How do I know I am ready for Coaching?
The importance of Coaching Readiness:
It is important to have a standard by which we guide decisions around readiness for coaching. This is true whether you are considering undertaking coaching yourself, or if you are involved in decisions in an organisation with regards to coaching.
This post will outline some guiding thoughts and principles from the Standards and Ethics of Coaching Practice. I am a certified coach and am not a psychologist or therapist. I uphold the scope and nature of coaching and am a firm believer in supporting that the appropriate support is sought regarding mental health.
You know yourself best. If you’re in a decision-making role in an organisation, you know your organisation, your people, and you own decisions regarding these opportunities. You are welcome to include these thoughts as a non-exhaustive guide in your creation of a decision-making process.
What is Coaching?
Coaching is a partnership between equals, focusing on existing strengths, potential and what each person uniquely brings to the table, in order to bring about the realisation of a specific outcome.
In this relationship, the coach assumes that both are experts – the client being the expert in their life and the coach holding the space and process for the transformation.
Some considerations for organisational decision-making for coaching readiness
Coaching is effective when
self-elected
- Although not always required, outcomes and results are always improved and longer-lasting when there is an intrinsic motivation for the journey.
- What is the WHY? Is it aligned with the necessary support you as an organisation can give them?
- What are your motives for sponsoring the coachee?
- Could your motives be an extrinsic driver for them?
Clarity on the nature and
scope of coaching
- Does the coachee understand the nature and scope of coaching?
- Can they, in their own words accurately describe how coaching is different to therapy, consulting or mentoring?
- The coaching journey’s success requires the coachee to understand the scope of coaching so that their expectations are aligned with what coaching can achieve.
- Are they clear on the process for how to navigate when the nature of their need no longer falls within the scope of coaching?
Coaching does not a
replacement for performance management
- Coaching is not a replacement, or supplement to performance management of employees.
- If the employee is undergoing performance review conversations, coaching cannot be positioned as a means to fix, or solve for the problem.
- If there is a remediation plan already agreed, coaching is an ideal tool to support the process.
- Coaching is also appropriate when the focus is on performance development in the positive or advancement domain.
Aligning expectations of outcome benefits
everyone in the journey
- If there is an expectation from the organisation to address a specific area of growth, this must be clearly discussed.
- Ideally the conversation takes place with the coachee before coaching, and ideally positioned with the coach in a conversation with all parties present.
- Have they defined the outcome?
- Has this been tied back to a strategic area of focus or business outcome?
Reality and Coaching serve
one another best
- It is important to also confirm with the coachee if they are currently undergoing therapy or counseling.
- If so, inform them of their responsibility to check their intention to receive coaching with their therapist or counselor.
- Partnering between coachee, coach and other helping roles are not uncommon.
- Coaching can be very beneficial when partnered with other helper modalities if contracted properly
The decision remains
YOURS
- It might also be useful for the coachee to confirm their readiness for coaching through self-evaluation.
- It is also their responsibility to ensure they are comfortable to proceed.
- It is important that the scope and nature of coaching, and its appropriateness for their context is fully agreed to.
- Essentially, they need to want to be coached and self-elect their journey.
Consider this sample decision-making flow
What about Team Coaching Readiness?
If you believe you need support outside of the nature and scope of coaching, remember you are not alone!
