How do you make your coaching style inclusive?

1 Know your coachees

The first step to make your coaching style inclusive is to know your coachees well. This means understanding their strengths, challenges, motivations, values, and preferences. It also means being aware of their cultural, social, and personal backgrounds, and how they may affect their communication, learning, and expectations. You can use various tools and methods to gather this information, such as intake forms, assessments, interviews, or feedback surveys. The more you know your coachees, the more you can tailor your coaching to their unique situations and goals.

2 Respect their differences

The second step to make your coaching style inclusive is to respect the differences among your coachees, and to avoid making assumptions, judgments, or stereotypes. This means acknowledging and appreciating the diversity of your coachees, and recognizing the value they bring to the coaching relationship. It also means being open-minded, curious, and empathetic, and asking questions to learn more about their perspectives and experiences. You can also use inclusive language, avoid jargon or slang, and check for understanding regularly.

3 Adapt your methods

The third step to make your coaching style inclusive is to adapt your methods and techniques to suit the needs and preferences of your coachees. This means being flexible and creative, and using a variety of coaching tools and approaches, such as active listening, questioning, feedback, reflection, action planning, or mentoring. It also means being responsive and collaborative, and adjusting your coaching pace, tone, and focus according to the feedback and progress of your coachees. You can also ask your coachees for their input and feedback on your coaching methods, and what works best for them.

4 Support their growth

The fourth step to make your coaching style inclusive is to support the growth and development of your coachees. This means being supportive and encouraging, and celebrating their achievements and successes. It also means being challenging and constructive, and helping them overcome their obstacles and gaps. You can also provide them with resources, opportunities, and connections that can help them advance their learning and goals. You can also follow up with them regularly, and monitor their performance and satisfaction.

5 Model inclusivity

The fifth step to make your coaching style inclusive is to model inclusivity yourself. This means being aware of your own biases, assumptions, and blind spots, and working on them continuously. It also means being respectful, transparent, and authentic, and building trust and rapport with your coachees. You can also demonstrate your commitment to diversity and inclusion, and share your own stories and learnings. You can also seek feedback and learning from your coachees, and from other coaches or mentors.

6 Review and improve

The sixth step to make your coaching style inclusive is to review and improve your coaching practice regularly. This means evaluating your coaching outcomes and impact, and measuring your coachees' satisfaction and progress. It also means reflecting on your coaching strengths and areas for improvement, and identifying your learning needs and goals. You can also seek feedback and suggestions from your coachees, peers, or supervisors, and implement them in your coaching. You can also seek professional development opportunities, such as courses, webinars, or certifications, to enhance your coaching skills and knowledge.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?