How can you use reflection to better understand your coachee's needs and goals?

Reflection as a coaching practice is 1) Observing your actions and behavior without attachment and bias. 2) Analysis to evaluate what worked well in the ecosystem the action played out in and what didn't 3) Understanding the intention behind and the series of steps leading to the action and behavior Reflection is a practice that takes time to develop like any muscle. It can be used on ourselves and while coaching clients. It helps to slow down and focus on the reflective practice to become more effective at it. Effective reflection can help surface patterns of being and doing that are no longer serving the person. The resulting awareness can lead to change in behavior to help the person be more productive, fulfilled & resilient.

There are different types of reflection that coaches can use, such as: Reflection-in-action: This is when people think about what they are doing while they are doing it and make adjustments or decisions on the spot. Reflection-on-action: This is when people think about what they did after they have done it, and evaluate the outcomes, challenges, and learnings. This type of reflection helps them to identify their strengths, weaknesses, and areas for improvement in their coaching. Reflection-for-action: This is when people think about what they will do before they do it, and plan their actions, goals, and strategies. This type of reflection helps people to be more prepared, intentional, and effective in their coaching.

Reflection involves pausing to engage in a slow-speed replay of your thoughts, actions, and beliefs within the current context. This deliberate review allows you to become aware of details that may be missed at our usual speed of thought. #SelfAwareness #ReflectionInCoaching

Reflection is a process of introspection and analysis that allows individuals to gain deeper insights into themselves and their experiences. Reflection involves asking probing questions, examining past interactions, and considering alternative viewpoints. Through reflection, coaches can uncover underlying motivations, barriers, and aspirations that may influence their coachee's behavior and decision-making. By fostering a reflective dialogue, coaches create a supportive environment for coachees to explore their thoughts and feelings, leading to greater self-awareness and clarity about their objectives. Ultimately, reflection serves as a powerful tool for coaches to facilitate meaningful conversations towards achieving the desired outcomes.

I think self-awareness is important not only in coaching but in all areas of life in general, if you want to improve. The biggest enemy of self-reflection and development is pride. We have to learn to put that aside and it's worth looking behind those situations where we can't and become defensive. For me, as a language coach and as a private person, this has been the most useful discovery I have made so far.

Reflection is crucial for professional growth, akin to an athlete's rest for improvement. In the corporate world, the "going slow to go faster" principle, though counterintuitive, is vital for lasting success. Learning comes from reflecting on experiences, not just from the experiences themselves. This reflection enables moving beyond repetitive actions, towards informed, strategic decisions. It encourages working smarter, utilizing critical thinking, and leading to more deliberate actions. Reflection is the foundation of development, allowing us to align efforts with goals, enhancing clarity, innovation, and resilience. It's key to growth and success in the dynamic corporate landscape.

Reflection is important in executive coaching because it helps coaches and coachees to: Enhance their self-awareness and critical thinking skills, which are essential for effective leadership and decision-making in a complex and uncertain world. Evaluate their actions, experiences, and learning outcomes, and identify their strengths, weaknesses, and areas for improvement. Challenge their assumptions, beliefs, and patterns of behavior, and explore new perspectives and possibilities. Communicate more clearly and confidently, and build trust and rapport with others.

If we don’t implement some of the things we coach, we will be ineffective and inauthentic. Human beings need reflection time. We have to pause or just plain “stop” sometimes to process life. We get better perspective and knowledge, not to mention wisdom, after some reflection.

Pattern recognition is the key here. You may reflect after each session on: - Did the client move closer to their goals, and how engaged were they throughout the session? - Were my coaching methods and communication effective in facilitating insights and action? - Was I present to my client and managed my state effectively? - What did I learn to improve my coaching practice? Then reflect after dozens of sessions to identify patterns: - What common themes, and goals show up across sessions? - Which methods are consistently effective or ineffective? - What frequent challenges do clients encounter, and what contributes to their significant progress? - What patterns in my coaching style have emerged, and how have I improved effectiveness?

Taking time to reflect is crucial for achieving high-performance goals. Analyzing your past achievements, identifying patterns, and assessing obstacles, can help you define a repeatable roadmap to success. Executive coaches guide individuals towards understanding the behaviors, situations, and environments that empower them to perform at their best. Here are some reflective questions you can use: 1) What actions or decisions did I take that contributed to achieving my goal? 2) Did I encounter any unexpected challenges and how did I overcome them? 3) Could I have foreseen or mitigated any of these challenges with better planning or preparation? 4) How can I apply the learnings from this experience to future endeavors?

- Maintain a coaching journal, capturing key insights and feedback from each session. - Implement reflective models like the GROW or Gibbs cycle to structure and deepen your reflection. Actively seek feedback from coachees and peers, offering valuable perspectives on your coaching effectiveness. - Consider coaching supervision for professional growth and to ensure your approach aligns with coachee goals. These steps foster a reflective practice, enhancing your ability to adapt and meet coachee needs while continuously improving your coaching skills. This strategic reflection ensures your coaching remains impactful, tailored, and responsive.

Emotional awareness is a valuable marker to use for reflecting with your coachee. Because mood matters. If they are in a bad mood or if they are tired, the same for you, than your ability to reflect is affected. The best time for reflection is when we feel relaxed, not stressed and not in lack of energy mode. Then when you reflect, both of you will be more receptive to your findings - no matter what scenario or tools you use to enhance your reflection process.

As a solution oriented coach, I am leading my clients with questions to their own solution of a problem. And these questions are based on hypothesis on the client situation. Essential part of the work of a coach is therefore, to build these hypothesis. Either by intuition, based on long term experiences, or with an active thinking process. Herefore , the "inner team" of the coach can be a valuable approach, to derive hypothesis from many different perspectives.

The key to meaningful reflection is self-awareness. It enables you to accurately evaluate your role in both successes and failures. This leads to pinpointing your strengths and areas where you can improve – a critical step towards understanding your overall performance. Since everyone has biases and blind spots that can cloud judgment, self-awareness helps you recognize such tendencies, promoting a balanced and objective approach to reflection. Furthermore, it empowers you to own your actions and decisions, even when they don't go as planned. By understanding your part in the outcome, you can transform setbacks into invaluable lessons, ultimately enhancing your future performance.

Me again, with my seemingly controversial and some might say obtuse musings… Quite frankly, if someone considers themselves a coach of any kind and they don’t understand what reflection is, then I’d argue that they’re in the wrong profession / job / field of practice. So start there, build your own capacity to see and feel and hold and wonder in your own life before you take what you do elsewhere… you cannot go anywhere with a ‘client’ that you haven’t been to yourself!