What You Need To Know About The Dilemma Of A Coach

Two days ago, I was conducting part 2 of “Coaching for Enhanced Performance Management”. In that session we did discussion pertinent issues of being a coach as well as the communication patterns and structure. I like the thoughts the participants have put in. They had purposeful reflections and made useful applications.

Lets’ face it, coaches are humans too. The issues that affect someone else may also affect the coach. It’s just that the coach can self-coach to make it better.

In this posting, I examine some of the dilemma that you might face as a coach. It’s a presentation of perspectives with the intention to help you become a better coach.

1. The coach may be having multiple roles and appointments. Some of which could be in conflict with him being a coach. An example could be being a coach as well as a reporting officer. It’s much like coaching someone and later being a judge of that person in a competition.

The crux of the issue lies in the ethics and professionalism of the coach himself. Are you able to detach yourself away from potentially conflicting roles and be objective?

2. The coach may not have experienced the problems faced by the client. Hence, the lack of understand may result in lack of understanding of the client’s situation.

This is where the probing skills and empathic ability of the coach must be effectively employed. You must be able to discover the gaps in your understanding of the client’s situation. Emotionally, you must be able to put yourself in his shoes and eventually touch him enough (emotionally) to change for the better.

3. The client continuously refuses to cooperate with the coach. Some clients are out to make things difficult.

In this case, you need to reset the ground rules again. Never begin the coaching if the client is not agreeable to them. This must be closely followed by you getting into rapport with your client.

4. The proper advice for the client is in conflict with what the organization wants. For example, if the client prefers to leave and work elsewhere yet the organization wants him to stay.

Doing your best to explore all possible and realistic options is crucial here. Discover if there are any in-betweens where a compromise is possible. Keep the organization informed of the coaching progress, using diplomatic words in your reports.

At times, changing to another coach may yield different results.

And if it comes to that point, your obligations and your ethics will decide your final call.

Understanding the dilemma of a coach helps us to put ourselves in better preparation and anticipation of such events. This is human beings we are working with. People have emotions and needs.

Hence getting ourselves into the right perspective is imperative. After all, our job is to help our loved ones and clients excel beyond excellence!

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Explore posts in the same categories: Beliefs and Values, Career Management, Coaching and Counseling, Conflict Management, Excel Beyond Excellence, Management, Mentoring to Excel, Perspectives, Persuasion and Influence, Relationship Dynamics, Working Wellness

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