jeudi 20 janvier 2011

Psychological Dimensions of Executive Coaching - P. Bluckert

Gestalt approach to coaching
The aim of the Gestalt approach is for a person to discover, explore and experience his or her own shape, pattern and wholeness. Analysis may be part of the process, but the aim of Gestalt is the integration of all disparate parts. In this way people can let themselves become totally what they already are, and what they potentially can become. (Clarkson, 2004)


Main principles underpinning coaching:
  • That awareness leads to change.
  • That the aim of the coach is to help clients to become more aware of their own process (their functioning).
  • That this heightened awareness will produce a greater understanding of what is needed, what choices are open, and will ultimately produce more effective decision making and action.
  • That the awareness-raising process produces greater personal ownership and responsibility.
  • That our emerging, dominant needs organise our field of perception.
  • That we perceive in wholes and seek to gain closure around issues.
  • That we need to give meaning to our perceptions and experience. 
  • That learning occurs through the examination of the here and now experience. 
The paradox of change:

One must fully experience what is, one's current reality, before attempting to change things. 
The first step in this better way to change lies in a non-judgemental acknowledgement of things as they are. Paradoxically, it is conscious acceptance of oneself and one's actions as they are that frees up both incentive and the capacity for spontaneous change. (Gallwey, 2000)

'if we want deeper understanding of the prospect of change, we must pay closer attention to the inclinations not to change..' (Kegan and Lahey)



Focus on the here-and-now:
Discovering what we want and need happens in the 'now. Making new choices, taking significant decisions and creating new solutions all happen in the 'now. Observing the relational interactions in a meeting occurs in the 'now.


Questions that raise awareness:
  • What are you aware of right now?
  • What are you thinking?
  • What are you feeling?
  • What do you notice in yourself?
  • What do you want?
  • How might you get that?
  • What's happening for you right now?


Coach - bringing yourself into the coaching relationship


The nature of support
It is as much about the process of change as it is about the practitioner as the agent of change. And the most important part of that process is to really understand and validate your client's experiental world. If clients fee that this is happening, their attention and energy  can move from being on guard to being more open to new possibilities - to growth and change. 


The use of presence
Being fully present is the starting point for building good connection and this requires you to be authentic - be who you are and use your presence creatively. To be authentic may mean bringing more of yourself to your work.
It's far more about the extent to which how you are and who your are is in accord with what you are trying to be and do. In other words it's about the degree of integration between what you say you are about and how you act in the world. .... The critical challenge for any coach is to live what you stand for, not just talk about it. The role modelling aspect of your work may be every bit as important as your most elegant intervention. When you model behaviours to do with self-awareness, awareness of others, non-judgemental interest, and real contact it will evoke a positive reaction in your clients. They will get interested, curious and engaged. They may have been unconsciously looking for a supportive lead to give themselves greater permission to be who they really are.  pp125-126

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