WHY CHOOSE ME AS A COACH?

A one year programme that provided me with an integrated blend of applied theory, practice and experience. The whole person approach to relationships was a central tenant of the programme, which calls for participants to apply their whole self as well as enabling others (i.e. clients) to engage more with their whole selves. The AC coaching competencies were covered in the programme as well as the final written assessment which required me to demonstrate competence against the competencies. 

 Coaching Programme | Coaching development (oasishumanrelations.org.uk) 

A day long workshop that was a great refresh of previous work, introduced to the Cycle of Change from Prochaska & DiClemente, voluntary and involuntary change, predicted and unpredicted change. We explored the skills and tools available when working with clients in change, plus our own experiences of change. I used the session to reflect on work I had been doing with my clients.

My regular assessment of skills development and client feedback. We call this self and peer assessment. I spent time reflecting on how my skills and practice have developed over the past few years and gathered extensive feedback from my clients. This was then summarised into a presentation and shared with fellow coaches and one of my clients. It was affirming and a very valuable review. 

An inspirational day with Sonia Mayor from Oasis who wove in our Learning Styles (using Honey & Mumford) and how this impacts how we respond to change. A great way to connect 2 theories together and very relevant for my clients. We also worked a lot with the topic of anxiety which was very powerful, as I was able to recognise how organisational change has been impacting my clients.  

I shared with other coaches, my journey to attain the Foundation level accreditation. I prepared some slides on the various parts of the application process (inc CPD, supervision, references and the various short essays that were needed). The group received the session well and several people said it had de-mystified the process for them and made them consider applying in the future. It was also a good way to subtly remind myself and others about the code of ethics and competency framework.

I used the Thomas Kilmann Conflict Mode Instrument and did reading on the different methods and how I and others respond to conflict. It’s a topic discussed often in coaching so very relevant. It did make me more aware of the styles that may be present in a conflict situation enabling me to ask better questions. Most of the client related scenarios tend to be either 121 conflict, but there are some where conflicts exist and a client may struggle to find their voice and hold their ground. 

A CPD session during COVID and a chance to discuss how we were finding ‘remote’ coaching which was a new experience for many. I explored different mediums (Zoom, phone), how to adapt my style to the context and using on-screen visuals to replace coaching cards etc. We discussed the changes we’d seen in clients since COVID had happened; their context and future focus had shifted to being more immediate and less long-term future. Therefore, the issues being brought to coaching were also different.

My first development day in the COVID era - we looked at the responses to COVID crisis through 5 lens; responding to need, building resilience, reintegrating the new normal, reimagining the future and radical reinvention. By dividing up the future into sections (I prefer to call them chapters), the future felt less daunting. The concept of breaking the future into more manageable chapters definitely stuck with me and will be useful for client work.

Although I prefer listening to podcasts to reading books, as part of a very distinct shift in my work-life balance as I was forced to work at home full time, I used some of the time to read this book which had been a gift from a coaching colleague a few years ago. I found it very accessible as a text and highlighted multiple sections, great sentences, amazing questions and was nodding to myself saying ‘yes, that’s how I think of coaching!’. 

The narrative of ‘new normal’ was very loud, but in my coaching work, clients at this time were very much still in the here and now, so it was a refreshing change to try and think more long term. We used a good technique of looking at the various contexts in a venn diagram and seeing overlaps. We also used a timeline method to look at how we expect the next few months to develop, what will change and how various factors impact each other. 

The pre-read for this CPD was an article written by Donella Meadows on ‘The Dance’. It relates to systems thinking. The learnings I eventually took from the day, was that language can influence the system itself and can be very powerful. We looked at the work of Barry Oshry (Tops, Middles, Bottoms and Customers). We did a good exercise of drawing the   organisational system as a person – something I felt I could use with a client if the need arose.   

This was a broad and varied series of workshops over 7 weeks, with many aspects relevant to coaching:- Change and transitions (including refresh of the DREC curve and William Bridges Transition Model), Kolb’s learning cycle, setting career goals, MBTI, personal brand, and emotional intelligence. 

This learning was delivered in 4 workshops. It enabled me to qualify as being Mental Health First Aid trained. The following elements were very relevant to coaching:- understanding the language of mental ill health, the frame of reference, the mental health continuum, active listening skills and the overall awareness of mental health. This excellent course  will undoubtedly make me a more well rounded coach. 

