How do you update your coaching skills through reflection?

> documentating lessons learned after each coaching engagement about strengths to leverage going forward & areas for improvement > re-listening to coaching call recordings to audit effectiveness of questioning techniques, active listening, & guidance provided > request candid feedback from coaching clients at end of contracts on value received > surveying clients anonymously during longer coaching relationships to gain perception on progress & gaps > when clients achieve breakthroughs or struggles analyze the patterns for what coaching methods contribute to each > compare metrics of client goals accomplished pre & post coaching IMO, continually sееking nеw knowlеdgе whilе rеflеcting on insights from еxpеriеncе lеads to rеfinеmеnt.

It goes beyond simply reflecting after a coaching session, towards embracing, developing and sustaining an ongoing reflective practice and a way of being as a coach. Continually building up the mindfulness muscle, stepping into more being versus doing and carving out regular time to think helps coaches stay grounded and present in their sessions. As coaches become more experienced there is a risk that complacency can kick in resulting in less reflection, when quite the opposite is required. As a coaches level of conscious competence grows , stronger biases can develop. An ongoing reflective practice will keep coaches doing the parallel work on themselves to be able to meet coachees where they are at and evolve as a coach and a human.

Reflection is my first step to gaining insight into myself, my biases, assumptions and what expectations I project onto my client’s speech and actions. Reflection for me is not possible unless I calm my mind so that it reduces any discolouration brought about by my own experience. For me, contrarian as I might sound, my reflective capacity is reduced when my mind is full and my stomach empty. I can’t help my client unless I am aware of my own blind spots. A reflective process helps me bring my own shadow elements into conscious thought. Reflection is a critical skill for me if want to be a conscientious coach. It makes me aware of where I need to go faster or slower in guiding the client through their own process of self-discovery.

2 things come to mind: 1. Schedule a 1hr mtg with yourself in your diary/ calendar. If you get a conflict, move it, dont delete it. Commit to a regular practice at a regular time so you can set yourself up for success. 2. Don't do this alone. Reflect with someone else. Could be a peer or colleague, make whatever confidentiality and frankness promises you need to feel trusting to really be open and prrpared to be challenged. Better by far, get a professional supervisor, therapy trained is better. Reflectvon your work with them. Let them support and challenge your practice. This is more than skilling. It's sharpening the saw. It's keeping your instrument ( that's YOU btw, not some coaching 'toolkit'...) clean and in working order

Reflection is a critical coaching tool. One reason is that no two situations are alike, no two people are like, and no two problems are alike. As a coach, we have to be aware of our biases and think carefully about the individual and issue that we are helping. It's too easy to apply the same approach to one person when another person might need a very different approach to solve a very similar problem. Reflection often takes our own emotions out of the coaching situation and allows us to see each situation anew.

Just like coaching, at different stages of your career as a coach, you develop and grow and reflective practices also grow with you. Earlier when I started it was journaling, then it became peer coaching and in the process I would discuss my coaching skills and areas of growth, then comes group supervision. Most importantly, is allocating time between client’s engagements to balance and reflect on how and who you want to be. I feel the tools maybe restrictive and heavy for some, I feel going for a reflective walk or processing while playing sport or swimming or cycling, encompass internal reflective. Most important is gathering your intention during any of the above so the process is not just pure physical but also emotionally reflective.

I replay calls in my mind. Think through the major turns that took place. Remember and note what was happening when an insight came.

A great way to reflect on your coaching skills is through journaling or keeping a record of coaching sessions observations. To request feedback from clients, networking with peers to discuss and share feedback. Reflect honestly on your own coaching sessions and scenarios to look for areas of improvement.

Reflection not just on the client but on how you reacted and were part of the process is absolutely critical. Here are some best practices for me: Firstly, allowing the time - daily walk - time for notes and reflection after each session - journalling Secondly, leaning into your community and investing over and above accreditation requirements in supervision: - peer groups - group supervision - individual supervision

To keep my coaching skills sharp, I employ a blend of self-assessment and external feedback. After each session, I review my performance using structured reflection models like the Kolb cycle. I ask targeted questions to dissect what worked and what didn't. I also collect client feedback after each engagement to gauge how my self-perceptions align with their experience. Quarterly peer reviews with fellow coaches provide additional perspectives, while ongoing professional development activities help me identify areas for growth. This multi-faceted approach ensures I am continuously refining my skills to better serve my clients.

I use a template in Evernote to capture the main points from each session. One of the headings in my template is "Self Assessment". This helps me pause and consider how well I aligned with my principles as a coach and what I might have learned. If you read my Evernote you'd see entries like "too much MKIA!" - that's my abbreviation for Mr. Know-It-All -- or "I was afraid the client wouldn't have any good ideas on how to proceed, but I was mindful not to take the solutioning on to myself and I was surprised by how well they stepped up. Trust the process!!"

Here are simple three questions I ask myself after a coaching session to help me reflect. My clients have found these questions helpful when discussing a difficult conversation with a colleague. - What? Review the action or exchange as an external observer. - So what? Write down anything you noticed, enjoyed or found challenging. - Now what? Think about what you want to do with the information you discovered. Our brains have evolved to encode negative events more strongly, so try resisting this first instinct and lean into the positive elements you have observed.

Practice peer coaching and test out new skills in a low-risk environment. Find someone who is a more advanced coach than you who can mentor and guide you in your coach development. Some people will call this 'coaching supervision' , but I prefer to think of it as a high quality coaching relationship.

