The coaching profession values learning. In fact, coaching is all
about learning. Our clients learn about themselves and how they relate to the
world. They learn new approaches to their challenges, either through new
attitudes or behaviors. They learn to be more aware of the world around them
and what’s happening inside of them.
It makes sense that coaches should be continuing their own
learning, increasing their awareness and learning new approaches to their
coaching and their relationships with clients.
Many consultants, facilitators, and coaches I know use the
START/STOP/CONTINUE model to define how the future should be different than the
past. They ask “What do you know to do that you want to START doing in the
future? What are you doing now that doesn’t work that you want to STOP? What is
still working that you want to CONTINUE?”
I think it’s useful to use this model when thinking about your own
learning and how to improve your coaching.
What do you know about your coaching that is working well? How can
you CONTINUE to do these things with confidence?
What do you know about your coaching that is just not working –
for you or the client? How can you STOP doing those things in the future?
And where do you feel you have deficiencies? It could be things
that you know you should be doing, but aren’t. Or you’re facing situations or
clients that you’re not sure how to handle, and need new skills or approaches
to feel more capable. What do you need
to START to handle these better?
Before you answer these questions, take a minute to reflect. Do
you know enough about your coaching to
make good decisions about what to START/STOP/CONTINUE?
From my experience, it’s hard for coaches, on their
own, to objectively view their own coaching. They have questions, rather than
clarity about whether what they are doing is working. So they are unsure
whether to STOP or CONTINUE.
Their clients are happy and telling them the coaching is great,
and they don’t have another way to tell is something is missing. It’s hard to
START something to fill a gap when they’re not even aware of the gap.
Awareness, that window
into what’s working and what’s not, is the foundation for change. Equally important
is a model of coaching that sets a standard of what’s effective. Looking at
your coaching (with an learners eye) against a model (that you believe in), you
can start to understand what you can Start/Stop/Continue to become a better
coach.
It’s further
complicated when you consider that how well you coach depends on what you do and how you “be” while you’re coaching. Your
technique might be fine, but your “being” might affect your ability to listen
to and hear your client’s emotions or energy. Or you might have a connected and
supportive way of “being”, but forget to challenging your client, or holding
them accountable.
When was the last time you honestly reflected on your coaching
against what you were taught? When was the last time you recorded a coaching
session and listened carefully to see if you are using all of the coaching
competencies? When was the last time someone you respected as an experienced
coach listened to your coaching and gave you feedback?
Isn’t it time you made a serious commitment to START/STOP/CONTINUE for the sake of you coaching and your clients?
The Coaching Master Class provides a safe space to examine your coaching and to learn what other masterful coaches do. Learn more here
