We begin each year with the purpose of implementing changes in our lives, but in most cases, for lack of a true plan, our intentions fade during the first weeks of the beginning of the year.
Establishing a change map, with its objectives and action plan, implementing the action plan, monitoring progress, evaluating progress, introducing modifications if necessary and celebrating the successes achieved is, in general, difficult to implement individually and autonomously.
The support of a professional Coach, properly trained and certified, whose objective is to facilitate the change intended by the Coachee, significantly supports the change process.
To define the objectives of the coaching process, it is important to identify the level of well-being and performance at which the Coachee is, the performance and well-being matrix developed by Anthony M. Grant being a very good tool.
Different combinations of well-being and performance levels require different coaching strategies and styles. A client with a low level of well-being and high performance requires different strategies compared for example to a client with a high level of well-being and high performance.
The solution-focused coaching process, with how questions, is more effective than the problem-focused one, with why questions.
A solution-focused mindset has a positive correlation with levels of well-being, self-regulation, and resilience.
A solution-focused process, in alliance with a positive and trust-based coaching relationship between Coach and Coachee, has a multiplying effect on the results of the coaching process.
The process is much more effective depending on the level of self-knowledge and self-awareness developed by the Coachee.
The most effective self-reflection process is one focused on the future, on finding solutions. Reflection focused on the past is reflection focused on problems not solutions.
Solution-focused self-reflection supports monitoring of the action plan and self-awareness supports the evaluation of performance and well-being and the recognition of achievements. If necessary, and for greater alignment at each moment between actions and objectives, the Coachee can implement changes in their action plan.
The objectives established in the coaching process are not limited to objectives defined in a SMART way (specific, measurable, achievable, realistic and defined in time), they can also be learning and development objectives, maintaining a positive approach, in solutions that translate into actions.
In my coaching processes we end each session with the recognition and celebration of the learning from the session. The learning is integrated into an action plan, whose actions are consistent with the solutions identified in the session and with the objectives defined by the Coachee.
A coaching process focused on solutions and aligned with well-being translates into greater effectiveness.
Fátima Ribeiro, Associate Certified Coach (ACC) by ICF
The article was written based on my interpretation of the presentation in ICF Advance, “Success factors in the coach-coachee relationship and the role of self-reflection and self-insight in Coaching” de Anthony M. Grant, Ph.D., reconocido investigador y autor en Psicología del Coaching.
