Coaching Certification Leads To Coaching Opportunity

By Author: Kate Kelly
Total Articles: 3
Comment this article

Soon after completing coaching certification in an ICF-approved coach training, a coach had the opportunity for a coaching engagement. The company hired the coach because they wanted to keep the employee. The employee thought the coach was there to facilitate their leaving.

Previously a solid performer, the employee had been placed on a Performance Improvement Plan, PIP, because of a poor attitude and insubordination. The coach was provided with a copy of the employee's PIP. The employee was told when and where to meet with the coach.

In the first coaching session, the employee was angry and resentful. They expressed frustration with their job and the people there. The coach gave the employee space to vent and then asked what they wanted. The employee was angry; they said that what they wanted did not matter as they were going to lose their job anyway. The employee talked about how the boss was out to get them and their co-workers were rude.

When the client is angry and resentful about coaching it calls for a skilled approach. After listening to a client vent and asking them what they want only ...
... to learn the client is convinced there is no choice, a coach does have options. One possibility is to simply ask them, "If you did have a choice, what would it be?" In this scenario, the coach stated that they were there because the company wanted to keep the employee. The employee was surprised, then disbelieving, and then cried. The coach again gave them space to process.

When the employee was ready, the coach explained the coaching agreement and the Code of Ethics plus shared information on their background and executive coach certification. The coach ensured the employee understood that while the company was paying for the coaching, their confidentiality was protected. The employee asked why the company was paying for a coach, and the coach shared that the company knew the employee's performance had been excellent and believed it would be again.

The employee agreed to the coaching process. The coach provided the employee with the coaching agreement and discussed the code of ethics. The employee agreed to be a coaching client.

Because the coach was hired by the company and had been provided with the Performance Improvement Plan, PIP, the coach ensured they had permission from the company to disclose this information. While having this conversation the employee, now a client, started crying and shared a number of personal challenges they were experiencing at home. The coach took the time to listen, and worked with the client on developing their plan for moving forward.

Next the coach and the client decided on an exploration of what the client wanted at work. Then, with a list of goals in hand, they reviewed the PIP together. Many of the client's work goals aligned with expected outcomes from the PIP. Based on both the stated goals and the objectives in the PIP, the coach and the client developed a list of what they would focus on and in what order of priority. The client openly explored how they would move forward and developed specific action steps. Together the coach and the client created a report on the goals, action steps, and progress to provide the company. The coaching engagement progressed and the client achieved their performance goals.

Whether you become a business coach, earn your life coaching certification or career coach certification, before deciding a coaching engagement is hopeless, seek to understand, and to explore the possibilities.

For more information about Coaching Certification please visit our website http://www.centerforcoachingcertification.com/