IAC Mastery 1

IAC Learning Guide for Coaching Mastery 1

#1 Establishing and maintaining a relationship of trust

Definition

Ensuring a safe space and supportive relationship for personal growth, discovery and transformation.

Effect

1. The client is open to sharing and receiving.
2. The client perceives the coach as his or her personal advocate.
3. The client sees transformation and growth as manageable.
4. The client has realistic expectations of results and responsibilities of coaching.

Key Elements

1. Mutual respect and acceptance.
2. Confidence and reassurance.
3. The client feels safe to tell his or her deepest fears without judgment.
Distinctions
  • collaborative vs. cooperative
  • acceptance and support vs. tolerance
  • confidence vs. overbearing
Effective Behaviors

The coach:
1. Uses active listening.
2. Acknowledges own humanity/limitations.
3. Is alert to indications of fear/doubt.
4. Assures the client that anxiety, doubt or fear about transformation is manageable.
5. Uses questions to uncover unrealized hopes/dreams.
6. Asks probing, challenging questions and the client responds openly.
7. Invites suggestions for better questions, or a new direction for the coaching.
8. Demonstrates integrity in words and actions.
9. Observes where trust is absent or blocked, and discusses openly.
Ineffective Behaviors

The coach:
1. Asks ineffective questions such as leading or closed-ended questions.
2. Does not invite suggestions from the client.
3. Limits the client and/or does not encourage the client to explore the most ambitious options.
4. Tries to "look good" or be liked.
5. Imposes an opinion.
6. Expresses or implies judgment.
Measures 1. The client willingly shares concerns or fears.
2. The client responds positively to challenging questions/observations.
3. The client shares bold ambitions/dreams.
4. The coach acknowledges own limitations where appropriate.
5. The client freely expresses emotions.
6. The client is receptive to the coach.
Common Mistakes Coaches Make - Not setting appropriate boundaries for the coaching relationships, or expectations for the coaching.
- Jumping in without permission, such as when challenging an assumption or belief.
- Trying to be the expert, or thinking the coach should be the expert.
- Imposing the coach’s opinion.
- Trying to be liked by the client, causing the coach to hold back while coaching.
- Letting the session be more of a nice chat, or conversation between friends vs. a real coaching session.
- Trying to get the client to say nice things about the coach.
- Expecting the client to do all the work, or thinking they should.
- Expecting the client to have all the answers, vs. realizing that the coach and client, and the coaching relationship itself, are co-creating and/or co-discovering the answers.
- Not addressing any expectations of the company or organization, when coaching is occurring in that context.
- Not trusting the coaching process, themselves, or the client.
- Allowing the client to depend too heavily upon the coach.
Indicators the Coach Understands the Mastery - The client is willing to explore uncharted, perhaps fearful, topics.
- The coach negotiates boundaries, and is clear with the client. (This is especially important when coaching in the corporate/organization environment, when reporting to supervisors is part of the coaching contract.)
- The coach is probing and challenging, yet the client feels safe and respected.
- The client disagrees with something the coach says – and is able to express this in the session.
- The coach is able to share an opinion or idea without needing, expecting, or coercing the client to agree.
- The coach trusts the client, which helps the client trust him or herself.
- The coach knows that coaching works, and remains self-assured, even when unsure what to do or say next.
- The coach realizes that everything the coach does and says, or does not do or say, contributes to the environment of trust. The coach uses this awareness strategically.
- Does not create or tolerate imbalances of power between coach and client.
Definition

Ensuring a safe space and supportive relationship for personal growth, discovery and transformation.

Effect

1. The client is open to sharing and receiving.
2. The client perceives the coach as his or her personal advocate.
3. The client sees transformation and growth as manageable.
Key Elements

1. Mutual respect and acceptance.
2. Confidence and reassurance.
3. The client feels safe to tell his or her deepest fears without judgment.
Distinctions
  • collaborative vs. cooperative
  • acceptance and support vs. tolerance
  • confidence vs. overbearing
Effective Behaviors

The coach:
1. Uses active listening.
2. Acknowledges own humanity/limitations.
3. Is alert to indications of fear/doubt.
4. Assures the client that anxiety, doubt or fear about transformation is manageable.
5. Uses questions to uncover unrealized hopes/dreams.
6. Asks probing, challenging questions to which the client responds openly.
7. Invites suggestions for better questions.
Ineffective Behaviors

The coach:
1. Asks ineffective questions such as leading or closed-ended questions.
2. Does not invite suggestions from the client.
3. Limits the client and/or does not encourage the client to explore the most ambitious options.
4. Tries to "look good" or be liked.
5. Imposes an opinion.
6. Expresses or implies judgment
Measures 1. The client willingly shares concerns or fears.
2. The client responds positively to challenging questions/observations.
3. The client shares bold ambitions/dreams.
4. The coach acknowledges own limitations where appropriate.
5. The client freely expresses emotions.
6. The client is receptive to the coach.


© 2007 International Association of Coaching.
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