So, you think you’d like to work with a coach?
So you think you’d like to work with a coach
Coaching has risen to prominence is recent years and it seems everyone has one! However, before you embark on this investment in your personal and/or professional development it’s worth considering how to get the most out of it.
I was recently invited to join a panel at a Modern Woman event hosted by Rosie Coxshaw at the Home Grown Club in Mayfair to explore this topic. The following is a flavour of the conversation.
What is coaching?
Much of a coach’s role is to help to define where you want to be and then help to identify steps and remove the barriers between there and where you are now. They’re a cheerleader and a critical friend, they shine a light on blockers and new paths, help you see things from a different perspective and provide motivation and accountability.
We can get in our own way of achieving our goals with our preconceived ideas, our comfort zones, the things we tell ourselves ‘I’m not that sort of person’ ‘I don’t do it like that’ ‘what if I fail’ ‘what if they think I’m rubbish’. Removing these barriers and empowering you, rather than doling out tips and techniques which may not be appropriate for you, is the power of coaching.
Coaches are trained in psychology and have a deep understanding of people. They use various techniques to help raise self awareness and so help you find the right solutions for you.
I recently collaborated with the marvellous architects, McCloy and Muchemwa to illustrate the process of coaching. See more on this here.
What’s the difference between mentoring and coaching?
Mentors have generally been in a position like yours and have more experience. They can impart their knowledge and experience to help you progress in your career. They may or may not also be trained as a coach. I do an element of both, when I’m mentoring it tends to be for people whose job I have done in the past (in part or full), so marketing managers, business development directors, those starting businesses and those with leadership responsibilities. However coaching as a process requires no understanding of the content of the discussion. In fact sometimes, no understanding results in the most transformational coaching.
It's also important to differentiate between coaching and therapy or counselling. Coaching is future focused, we may look back to understand what’s informing current thinking or behaviours but we don’t dwell there or attempt to unpick that.
Who would benefit from working with a coach?
Most people would benefit from coaching but there are a few factors which make it more beneficial.
A coach can help you to identify goals so although clarity on why you’re seeking a coach can help its effectiveness, it’s not essential. What is more important is an openness to learning and growth and a willingness to engage fully with the process. Those things contribute to readiness – how ready or motivated are you to learn or develop? It’s a partnership, a coach won’t tell you what to do or do it for you.
What challenges do your clients come to you with and what support are they seeking?
I coach in three areas:
Career coaching – next steps, how to progress, starting new roles or making decisions about leaving or changing career.
Leadership coaching – for existing leaders as teams or 1:1 exec coaching and leadership development for emerging leaders or first time managers in groups or 1:1.
In a day’s leadership coaching I might talk about a wealth of leadership topics such as empowering and motivating teams, time management, hybrid working, communication, networking, gravitas, strategic thinking, or business development. But I’m always focused on the person and how they relate to those topics.
Business coaching – working with small companies or business owners around purpose and planning and business development. Here the focus is on the business and its people.
Recent examples
Someone who was stuck in a rut in their current role and needed support to think through options and make the leap into a new role.
A new partner within a multi-disciplinary company taking on an extended role, with a larger team, not just their discipline. The coaching helped with confidence, creating a 100-day plan, building new relationships and developing new skills.
An associate architect who wanted to increase their external profile but feared public speaking.
Supporting a business owner to set out their vision and generate more work.
Working with the senior team of an established business to work out their vision and direction for the next three years.
A below the board group who now the company was an EOT were expected to have a greater leadership role. Helping them to develop their leadership skills (with Louise Rodgers through our Step Up collaboration).
How to find a coach you can trust?
I think there are two key things to think about here: relationship and competence.
There is little regulation in coaching so I would recommend looking for accredited coaches. I’m accredited with ICF but there are other bodies. Coaches accredited by the International Coaching Federation are bound by a code of ethics which includes confidentiality and a person-centric focus. I would also expect a coach to be engaging in regular supervision and CPD.
Watch their listening skills, listen to the way they talk about their other clients. How do you feel when you’re talking to them? Are they creating a safe space? Are they listening? Do you find the conversation helpful?
The relationship is really important in coaching so many coaches, including me, will offer a short chemistry session without charge or obligation. This gives both coach and coachee the chance to get to know each other.
Social media means you can now get an idea about a person before you approach them at all. Have a look at their website, social media channels or my case check out the podcast I co-host with Louise Rodgers, Coaches On The Couch!
What could you achieve through working with a coach?
If you would like to explore this then please get in touch.