I define coaching as the reciprocating or an iterative approach for solving complex problems under the guidance of a coach. There are times when people feel that changes to new situations are really difficult. It’s next to impossible to overcome changes and to align themselves into the new-fangled framework of the organization or new trends demanded in the current environment.

In other words, it is also called the strategic approach to adapt to new transformations or “Change Management”. It is the technique to analyse one’s personality to solve his/her problem. Approach may be a long term or a short term depending on the changes needed to accomplish the targeted objectives. It can be considered at micro level or macro level based on case to case situations.

Coaching’s iterative process can help individuals adjust themselves to the new ways of life as well as to adapt to rapid changes without fear and also feature no threat of losing their base power.

For the coach it is essential to understand the problem clearly and realise the present state of the coachee. In the same way the coachee should understand the approach to treat the problem. He/she should gain faith that his coach will find a good approach that will help him/her (coachee) to come out of the situation soon. Faith and confidence plays a major role between coach-coachee deals.

The operation starts by listening to the requirement of the coachee. The coachee should make the picture about his/her difficulty very clear to the coach. It is inappropriate for a coach to jump to a conclusion without hearing and understanding the trouble; as this might lead him to provide an incorrect solution.

Second step would be to start mirroring the coachee and make him understand and realise his/her the current situation. During this session, there are many approaches;

One among them is very popular that is - the Socrates approach of asking questions related to the problem, in order to look at the problem from all possible dimensions.

Next is to summarize the problem in a better way. Also the coach should comprehend the problem in a deeper context. The coach is supposed to design the fall back plans for the coachee, so that there is no trouble even if the coachee misses the target and falls short. This paradoxical intervention will help the coach to make a motivating plan to concur the problem.

After summarizing, stimulates the fourth phase of the leadership coaching i.e. questioning. Appreciative inquiry will help the coach to understand the coachee’s potential and realise to what extend the changes are possible and then chalk out the final plan for the coachee. The plan should be realistic, it should not be designed in such a manner that the coachee will lose the confidence to cope with the tasks.

Last phase is to catalyse the process. Look and analyse the bigger picture and find opportunities after listening to the coachee. Motivate the coachee and make him/her realise that changes are not impossible. Make it clear to the coachee that there is a room for further improvement. This encouragement will lead him/her to move ahead.

Comments and suggestions are welcome.

Thanks,

Abhinav Shrivastava