At a time where the credit crunch is biting hard, and a recession is in full force, individual development and, in particular, coaching, is generally at the front of the queue of functions for budget cuts; but is there another way?
The stereotype of coaching is that it is a long, slow, heavy going process that should take a minimum of six months to produce any meaningful results. However, sometimes speed is of the essence. In our experience there is often a clear need to adapt the coaching approach if we are to meet to meet our clients' needs in a variety of settings, be it coaching a delegate in Australia or having limited time for coaching within a development centre.
Where there is neither the time nor the resource for a full and longer term coaching relationship, at Pearn Kandola we extract some of the key coaching principles and techniques and use them in shorter, punchy 'focused coaching' sessions, designed to help people kick start their development by focusing on the issues that matter to them.
That is not to say that the more traditional form of coaching is redundant - there is an immense amount of value in the building of longer term relationships and sustained coaching. However, we know that currently, many organisations are keen to ensure their resources are being used in the most efficient and effective way.
Our top tips for a focused coaching approach are:
- Think about how you spend your time with the client to deliver maximum value. In our experience four focused 30 minute sessions can achieve much more than one two hour session. This gives opportunity for practise and reflection, without requiring additional coaching time.
- Be clear about your objectives for the coaching session. Don't try and achieve too much or you will end up achieving nothing. Focus on one of two key issues that matter to your client for the greatest impact.
- Use your time and existing resources as efficiently as possible. Preparation is key. Pose questions and ask the client to reflect beforehand. Use the client's previous experience to help. What have they done previously? Was that effective? If not, why not? What have they seen other people doing?
- Don't skimp on spending time exploring the challenges with the client. When does it occur? Are there any patterns? Allow sufficient time for reflection on this to ensure real understanding and clarity.
- Help the client to see the benefits of change. This can be achieved through creating discontent with the here and now. Simple techniques such as the scaling technique or the change matrix can be helpful here. Ask the client to sum up the benefits of change before moving to a solution.
- Pay close attention to the language the client uses in order to quickly refocus their mindset. Playback and challenge catastrophising language such as "I always get things wrong", by asking the client to find the positives of the situation. It's very rare that there are no redeeming features at all. What you focus on gets bigger so place emphasis on the solution rather than the problem. But balance your focus; you will need to demonstrate an understanding and appreciation of the problem as well as future solutions.
- Although the essence of condensed coaching is quick and focused, don't be tempted to be directive in order to move the client more quickly towards a solution. Introduce tools or concepts but allow them to explore how that might work. For example, suggest a SWOT analysis to help structure thinking around complex issues, but explore whether this would work for the individual and how they might use it.
- Bring the coaching session to a close with an action plan for the future - make this SMART and in manageable chunks so that the client can self monitor and have a clear sense of how they are progressing.
- Finish the session with a sense of momentum; what are the small and relatively easy tasks that can be implemented immediately? The client can create their own momentum if they can quickly feel some success. This will encourage feelings of self confidence in their ability to implement their action plan.
There are many coaching tools and techniques that can be used to make coaching quicker and more efficient. Those outlined above will help you get the most out of your coaching conversations, however long you have to conduct them. Ultimately though, nothing can replace a well placed question that allows an individual to look at their situation from a different perspective and motivates them to take responsibility for changing their own future and asking the question only takes a minute!
