reating a coaching relationship with an executive or leader is truly a process . As a coach the initial engagement is the opportunity to be curious about what the client wants out of the coaching engagement and how open she or he is to the partnership . However , the lens from the leader approaches the coaching engagement is different . From my experience clients are usually looking for a specific outcome and find themselves drawn to a particular coach for numerous reasons like references , similar experience , or backgrounds . This is were having a seasoned and credentialed coach is important . By credentialed I am referring to one of the leading coaching bodies like the International Coaching Federation ( ICF ), to ensure the coach has completed an accredited coaching program , is ethical and has a sound foundation to assist you with your journey .
In the past I would have agreed with the notion that a good coach should be able to coach anyone . However , after teaching Diversity , Inclusion and Belonging for the past few years my position has shifted — being culturally competent plays a big part in the coaching partnership . This was made evident in the book , Diversity In Coaching : Working With Gender , Culture , Race and Age were a pertinent point by Rosinski ( 2003 ) states : “ By integrating the cultural dimension , coaching will unleash more human potential to achieve meaningful objectives ’ and thus enriched coaching , intercultural professionals will be better equipped to fulfil their commitment to extend people ’ s world views , bridge cultural gaps , and enable successful work across cultures .”
Using this knowledge and emotional intelligence , I actively listened in the initial engagement for willingness to partner and establish our coaching agreement . If I sense hesitation in the conversation , I provide space to explore the clients ’ concerns . It is also important to keep in mind the coaching agreement isn ’ t “ one size fits all ”. Together we thoroughly discussed the client ’ s needs and tailored it to align with her work obligations and personal responsibilities . By building the relationship from her lens and paying attention to her values and beliefs it helped mature trust in our relationship . We were then able to identify a client ’ s concerns and goals of without hesitation .
This was partly achieved by listening for what wasn ’ t being said and asking empowering questions to bring about self-awareness . True coaching isn ’ t about telling the client what to do , it is however about emotionally tapping into who person is and allows them to create space for them to open up their aperture for self-awareness and exploration .
To discover the best version of ourselves we must start first by how we see ourselves presently and then identify how you truly want to show up . This may also include understanding what ’ s currently holding you back from being the leader you envision and what is it costing you to stay stuck . In other words , this point of mindfulness can move you from a fixed mindset to a growth mindset . The acknowledgement makes room for you to figure out what is required to move you to the next level and tap into one ’ s internal superpower . Coach ’ s know that the portentous journey to achieve individual success and significance is diverse . Each client can only discover this by putting the work ( energy ). n
What to Keep in Mind When Building the Right Coaching Partnership
By Dr . Carrie Register-Haley , PCC
VOL 7 , Issue 2 n IBA Success Magazine 17