I've had the amazing opportunity to meet two fellow female Chief Master Sergeants who graciously took the opportunity to take time/space for my coaching practice while furthering their self-exploration and goals.
Session 1 was introductions and designing an alliance. I was Super nervous going into the meeting but felt immediately connected with "J". It was a great session, and I think we both left feeling excited for this new journey. I left that same day (Friday) to travel to Missouri for the weekend. It was a much-needed trip with "my girls" and returned Sunday night. Needless to say, Monday I was exhausted. Unfortunately, that's when I had my session 1 with "R". I felt the same bond with her that I did was J although I was off. I was distracted and tired and didn't feel in tuned with the client. I also think connecting via telephone for the 1st session really threw me off.
Through both experiences I realized that preparation is Key. Getting myself to a good space mentally and emotionally is a Must. A 5-10 minute "prep" time before sessions could prove invaluable so I can review past notes/sessions, along with powerful questions and agenda setting.
Session 2 with "J" was exciting. We explored influence and seeking validation. My main "focus" was to set the space, use the TIME agenda and get through all 7 elements of coaching. Success! While some of it felt a little forced / unnatural to ask the questions, I think it was well received and effective. I practiced active listening, reflection, emotional validation, challenging assumptions and empowering the client to take ownership of their development.
Not including check-in/setting the space, Account/progress on action steps and summarizing/clarifying questions - I asked 14 questions.
"J" is a wonderful client with a growth mindset and uncanny ability to truly reflect/respond to the questions I asked. Overall, it was a productive coaching session with good rapport and insightful exploration. I think "J" gained valuable self-awareness and actionable steps towards positive change.
This past week I started using Calendly which is a helpful tool for scheduling meetings along with OtterAi to transcribe and summarize the sessions. Additionally, the below excerpt came from GPT when I inquired about my questioning and possible trends. One possible blind spot is that I didn't explore potential power dynamics and how that might affect the client's influence.
Overall, the first 10 days of Coaching have been great. The training program through CTEDU is going well and I'm already learning so much. I think I'm off to a fantastic start. I have a passion for coaching, commitment to my clients and a dedication to continuous learning. I hope to continue to reflect on my experiences and integrate feedback so I can continue to grow as a skilled and impactful coach.
------------------------------------------------------------------------
Here are some key trends in the questions and the techniques they demonstrate:
1. A Blend of Directive and Non-Directive Coaching:
Non-Directive: Many questions are open-ended, allowing the coachee to explore their own thoughts and feelings (e.g., "How did that make you feel?", "What would you like to talk about?").
Directive: The coach also provides summaries, reframes situations, and suggests potential solutions, demonstrating more directive coaching (e.g., "So I'm going to summarize...", "we could get to an acceptance...", "giving them the space...").
- This blend suggests the coach adapts their approach based on the situation and the coachee's needs.
2. Focus on Emotional Intelligence & Self-Awareness:
- Many questions delve into the coachee's emotions and how they connect to their actions (e.g., "How did it make you feel?", "What are you bringing to the team?", "who do you want to be?").
- This emphasis on feelings suggests the coach values emotional intelligence as a key driver of behavior change and workplace success.
3. Connecting Action to Values and Identity:
- The coach consistently links desired outcomes (influence, validation) to the coachee's core values and desired identity (e.g., "Why is this important?", "validation of your value", "who do you want to be?").
- This technique promotes intrinsic motivation by aligning actions with what truly matters to the coachee.
4. Iterative Process of Reflection and Action:
- The questions guide the coachee through a cycle of reflecting on past experiences, identifying areas for growth, exploring solutions, and planning concrete actions.
- This iterative approach fosters continuous learning and development.
5. Potential Blind Spot: Power Dynamics:
- While the coach encourages giving others "space," there's limited exploration of potential power dynamics in the coachee's workplace relationships.
- Depending on the context, further exploration of these dynamics might be beneficial.
Overall, the questions reveal a skilled coach who employs a thoughtful and adaptable approach. They prioritize emotional intelligence, connect actions to values, and guide the coachee towards sustainable change.