As part of the prep we were each asked to consider how we prioritise, the strategies and techniques we use. Prioritisation is a common theme in coaching conversations, where my clients tell me they feel overwhelmed and lost with a list of tasks that all seem equal in importance. By spending time reflecting on my own strategies, plus hearing those of 7 other people, I went away armed with quite a few ideas to use for shaping great questions with clients.

A great refresher, with a combination of pre-reading and a workhop. The pre-work was a lengthy piece of e-learning which was an excellent refresher on the fundamentals of coaching. The contents included the role of coach and coachee, contracting, building rapport, listening skills, questioning skills, the GROW model, Johari’s window, circle of influence/control, the slices of life, and a listening skills assessment.  A really good skills top-up for me.

A workshop designed to increase awareness amongst leaders on the topic of mental health. There was some overlap and repetition from the Nov/Dec 2020 course, but this cemented my understanding so didn’t feel wasted. The facilitators shared their own experiences of mental health which was profound and very useful. In my coaching work, although I am not a trained counsellor or psychologist and I remain very clear and careful with these boundaries, this knowledge is absolutely critical.  

Some time spent using the output of the FIRO-B Instrument on Inclusion, Control and Affection, which was both a useful insight tool for myself and one I feel would translate into my coaching work. As we discussed the results and the theory that sits behind it by Will Schutz, I saw some of the challenges of my clients who struggle with orientating to the organisational culture, or have struggles with some of their relationships. I also did reading after the day on FIRO-B to understand it more. 

This workshop built on the foundations of the MHFA training I had done in Nov and Dec 2020, with the added value of a different cohort, different facilitators and a new set of experiences and perspectives being shared. I took away the concept of the stress signature in particular and found the knowledge very useful in a coaching meeting I had soon after, dealing with loss and bereavement.  

A workshop run by the Association of Coaching, led by actor Alasdair Craig. It was an interesting short interactive workshop on how to communicate with impact when working virtually. He used a variety of ways to land his messages, we broke out into small groups to practise elevator speeches and I also made some good contacts in the coaching world.  

A short course on ED&I - we covered the essential definitions of equity, equality, inclusion and diversity. I found the section on bias and stereotyping really interesting. It made me realise how important it is to avoid pre-conceived ideas of clients based on scant information, before we had met. 

We focused more on how to be positive role models in the organisation (and for me, as a coach in the workplace) of talking openly about mental health. It was a good chance for me to reflect on my learnings and how to influence cultural change. The coaching conversations I have with my clients in the organisation, can be a very powerful way to change the level of openness felt when topics relating to mental health arise. 

I learned such a lot here – from the importance of language and perceptions but also how important it is to be educated on this topic. Whilst I have not yet had a coaching client who has wanted to explore the topic of gender identity, I expect I will do at some stage so good preparation. I also have many clients who talk about gender roles, gender stereotypes, societal expectations etc so feels adjacent and relevant. 

We used Bridges work on Transition, focussing on why and how the transition process is different to the change event itself. We refreshed ourselves on the DREC curve too. We looked at what our clients had needed from us in the last 18 months and also what we had noticed in ourselves. 

Held on International Menopause Day by Katie Day and Dr Roger Prentice, a very accessible and informative seminar about the menopause. I support clients who are in peri-menopause and menopause and the mental and physical symptoms definitely impact their confidence, self-esteem and identity. I feel more able to understand their potential challenges and also found it personally very valuable.  

A wonderful session run by Sonya Shellard and Lucy Mullins, which began with 2 networking breakouts with other coaches. The WAVES model is one I can use with clients in change, especially involuntary, unexpected change. I really liked the 5 minute flush out technique and will be using this to begin (and possibly end) a 121 meeting to help some of my clients ground themselves and combat feelings of overwhelm.

A really interesting and thought provoking series of podcasts from Association of Coaching on the topic of Wellbeing. A few of these really sparked me into action to look into ideas, especially the concept of pro-bono coaching which I have since explored with my supervisor. 

A very thought-provoking session about bias – conscious and unconscious. As a coach I often hear my bias talking in my head as judgement and this session made it clearer to me that some of this could also be unconscious to me.  

A prologue in 5 Acts with Alasdair Craig. The model used, the Prologue and 5 Acts, was a good way to break out and then piece together a really compelling verbal description of my coaching offer. If I was brave enough, I would write and record this and add it to my website.  

A very good introduction to coaching clients on the autistic spectrum. Gillian covered language, a description of what ASD is, the aspects of life clients on the spectrum may face and ways in which coaching style and form could be adapted. 

A very detailed but accessible course on ADHD – touched on presentation in children, adolescents and adults. The types of impairments most likely to cause the need for adaptation in coaching, co-morbidity and also the neuroscience of the condition too.  

