What do you do if your problem-solving abilities are questioned during an executive coaching session?

Remember that communication is often a three dimensional interaction. 1. Their perception of you. 2. Your perception of them. 3. The issue at hand. When you converse based on the first two points, emotions are likely to take the upper-hand because it feels personal. Instead, focus on point 3 and clarifying what specifically they are questioning from a place of curiosity instead of judgement. Don't internalise their feedback as something is wrong with you. They have a right to better understand your methods, so they can feel more reassured.

Been Transparent is how you approach challenges, it will not only clarify your strategies but also reveal any blind spots or areas that could benefit from alternative perspectives.

First, accept that if such question has arisen, therln there would be a cause behind it instead of becoming defensive. Second, listen without any judgements or perceptions Third, break the feedback into chunks, the ones that needs to be worked upon and the ones that could be only a perception of the other party. Fourth, Give your perspectives if there is an obvious miscommunication. Fifth, ensure to take actions for improvement on the feedback given. Hope this helps ????

The first thing I would want is clarity from the person I am working with to understand where we may be missing the communication connection. With that understanding at hand, I can, by taking personal responsibility work on a solution to improve my effectiveness with this particular individual. As we continued to work together I would ensure my understanding of the problem by repeating back to the individual and asking if I understood the challenge at hand (understanding is key to success). With a clear understanding we would discuss the issue until we did solve the problem.

Asking questions from a place of curiosity can help you better understand what specifically they are referring to. Sometimes, people give feedback as a form of project or deflection. They are feeling emotional discomfort due to a different event or interaction, and they take it out on you. Sometimes, they genuinely want to understand how your problem-solving skills and decision-making skills are helping them reach their objectives. In any case, focus on gaining clarity by asking them to provide specific examples so you can understand the impact on your coaching relationship and progress.

Self-reflection is a key part of emotional intelligence and having a growth mindset. Rather than seeing a critique as a personal failure, view the opportunity as a way to examine the situation from a different lens. Perhaps the person offering the critique has a different leadership style or personality, and their critique is coming from their own perspective. What could you learn from the way they would approach the issue? This situation could enable a dialogue in which different approaches could be examined to see which strategy might work well in those circumstances. Coaches can help clients to step back from being threatened by a critique and instead examine how the situation offers opportunities for growth and new solutions.

If my problem-solving abilities are questioned during an executive coaching session, I respond with humility and openness. I acknowledge the concern and invite constructive feedback to understand the client's perspective fully. I highlight my commitment to supporting their growth and success and offer to explore alternative approaches collaboratively. Through active listening and empathy, I work to rebuild trust and demonstrate my dedication to helping the client overcome challenges effectively. By addressing concerns transparently and fostering a supportive coaching relationship, we can navigate any doubts and continue to work towards achieving their goals.

When we adopt a beginner's mindset and remain open to a growth mindset, that's how we remain flexible and easily adapt to change. There are a myriad ways to improve your problem skills and it is important to understand in what context. The other challenge is in order to up skill in your problem solving competencies, you often need to unlearn old skills or habits so you can make space for the new skills.

Developing our problem-solving skills should be an ongoing part of professional growth for all of us. In executive coaching, this has different implications. If you are an executive coach yourself, this is about staying in a place of inquiry and remembering the client has their own answers, and is not looking to you to solve their problem. As Coach, our role is to create a space for coaching to occur, and for the client to find creative and resonant outcomes for themselves to their own problems. Remember: you’re giving answers, you’re not coaching, you’re consulting!

By approaching the situation with a proactive attitude, willingness to learn, and commitment to growth, you can turn feedback on your strategic thinking skills into a valuable opportunity for development; it's crucial to approach the situation with openness and a growth mindset. Ask your coach for specific instances or examples where your strategic thinking was lacking. Your coach can provide valuable insights, tools, or resources to help you develop a stronger strategic mindset. Work with your coach to create an action plan that outlines steps you can take to improve your strategic thinking. Practice and reflect. Engaging in continuous learning and self-improvement will help you strengthen your capabilities in general.