Like an iceberg is human behavior. The outwardly visible behavior is the 15% driven by the intellectual part. What lies below, constituting the 85% is the emotional part – emotions like anger, fear, doubt, uncertainty, jealousy etc. When a human being encounters change, the first thoughts are triggered by the emotional layer, which then is rationalized by the intellectual layer. For example when a person is struggling to manage his aggressive supervisor, the outward expression of behavior is rationalization – “this is how the supervisor is”, “he is despised by everyone”, “I just need to manage the situation” etc. However, what drives such rationalization is the fear of confrontation, fear of consequences – losing a job, a promotion, fear of authority.
When the individual confronts his fears and develops the courage to confront unsoundness, that is when development happens. Such a change is permanent, lasting and meaningful. This is the objective of coaching.
Empower
This is the step where the client defines an action plan, a plan that goes beyond being a statement of intention. The action plan has to be in sync with the overall developmental vision and it has to factor the insights and information uncovered in the Explore phase. For example if during the Explore phase, it is identified that the client has been under slotted in his work and missing out on bigger opportunities, part of his action plan that he has created for himself is to create a portfolio of all his achievements and have a deep discussion with his supervisor to put forward his case and seek a more meaningful role. However, in the Explore phase it is also uncovered that the client has a fear of confrontation. If this fear is not addressed as part of the action plan, discussions with the supervisor will either not happen or it would be a lukewarm discussion lacking power & penetration. So addressing this fear has to be part of the action plan. Specific plans for building capabilities in Conflict Resolution, to undertake crucial conversations becomes part of the plan.
True empowerment happens, when the client on his/her own volition keeps track of the behavioral change journey. The template below captures the action plan & the outcomes.
Boss listens to my achievement, gives me a list of stuff I did not do well and gives me an average rating. I am so overwhelmed by the negativity that I do not argue. Result– I am unhappy, unappreciated, under-valued. Low self esteem. Waiting to get out.
I listen to boss’s comments on stuff I did not do well. While acknowledging his observations, I highlight areas I did well and how org benefitted. I stake a claim that I am a valuable member and would like to be seen so. Boss acknowledges my logic, I get a higher rating and a promise of exposure to bigger projects. Result –elevated self esteem, feeling appreciate and valued.
The client can maintain this on his own, without anyone’s help like maintaining a diary.
Nothing succeeds like success. The more successful changes they see in the outcomes, it spurs them on. The coach can use this document to not only track progress but also to uncover absence of commitment, or low quality action despite a great action plan and so on. It Empowers the client, the coach and the coaching process.
Emerge
This phase is a metaphor – the client and the coach Emerges stronger. Having defined a clear & compelling Vision, having identified and uncovered the underlying beliefs, values, attitudes and emotions, having chalked out a developmental action plan and working on it with commitment, the client emerges stronger and more enriched – with higher skills, deeper insights about himself/herself, powered by a compelling vision, ability to create and manage his/her own developmental plan. He/she emerges more confident, with a higher self esteem and self worth.
The ultimate success of a coach is when the client feels inspired to continue the self development journey and the coach becomes invisible or redundant. The coach emerges –more successful, stronger.
Answers to the following questions would provide an indication of how strongly or successfully the client has emerged.