Coaching is a two-way developmental process that enhances a client's performance. However, not all coaching is the same. There are many models in use. If you are thinking about getting a coach, it is helpful to consider the aim and focus of the coaching intervention.
Are you primarily seeking to develop awareness (internal change) or change your behaviour (external change)?
Is the primary requirement for individual development (personal) or is the focus on how you bring yourself to your role, in the context of your organisation (personal and organisational).
Your answers to these questions will inform the coaching approach that is most suited to you. If, for instance, you want to work primarily on behavioural change at an individual level, such as goal setting and problem-solving, you might choose a coach who specialises in the GROW model. If you are seeking to develop awareness at an individual level, you might choose a therapeutically informed model. If you are seeking behavioural change that has an impact on organisational outcomes, you might choose a coach whose work is based on a cognitive behavioural model. If you are seeking to develop your organisational awareness, then you might choose to work with someone who can support your understanding of the relatedness between person, organisation, context and role.
The outcomes you seek from coaching will help you decide on the right coach and coaching model for you.
Nuala Dent has over 15 years experience in coaching the person in their organisational role - role being where a person, the organisation and its context come together to create an experience that is unique to the person in the role.
Core to the practice of ‘coaching the person in role’ is surfacing and articulating the client’s internal model of the organisation. ie the mental map they use to understand and make sense of their experience. This mental map is underpinned by a person's beliefs, values and assumptions about what is going on. In role, it intersects with the organisational culture, resources, infrastructure, systems and processes. This brings the demands on and expectations of the role into focus. Finally, the organisation itself is dynamic, responding to changes in its environment that impact the role, and the person's experience of their work. The coach works with the client to think systemically and to develop their awareness of taken-for-granted beliefs and unseen forces that shape and influence the experience of work. Using this approach, the coach's role is primarily facilitative, to support clients to develop a deeper understanding of the organisation and context, and to enable clients to explore possible solutions and make decisions about actions they can take in relation to the challenges they face.
If you’re interested in to know more about ‘coaching the person in role’, get in contact and together we can see if it’s a good fit.