Led by Sarah Templeton by the Association of Coaching – this built really well on other learning I have done on ADHD. Sarah delivered with pace and passion, many book recommendations given and tips on working with clients with ADHD. She had the view that if you believe a client has undiagnosed ADHD, we should mention this to explore, which is an interesting and challenging concept.  

This Counselling Tutor Podcast, #227 was entitled ‘Counselling Autistic Clients’ – I am a coach, not a counsellor, and my competence boundary is one I manage very consciously and carefully, there is some very transferable learning here, useful for coaching too. 

An Association for Coaching accredited workshop, facilitated by Sonia Mayor. We explored the relationship between our thoughts and our body. Through various insightful and powerful exercises, we explored how to regulate and work with emotions through body-based techniques that can increase confidence and trust in yourself and those around us. We learned about how to tune in to the wisdom of the body and be more aware of ourselves and others around us. 

An amazing Association of Coaching approved workshop. We focused on different types of loss and the parallels that these all have with bereavement as a form of loss. The facilitator, shared several great models to help orientate individuals in their loss / grief experience and I was pleased that this was something more expansive than the Kubler Ross model which was included but also built upon. I feel much better equipped to support clients with all types of loss, including bereavement.  

As pre-work for this 1-day workshop, we did a learning styles assessment which interestingly has changed since last time I did this – I am more of an activist and less of a reflector. Benita and Carole-Ann introduced us to models for learning and change that we could use with clients who are struggling to enact a change – the model breaks down things like the barriers to change and the ways that change energy is being used for other things.  

An all day workshop with pre-work, from Tony Schwartz on energy management. We discussed how being busy can be used as a badge of honour a lot of the time. We did breakout sessions on what burnout might look and feel like, how to spot it in self and others and Jane highlighted some good resources. We discussed how there was a crossover between the symptoms of burnout, anxiety and depression. We delved deeper into the 4 types of energy with sharing of questions to look at these with clients.  

In this book, Thomas Armstrong illuminates a new understanding of neuropsychological disorders. He argues that if they are a part of the natural diversity of the human brain, they cannot simply be defined as illnesses. Armstrong explores the evolutionary advantages, special skills, and other positive dimensions of these conditions. A manifesto as well as a keenly intelligent look at "disability”. Loved it!

This interactive workshop with coach-therapist David Britten offered an opportunity for coaches to explore the topic of working with clients who are distressed. It featured a blend of theory, practical tools and reflective discussion, drawing on ideas and skills used in the psychological therapies. It was very useful and applicable – I took away some simple but very useful cathartic intervention ideas. 

An open space where Coaches who have ADHD, or who work with clients who do, can have the opportunity to discuss new developments, approaches and ways of working. My first visit and learned loads, made very valuable connections too. We talked about late (adult) diagnosis of ADHD, the intersectionality of ADHD and other neurodivergent conditions and how we as coaches (many of whom have ADHD also) can be as effective as possible supporting others .

This interactive webinar looked at the need for societal understanding, how to provide support, and how to help reduce the stigma and isolation that can occur. The speaker, Aneesh de Vos, shared a compassionate pathway that uses developmental coaching, to work alongside people who are struggling with both trauma and menopause.

With a special guest Franck Brown who kindly shared his insights and tips on how to set up as an ADHD coach – he covers a range of topics including working with younger people, setting boundaries, getting clear on your coaching offer and more. I got to meet more people who coach ADHD’ers and it was time very well spent. 

Another  multi-topic, free-flowing discussion with like minded professionals close to the world of coaching and ADHD. We discussed the CIPD and what they have (or don’t) to say on the topic, body-doubling and the links with care experienced people and ADHD. 

Led by Dr Esther Barrett, this 12 week programme covered the fundamentals of coaching (a very valuable refresh for me), and then the specifics of coaching those with ADHD. I have learned a great deal and also worked with many more models and methods. 36 hours in total.

Bex Harper led this session about LGBTQ+ awareness and ADHD – an informative and interesting subject. We discussed the importance of language, letting the client use their own language and how to navigate the topic of pronouns and gender in the coaching setting. 

Led by Jean-Marc le Tissier as part of the Oasis RAW network – it was delivered by a person with ADHD and was excellent – we talked about adjustments in the workplace, the power of coaching, RSD and body doubling. 

A refresher on mental health first aid – we covered The Stress Container (which I have used a variation of in coaching many times), the mental health   continuum and the various signs of mental ill health – it was a heavy day due   to the subject matter but very useful.