. The idea is to summarize the essence of what you hear and check out your summary for accuracy. This is like holding up a mirror to clients so that they can see themselves with greater clarity. Style 3: Ask the client to generate a few new possibilities Actively prompt the client to explore his or her issue with questions such as:“Tell me two or three more ways you could solve that”. “What are a few things you could do to overcome obstacles to reaching this goal?” “Are there other resources you can draw on to solve this problem?” © 2000-2008 MyTherapyNet, Inc All Rights Reserved.

Styles of Coaching cont. Style 4: Ask the client to generate many possibilities Actively prompt the client to explore many possibilities and affirm all the solutions that a client generates, with occasional modification. Style 5: Add to the client’s current list of possibilities Style 6: Present at least 3-10 possibilities Style 7: Teach a new technique Offer a new skill (ex: relaxation technique) Style 8: Offer an option Offer a new idea or a way of thinking. This serves to challenge their beliefs with a new belief system. © 2000-2008 MyTherapyNet, Inc All Rights Reserved.

Basic Model of Coaching   EVALUATE Values, Purpose, Principles and Priorities Present level of performance Strengths and weaknesses Defining the vision and mission of the client Defining the desired results, outcomes, goals or objectives  PLAN Identify challenges Identify obstacles Identify self-limiting beliefs Identify “stretches” Identify long-term goals Identify short-term, time-defined goals Identify action steps toward the short term goal SUPPORT Eliciting commitment Inquiring about needs, experiences and interpretations Evaluating the congruence of Vision, Values and Priorities, with the desired results and action plans Motivating Feedback Holding accountability Identifying resources © 2000-2008 MyTherapyNet, Inc All Rights Reserved.

Core Competencies A. SETTING THE FOUNDATION 1. MEETING ETHICAL GUIDELINES AND PROFESSIONAL STANDARDS 2. ESTABLISHING THE COACHING AGREEMENT B. CO-CREATING THE RELATIONSHIP 3. ESTABLISHING TRUST AND INTIMACY WITH THE CLIENT 4. COACHING PRESENCE The Coaching Firm 2008

Core Competencies (con’t) C. COMMUNICATING EFFECTIVELY 5. ACTIVE LISTENING 6. POWERFUL QUESTIONING 7. DIRECT COMMUNICATION D. FACILITATING LEARNING AND RESULTS 8. CREATING AWARENESS 9. DESIGNING ACTIONS 10. PLANNING AND GOAL SETTING 11. MANAGING PROGRESS AND ACCOUNTABILITY The Coaching Firm 2008

Suggested Professional Conduct The Coaches Training Institute recommends these rules of professional conduct: We hold the content of the relationship with our clients as confidential. Even the names of our clients are confidential unless they permit us to mention or use their name. We do not break the law for our clients. We do not act as accomplices to our clients’ acts of violence. We do not enter into financial agreements with our clients based on result—for example, the client will give you a 10 percent bonus based on the sales bonus they receive from their corporation. When we enter into agreements with corporations, we regard its employees as our clients and respect their right to confidentiality. We do not work with clients we cannot champion and speak of in a positive manner. We manage our own Gremlins in such a way that they do not retard the client’s progress. We treat our colleagues, competitors, and the coaching profession with honor and respect. We agree to promote the client’s agenda, to point the client toward fulfillment, balance, and process, and to forward their action and deepen their learning. Excerpt from MTN Life Coaching Training Manual © 2000-2008 MyTherapyNet, Inc All Rights Reserved.

ICF Ethics Pledge The International Coach Federation adheres to a form of coaching that honors the client as the expert in his/her personal and/or professional life and believes that every client is creative, resourceful, and whole. Standing on this foundation, the coach's responsibility is to: 1. Discover, clarify and align with what the client wants to achieve 2. Encourage client self-discovery 3. Elicit client-generated solutions and strategies 4. Hold the client as responsible and accountable © Copyright 1997-20008- International Coach Federation