Philosophy Of Coaching
1. MY PHILOSOPHY OF COACHING:
‘Coaching is creating Change with Clarity and Conviction’. (Mary Curran 2010)
‘Unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them’ (Whitmore, 2003).
I believe people are often stuck in the “Comfort Zone” – where the level of pain and pleasure is equal. The role of the coach is to facilitate the client in moving on, by asking powerful questions. By raising the level of pain or pleasure, we engage the emotions which will motivate the person to action. Once this emotional shift takes place, the client is ready to move on with conviction.
Within each unique individual lies incredible potential to do more, be more and have more. The …show more content…
While we are struggling up the steep bits we are breathless, challenged, single-minded, and in need of some support and sustenance. Technically there may be some moves that we can only make roped up to someone else. It is here that the mentoring process comes into its own. Coaching can help us move along the relatively level ground to the next big challenge. When we face a cliff we need help that will enable us to exercise new skills, new strategies, and new perspectives.’ (David Clutterbuck and David Megginson 1999)
Coaching and mentoring offer new perspectives to clients, however, in mentoring the Client is offered a solution from the expert. and empowering others to own and acknowledge that they do have a choice. This is particularly relevant in the Irish context where prior to the Celtic Tiger years, our culture was dominated by lack of choice. My coaching style is “outcome focused, which seeks to foster self-directed learning through collarabative goal setting, brain storming and action planning” (Grant 2008 p 25). My sessions are structured using the “GROW” model often associated with John …show more content…
Sometimes, one can get absorbed in their feelings and emotions that the client brings and therefore would require the support of a supervisor to help them process these feelings. This prevents becoming overburdened, ineffective and possible burnout.
WHAT IS SUPERVISION?
“Supervision is a working alliance between two professionals where supervisees offer an account of their work, reflect on it, receive feedback, and receive guidance if appropriate. The object of this alliance is to enable the worker to gain in ethical competency, confidence and creativity so as to give the best possible service to clients” (Inskipp and Proctor, 2001).
In order to formalize my own supervision process, I have used the CLEAR (Contract, Listen, Explore Action and Review) coaching model as adapted by Peter Hawkins for supervision. I also use the Seven-Eyed Process Model particularly in dealing with organisational supervision.
Hawkins (2006) “Excellence in Coaching” p.208 demonstrates by the use of this model that the core elements of coaching also exist in supervision.
APPLYING THE CLEAR MODEL TO COACHING AND SUPERVISION
Looking at similarities and
‘Coaching is creating Change with Clarity and Conviction’. (Mary Curran 2010)
‘Unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them’ (Whitmore, 2003).
I believe people are often stuck in the “Comfort Zone” – where the level of pain and pleasure is equal. The role of the coach is to facilitate the client in moving on, by asking powerful questions. By raising the level of pain or pleasure, we engage the emotions which will motivate the person to action. Once this emotional shift takes place, the client is ready to move on with conviction.
Within each unique individual lies incredible potential to do more, be more and have more. The …show more content…
While we are struggling up the steep bits we are breathless, challenged, single-minded, and in need of some support and sustenance. Technically there may be some moves that we can only make roped up to someone else. It is here that the mentoring process comes into its own. Coaching can help us move along the relatively level ground to the next big challenge. When we face a cliff we need help that will enable us to exercise new skills, new strategies, and new perspectives.’ (David Clutterbuck and David Megginson 1999)
Coaching and mentoring offer new perspectives to clients, however, in mentoring the Client is offered a solution from the expert. and empowering others to own and acknowledge that they do have a choice. This is particularly relevant in the Irish context where prior to the Celtic Tiger years, our culture was dominated by lack of choice. My coaching style is “outcome focused, which seeks to foster self-directed learning through collarabative goal setting, brain storming and action planning” (Grant 2008 p 25). My sessions are structured using the “GROW” model often associated with John …show more content…
Sometimes, one can get absorbed in their feelings and emotions that the client brings and therefore would require the support of a supervisor to help them process these feelings. This prevents becoming overburdened, ineffective and possible burnout.
WHAT IS SUPERVISION?
“Supervision is a working alliance between two professionals where supervisees offer an account of their work, reflect on it, receive feedback, and receive guidance if appropriate. The object of this alliance is to enable the worker to gain in ethical competency, confidence and creativity so as to give the best possible service to clients” (Inskipp and Proctor, 2001).
In order to formalize my own supervision process, I have used the CLEAR (Contract, Listen, Explore Action and Review) coaching model as adapted by Peter Hawkins for supervision. I also use the Seven-Eyed Process Model particularly in dealing with organisational supervision.
Hawkins (2006) “Excellence in Coaching” p.208 demonstrates by the use of this model that the core elements of coaching also exist in supervision.
APPLYING THE CLEAR MODEL TO COACHING AND SUPERVISION
Looking at similarities and