Coaching process

When entrepreneurs, leaders, or people with authority in their businesses, realize the responsibility of making decisions and the consequences that these can bring in the future not only for them but also for those around them, they may feel doubts, fear and repeat counterproductive behaviors.

It may also be that the client needs to improve or acquire certain emotional, communication, leadership and teamwork skills. They may need to learn to interact with others or to manage and optimize their time. In short, they need to make the most of their strengths and the resources they already have.

The possibilities for growth that a coaching process can develop are numerous. They all work from the client's present and help them build the future they want. Some coaches rely mainly on conversation and accurate questions. Others, without actually directing the client, take a mentoring approach.

Approaches to the coaching process

It can be said that there are four general stages in the coaching process. There is a preparation, a definition of the objective, a follow-up of the actions and a discussion of the results. This procedure is divided into phases and these in turn are divided into sessions.

The number of phases and what is included in each one varies according to the coach and the system or methodology used. As well as the number of sessions that you dedicate to each phase and the work to be done in each one. Everything must be clearly described in the agreement before moving forward.

During the process the coach should not lose sight of the overall goal and objectives of each session. The coach should provoke self-awareness and ensure that in each phase he/she designs there is room for feedback, reflection and learning. Challenges should be posed to take the client out of his comfort zone (in his radius of action, in his emotions and thoughts), but always based on the respect and commitment that the coachee is willing to assume.

The tools and techniques that end up being used in the process will depend on the coach, the school he/she has been trained in, the type of coaching he/she does and the relationship he/she establishes with the coachee. For example, values recognition, the wheel of life, the wheel of work, the timeline, mindfulness tools, emotional intelligence techniques, 360 performance evaluation, GROW model, SWOT analysis, customized questionnaires, NLP coaching, among many others. The sessions can be done in person, by telephone or online.

In the preparation: the context is established, we work on the trust of the relationship, always based on confidentiality. A diagnosis is made to know the client's real needs and determine the starting point: What are his values? What are the concepts he handles? What is his reality and how does he interact with it? An agreement is reached with the client. The challenge is defined, what the client wants to change in his life or work. Usually clients express it in a negative way, a perception that needs to be changed.

In the definition of the objective: The objective (or objectives) and the indicators of fulfillment are drawn up. Action is planned and strategies are developed. Sketch out what the ideal situation would be, where you want to get to. The coach must bring to light the limitations, possible beliefs and prejudices that paralyze the client.

In the follow-up to the actions: The client carries out the actions. He/she reflects on the sessions and acts accordingly, fulfilling the proposed objectives. There is constant monitoring and feedback from the coach. The coach also includes other tasks and exercises for the client to continue working on his/her self-knowledge.

Discussion of the results. As we work towards a very concrete goal, it is easy to know when the process has come to an end. You evaluate what has been done and to avoid setbacks you can leave a plan for the client to continue his or her growth independently.

How to guarantee success in a coaching process?

Inherent aspects of coaching that must always be present:

• Be attentive to what the client communicates to us: Observe the language with which he/she expresses himself/herself in its totality, verbal, corporal and emotional to know how to respond at all times. For example, if the client feels frustrated or blocked, he/she will not be assertive with the process.
• Establish good communication: the coach acts as a mirror for the client. It is essential to master communication techniques and have resources at hand such as analogies, metaphors, case studies to reinforce any point if necessary; as well as to create a relationship of trust with the client so that he/she can lower his/her guard, feel comfortable and accept the coach's help.
• Empathetic listening: This is the fundamental element to ensure good communication. Learning to listen, without judgment or prejudice, without preparing the answer in advance. It is listening empathetically, understanding the other from their experience and not from ours.
• Feedback: Communicate immediately when a result is perceived. Make him/her aware of the changes he/she is achieving, of how he/she is proceeding, and make it easier for the client to self-evaluate. Do not overlook anything, both the positive things and the things that need to be improved. It is a simple tool to increase the client's confidence and self-esteem.
• Facilitate reflection through questions: There are many types of questions that can lead to reflection and analysis in order to achieve the desired change. These questions should be clear, open-ended and future-oriented. Coaching, in general, follows a non-directive principle, it cannot tell the client what to do and how to achieve it. The discovery of their capabilities and limitations must start from the client, as well as the action plan to follow.

What should a coach be like?

So what should a coach be like? First of all, he/she must be a professional. To be trained as a coach with a professional certification endorsed by a recognized organization, which guarantees that he/she has acquired the necessary skills.

Among the skills he/she must possess and/or develop are the essential aspects we have already mentioned such as being empathetic; the ability to communicate fluently, that is, to communicate effectively what he/she wants to transmit; the ability to listen attentively and offer constant and quality feedback.

In addition, there are other skills and abilities that a good coach should possess:

• Ethical responsibility: maintaining confidentiality and security of the information being shared. Also have the ability to recognize if it is the right choice for that client and if it is not, explain the reasons and if appropriate refer them to another colleague. Likewise, if a clinical or emotional disorder is detected, refer them to the appropriate specialist. Coaching is not therapy.
• Prepared to live what it preaches: who has emotional stability. Who is connected with himself/herself and is coherent with his/her values. Who has the ability to face challenges and is passionate about his or her profession.
• Analytical skills: each client is different and must be aware of their particularities. You must help to clarify what the real priority is because sometimes they come with several problems or objectives and sometimes the cause of all of them is one that you do not mention.

• Patience and respect: respect the pace of learning and the limits that were drawn at the beginning and as far as you want to go because it is an emotional and very challenging process for the client.
• Desire for self-improvement: Keep updated and be in constant training.