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Coaching Practice Triads: Guidelines for the Coach, Client and Observer
Copyright © 2005, Barbra Sundquist
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The purpose of this article is to give you some hints on how to
set up coaching practice triads that are effective, supportive
and meet the needs of participants.
When You're The Client
* Pick a real issue ... something that is current and relevant
for you.
* Remember the point of this is for the coach to practice, so
pick your session topic accordingly.
When You're The Coach
* Actually coach ... be yourself
* This is a space to try new things and take some risks.
* Know what you'd like to get out of each practice session, and
let your triad partners know (e.g. "I want to speak more
succinctly" or "I'm working on letting go of the need for the
client to change")
* Ask for specific feedback if you want it.
* Don't argue with the feedback you receive, or defend yourself.
* Manage the time.
* Thank the client and observer.
When You're The Observer
* Remember, you're evaluating the coach, not coaching the client,
so focus your attention on giving feedback to the coach.
* Don't divert attention away from the coach's learning by
offering suggestions to the client. If there's something you
want the client to know, write it down and send it as an email.
Or if your triad agrees, reserve time at the end of the entire
meeting to share those thoughts and observations.
* Take notes of what seemed effective in the session. Writing
down specific things the coach said is very helpful.
* If you would have taken the session in a different direction,
make note of that, (when and how) but don't get distracted by it.
There are a million possible directions that a coach could go in
at any given point.
* Say what you're reluctant to say, but be tactful. A sensitive
way to give constructive criticism would be to say something like
"If I had to pick one thing that would have strengthened your
coaching, it would be …"
* Always give two positive comments for every negative one, and
limit your suggestions for improvement to two or three at the
most. People can only absorb a small amount of criticism at a
time.
* Be concise and use specific examples. Know what the Coach is
working on -- are they here to practice the proficiencies? to
practice not attaching to outcome? -- and give feedback
accordingly.
* Make a note of the time, and if necessary remind the coach to
wrap up.
* Have the coaching model or other relevant evaluation materials
in front of you.
* Remember that everyone coaches with their own flavor. The main
thing is "was it effective for the client?"
For The Triad In General
* Make a commitment and stick to it. Your triad members are
counting on you to show up every time.
* Have an idea of what your goals are, and share them with your
triad members.
* Coach even if no one feels like coaching that day. Consistency
is key to progress, and it's very easy to let the triad slide
into a general chitchat meeting.
* Decide the time-keeping responsibilities (who's timing the
sessions, as well as the feedback period).
* Know how long your sessions/evaluations will last and stick to
the schedule to make the best use of everyone's time.
* Discuss ahead of time how long you're agreeing to meet
(typically triads agree to meet for two to three months and then
reassess).
* Agree on when you'll reassess, and what things you'll be
reassessing. For example: After 2 months we'll talk about:
1. if we want to continue for another 2 months
2. do we want to refocus our triad purpose?
3. is there something that has worked really well that
we'd like to do more of?
4. is there something that we'd like to change?
5. is there a system that needs to be put into place?
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The article on this page is Copyright © 2005, Barbra Sundquist
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