- It’s about learning, not teaching. Behavior does not change as a result of traditional training. Sustainable change requires transformational learning. An effective coach designs processes that create insight, resolve differences, and set the stage for transformational learning. Clients participate fully and in fact are in charge of their own learning.
- The solution, ironically, comes from the process itself. Usually there is no one magic bullet for any problem. The best solutions come out of the effort to understand what is true on all sides of the discussion. A coach’s role is to create a safe space to allow for exploration of issues, to resist the urge for quick fixes, and to support both sides and the middle, as opposed to supporting the solution.
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- Insight often comes from tension, doubt and resistance. Surprise, ambiguity, risk and confrontation are not always comfortable. But they can and must be managed. By leaning into tension and digging around for a while, big learning can follow.
- Look at strengths, not needs. Focusing on what’s wrong turns sensible people with the power to change into needy people with weaknesses to be corrected. By affirming the best in clients, a coach helps them leverage strengths to design solutions.
- Authenticity is the ability and courage to put into words what is experienced and observed with clients. That’s not always easy to do, but it is necessary because the relationship with the client should model being present, showing up as the coach’s true self, and always standing in integrity.
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