How can you blend coaching research with experience, intuition, and values?

While many coaching trainings are around practical methods and with practice comes gaining experience, it is also helpful to dig into scientific databases for studies on used methods. As a very easy step, you can start listening to scientific podcasts from the field you are working in. Every now and then I am surprised about the scientific news that give some background and explanation on methods that might be successfully used for many years.

Scientific Grounding: Stay updated with the latest psychological theories, behavior models, and coaching methodologies. Metrics and Tools: Use validated psychological tools and assessments to benchmark and track progress. Peer-reviewed Journals: Keep up with research that examines coaching from a multi-disciplinary perspective.

If I have to talk about research then I spent 06 years to practice what was relevant in my day to day living after getting certified as Master Practitioner of NLP. I was able to gleam the most effective 20 + hours from a total of 120 hours of inputs to develop my own trademarked process of coaching. That also gives me my authentic experience. Day before yesterday, I had shared a thought that finally a coach must become intuitive to quickly pick up what the coachee is thinking and how he/she can be helped. Whatever research throws at me I like to turn it into an experience to share how it all works..

Agregaría 2 factores claves para integrar estos elementos: 1 Aprendizaje permanente: - Estar disponible para actualizar conocimientos, incorporar nuevas herramientas, ya sea a través del estudio, certificación en nuevas metodologías, revisión de bibliografía, otros. - Conversaciones con pares, mentores y personajes relevantes para estos efectos . - Aplicación práctica de los nuevos aprendizajes. 2 Coaching para el coach: - Aplicar en uno mismo las herramientas y técnicas de coaching. - Experimentar a través de las propias vivencias los nuevos aprendizajes y distinciones. - Mantenerse en constante desarrollo y trabajo personal que ayude a mantener el equilibrio y excelencia en el desarrollo de los procesos de coaching.

Je crois beaucoup aux regards croisés, c'est pourquoi j'invite à plus de curiosité philosophiques, sociétales, en neurosciences ou la psychologie... Ces approches multiples permettent une meilleure compréhension de notre société et de ses attentes

Well, while I do make my notes, I never record my sessions to ensure that Coachee opens up without any fears. I work fundamentally on trust. And yes, if I find a similar situation being faced by another coachee, I do refer to those notes and add newer perspectives. None ever learns anything about my Coachees. I don't sell coaching by seeking and presenting feedback. I offer my presence and those who can understand approach..

Case Studies: Over the years, I’ve seen what works and what doesn’t in different industries, cultures, and individual circumstances. Anecdotal Evidence: While this doesn't replace scientific data, lived experiences provide rich insights into human behavior. Continuous Learning: Experience also includes learning from mistakes, understanding the subtleties of human interactions, and improving my coaching methods.

Feedback-loops are important. And part of experience. I am very keen that even a tiny measurement is better than "I know from my experience - From the top of my head". As we know that memory is a very unreliable friend. My first step is: Even measure the subjective outcome of the client like "on a scale from 1-10", before and after the invention. Take a note when you change something in a process. Compare notes and thus compare changes over many interventions. Thus you can measure what works. And ensure to use what works for the client and not what you personally like.

You build this skill with time. It’s understanding the nuances of each client and what will help them to keep progressing on their health journey, despite their obstacles.

I am so lucky to be 64 having almost four decades of experience and having faced some toughest challenges of life before I was 24, gives me so many stories to intuitively pick up and share with the coachee.. It's like - If I can then why can't you. Who is stopping you? I mean you can be a more effective coach if you come with experience. Intuition has its roots in experience. And well if someone disagrees, so be it. We all are on our own respective paths of evolution... Cheers..

Gut Feeling: Sometimes you sense something about a client that doesn’t immediately surface in data or observed behavior. Reading Between the Lines: Often, what is left unsaid is as important as what is expressed. Intuition helps in understanding these nuances. Holistic Understanding: Intuition often helps in synthesizing disparate pieces of information into a coherent whole.

- Coach the person and not the problem. Look for odd connections between habits and memories, childhood gaps and adulthood compensation. These are developed through experience, observation, intuition and meeting the "world" of the "subject". (Trauma and empathy are linked to choice of partners, separated families, love for control and narrative) - All these are supported by coaching models, behavior psychology (assessments, traits, types) and ample research on how people choose mentors sub consciously at work based on the parent they desired/admired. It's gendered too. - Team coaching based on roles people love to play. The nurturer vs the problem solver; the networker vs the joker (social critic); the anxious and the laid back.

Intuition grows out of experience. I took 30 years of work and another 06 years of practicing NLP to interpret it in my way making it simpler to understand before offering myself as a coach. For me it is essential for a coach to be intuitive. And there are NO shortcuts to achieve such a capability.

Mutual and unwavering respect and trust are two values which guide my work. Any conflicting values are either worked upon or one can cooly part ways. No burden of carrying a coach- coachee relationship if it doesn't work..

Ethical Standards: Uphold the highest standards of confidentiality and respect for the client. Alignment: I ensure that my coaching objectives are aligned with the values of the individual as well as the organization. Purpose-Driven: Coaching is not just about reaching business objectives but also about personal growth and satisfaction. Values help guide this journey.

In my understanding of coaching I am working client centric and resource focused. That means that I am leading a process for the client, supporting the client to come to the very own solution for this client. Regardless of my values and my ideas. Elsewise we are talking about Training or Mentoring.

Keep in mind that every individual is unique. Try to use what helps often, what is backed by science. And adjust to the needs that the client has. Not our wish to use the standard or latest research or method is focus. The real focus is the client.

Initial Assessment: Use research-based tools to make an initial assessment but integrate your experience and intuition to interpret the results. Action Plan: The coaching action plan should be a synthesis of evidence-based strategies and customized tactics based on experience. Feedback Loop: Constantly revisit the plan, incorporating new research findings, and adjust based on experiential and intuitive insights. Tailored Approach: Every client is unique. Use the research as a baseline but customize your coaching based on the individual’s values and your intuitive understanding of their needs. Ethical Framework: Always operate within an ethical framework that respects both scientific evidence and the dignity of the individual.

Cover the basics: Communication training is key. Follow the guidelines of methods such as motivational interviewing. Take care to have peer to peer reviews and supervision on a regular basis and explain your coaching process thoroughly.