What role do emotions play in the coaching process?

by admin | June 10, 2011 6:49 pm

As a coach how do you handle your emotions and the emotions of the people you coach?

Doreen Petty, a Leadership Coach and HR Consultant, recently wrote a two-part article to answer that question, entitled “The Emotional Consequences of Behavior Change.”

In part two, Petty focuses on answering the question: “How do you, as an HR Partner, allow a person’s emotions to enter into the coaching process in a positive way?”

The answer will be of interest to coaches and coachees alike.

According to Petty:

1. An effective coaching relationship is based on mutual trust and respect. This means that the coachee and trainer are in a safe environment and can be open and able to discuss personal issues.
2. There should be an expectation that the process will end at some point, so coachees can see a light at the end of the tunnel.
3. Coach with a positive psychological perspective, which means focusing on how things can go right, rather than wrong. It’s the strengths and virtues that enable an individual to thrive.
4. Explore how coachees’ self-perception may be different, and affect, the people around them. Exploring this area will make coachees aware of their actions and change them into something positive.
5. After you’ve explored coachees’ behavior and actions, you can create a vision and goals for them and begin the behavioral change process and progress measurement.
6. Use the coaching model GROW, which helps you look at what is true now, what emotions are driving behaviors, what has to change, and what evidence the coachees have that they are moving toward their goals.

You can find out more information about the GROW model in Sir John Whitmore’s book “Coaching for Performance.”

To read Doreen Petty’s full article, click here[1].

Source URL: http://ppghr.com/blog/2011/06/10/what-role-do-emotions-play-in-the-coaching-process/

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