+1 to Reflection is continuous and cyclical process. The key is to get feedback, be aware of the biases, evaluate and assess if there is some other way to deliver results. In my experience keeping myself open to ideas, feedback, and always looking for ways to do things differently help in improving through reflection.

It's important to reflect on just on the conversation with the client, but also how we felt at various points in the discussions. Our emotions and responses are important data too. They surface our own biases and blind spots. They also surface insights we may have missed during the convo.

I am finding that the ICF core competencies are becoming a misleading and dangerous guide for executive coaching within a business context. The blinkered guidance that the coachee must set the agenda and shape the conversation is incongruous when a client company is paying the bill and expects results. I would also suggest that "wokeness" has infiltrated ICF's competencies to the point of being a distraction, rather than a tool. Whilst ICF may resonate with the Life Coaching community (where the majority of the member base lies), it has become less relevant for the Executive Coaches. I would caution against using ICF core competencies as a tool for reflection if you coach within organisations.

To make reflection an integral part of my coaching practice, I utilize several tools and strategies. Journaling serves as a cornerstone, allowing me to capture insights and track developmental milestones. This written record becomes a valuable resource for self-assessment over time. Additionally, I engage in peer-coaching sessions with fellow professionals to offer and receive constructive feedback. These sessions serve as a 'mirror,' helping us to see blind spots we might overlook on our own. Lastly, I work with a coaching supervisor to scrutinize my practice on ethical, qualitative, and relational fronts. This layered approach ensures a continuous cycle of improvement, positioning me to offer even greater value to my clients.

Self-awareness, self-trust and resilience are some of the outcomes of reflection for any human who makes the time to work ON themselves.

Although I believe in the evidence-based process, reflection is not measurable as we measure things in the digital era. The only measure that makes sense is writing down questions and writing answers as they come. In reflection,there is no right or wrong;it is just a mental representation of the thinking process with no judgment. How can you measure the quality of your thought? In a psychological sense,reflection is an assessment cognitive process (in my OAK? model, called 'orientation'), where we gather information about a challenge or direction. Self-assessment is always tricky, as the mind has some limitations in observing the self. It makes more sense if you learn framing and reframing, using narrative to understand our thought process.

I measure the impact of my reflection by the change and growth that follows. I expect to find at least one tangible improvement action from each engagement. No engagement is perfect. So if I haven't found an actionable item to plug into my model or systems after an engagement, my reflection isn't complete.

When I'm stuck or don't have exactly the right tools/skills in Pandora's box to help a particular client with whatever they are dealing with - that is when I seek out new resources, published research, tools, assessments, and peer support.

Self-reflection may help to step back to see what worked in a coaching engagement and what didn’t, but it will not “update” your thinking. Outside perspectives, such peer coaching and peer groups are key to the continuous development of the coaching acumen.

Through reflection, I assess my coaching sessions, identifying strengths and areas for improvement. By journaling, seeking client feedback, and engaging in peer reviews, I continuously refine my techniques, ensuring my approach remains adaptive and effective in fostering client growth.

I often process aspects of my business or my approach with clients aloud with my coach. It’s a chance to have someone challenge my thinking, hear what I’m not saying, and come to my own conclusions. Furthermore, requesting feedback and testimonials from clients during and after their engagement is another way that I take the pulse of how I’m delivering on my commitments and how I can evolve to better serve them which in turn serves me.

I expect to find at least one tangible improvement to my model, systems or processes from each engagement reflection. If I identify gaps in my knowledge or skills through that process, I seek out coaching, training or mentoring for myself to level-up in that area.

In our coaching journey, our reflections can sometimes be clouded by our emotions or mindset. That's why having a coaching supervisor is invaluable. Even the best coaches have mentors who help them see both their strengths and the areas they might overlook. For me, it's crucial to set my ego aside. By collaborating with skilled colleagues, I ensure that I'm always offering the best to my clients.

A Coach must imbibe Research acumen. Applied Research based on Primary and Secondary Research helps correct outdated/limiting beliefs of a Coach that could pollute knowledge transfer to the individual being coached. Transferring personal beliefs that do not stand the test of scientific scrutiny is flawed coaching. #niketkarajagi

We learn not just from reflection, but from reflexive thinking. Once we identify what we did, taking a step back to understand why we did it, and how our perceptions, thoughts, and feelings impacted what we thought, what actions we took, and what story we authored. E.g. I felt frustrated at X. Why did make me feel frustrated? How did that feeling of frustration change what I did? How will I notice that same feeling again in the moment? What might I have done differently / might I do differently in the future when I notice that same feeling?

Don't forget to celebrate progress! In my experience, the best way to develop your coaching style is to focus on your strengths and what you uniquely provide that delivers the fastest results for your clients. Every day, in my gratitude journal, I recall a specific movement in my coaching sessions that I'm most grateful for. This reminds me of how blessed I am to be a coach and it gives me the healthy confidence to grow and become even better ??

To regularly update my coaching skills, I set aside weekly reflection time, guided by frameworks like the Kolb cycle. I journal my insights and also seek peer feedback for an external perspective. Periodic coaching supervision helps me tackle complex challenges. I measure the effectiveness of these reflective practices through client feedback, making necessary adjustments to continually improve both client satisfaction and my coaching reputation.