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8 thoughts on “Coaching demos and discussion”

  1. Simon Howden

    Coaching demonstration 1

    Did well: I thought the coach came across as though they where listening to the client
    Area of improvment: Not to reframe, when it was being done I felt that it came across as being suggestive.

  2. Simon Howden

    Coaching demonstration 2

    Did well: was well structured and followed the process
    Area of improvement: The coaches language was of hidden directives. e.g. instead of asking open ended questions and then listening to the client, the coach would frame the question, which may inadvertently become suggestive.

  3. Suzanne Miller-Mustard

    It was so good watch these videos. I found them to be smooth and natural.

    I was really triggered by the first one and was wondering how someone could be paid for so long and not actually work. I was wondering why her job description had not been addressed and why she had been left to her own devices for so long. The employees behaviour sounded fraudelent to me. So in this type of case, (which I hope their are no more), I would really have to take some deep breaths before beginning. This is where asking the right, open ended, non-judgemental questions would be a challenge. I am appreciative of watching this video and felt coach Melissa was calm and professional.

    In the last one I wanted to ask more questions about Prema’s business partner’s situation and what his actual goals were in their business. I wanted to know both of their why’s.
    So I can see that following the process and asking open non-directive questions will be a bit more challenging than I thought!
    Thanks to all those who participated.

    1. Samantha Hardy

      Hi Suzanne, I absolutely get where you are coming from! The thing to remember is that what WE think is important, is not always what the client thinks is important. It’s not our role to “solve” the problem from some objectively “correct” perspective. It’s our role to figure out what’s important and best for the client. There may be some ways to ask questions around the kinds of concerns you raise (e.g. “What’s the impact of the person’s behaviour on others in the team / the organisation?”) but if the client then doesn’t raise the same things you are thinking, you have to let it drop. You are not investigating the situation! You are coaching! There may also be some ways to challenge the client a little more directly than Melissa did about the bigger picture consequences of her choices to kind of “do nothing” in this situation, which may have given rise to a discussion about some of the things you mention.

      In Prema’s scenario, the questions you suggest would be fine in the “other perspectives” stage!

  4. I felt that the goal setting for session 1 seemed to focus in on the other party’s needs, “help her with “not on what the clients need. It seems to focus on changing the behaviour of the other party. Did I read into this wrong?

    1. Samantha Hardy

      Hi Jane, I think you are right. The goal at first was about “strategies to make Gabrielle feel like Ajita was listening to her and not get her back up, making her feel like she’s heard”. It’s one step removed from the goal being solely about the other party, because Ajita was trying to experiment with different strategies herself, to influence Gabrielle’s behaviour. However, her goal also developed into (or included) trying to understand Gabrielle, which is definitely an Ajita-focused goal.

  5. Suzanne Miller-Mustard

    demo 6. I found David to be calm and staying with his client. I could imagine that it might have been challenging to stay focussed with this type of scenario. This ‘allowing’ created space for other issues to emerge and be explored. I found the closure to be smooth.

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