Beneath the Surface: Exploring the Art of Transformational Coaching

In the fields of executive coaching and culture change, the term "transformation" has gained popularity. When a term is used casually, we frequently lose sight of its original meaning and use it to describe something it isn't. This might happen when the terms' change' and 'transformation' are used interchangeably. Coaching can help the way we appear, think, feel, and act on a regular basis. If we set out on a path to learn or grow—to improve our communication, manage our emotions more effectively, or be a better executive—we have most definitely developed and changed, but have we transformed?

Let's look at the word transform more in-depth and get to its essence. To define transformation, the words used are metamorphose, transmute, convert, and transfigure, which means to change a thing into a different thing. To really transform something implies a significant change in form, nature, or function. So, the level of thinking that goes into a transformational process has to be more than just changing something.?

Transformation enables growth and change on a more profound and longer-lasting level than other forms of coaching, training, or culture development. It combines behavioral changes with shifts in belief and fundamental identity level growth. As a result, it has the potential to self-actualize the person, the team, or the culture to a place of consistent learning and growth. You unlock the full potential of the person, team, or culture.

Because it is about 'being' rather than 'doing,' transformational development takes an ontological approach to personal or team growth. Transformational coaching aims to get to the substance of the situation to investigate the foundations of identity. Transformational coaching or team development goes beyond self-awareness by allowing people to attend to the structures that underpin their sense of self or team identity. Yet more than transformation is needed. In a business context, it is essential to translate transformational insights into daily impactful behaviors.

In transformational coaching conversations, people and teams will still bring their goals, aspirations, and dreams to the table; however, both coach and client know that these serve as an outcome of the more significant outcome. The essential question remains a choice of being: Who do I, or our culture, need to be in order for the dreams to come true?

Our process assists leaders and teams in diving beneath the surface and immersing themselves in self-exploration, examining their beliefs about who they are, their purpose, and their place in the world. Examining these deeper patterns sheds light on your "operating system." Change occurs at the person's fundamental level of identity within their internal operating system. People, teams, and culture have a way of operating at the unconscious automatic level. Addressing transformation here has the highest leverage for impact. Growing at this level propels everyone to make similarly impactful alterations in their actions, choices, and behaviors.

Try the Transformation Catalyst process for something you want to shift for yourself.

Step 1: Vision

Begin your transformation journey by setting a clear and compelling vision for your desired change. Your vision should be significant and personally impactful. Image this vision in the future "as if" it has already happened.

Step 2: Current Habits

Take a fearless inventory of the behaviors that block your ability to achieve this vision. Be brutally honest about your current habits. Avoid explaining the reasons behind these behaviors.

Step 3: What's Not Safe

Find the reason for the existing blocking habits or behaviors. What do you get from doing the opposite behavior that you want to embrace? What is the underlying fear that is thwarting your progress? Where do you feel that fear in your body? How does it fuel the limiting behaviors??

Step 4: Limiting Assumptions

What does this say about you? Brainstorm the fundamental assumptions that someone doing these behaviors, sourced by these fears, might hold. Analyze the limiting assumption's impact on your life. Consider how it influences your thoughts, emotions, and actions. Recognize the consequences of having this belief. This insight will shed light on how these behaviors undermine you in achieving your vision.

Step 5: Belief Triggers

Take the specific belief you want to change. Determine the trigger or situation that activates this limiting belief. Ask: How does it serve you? Again, get brutally honest and question the validity of the limiting belief. How is it automatic? By naming it, you weaken the hold the limiting belief has on you.

Step 6: Reframe the Belief

Reframe the belief by creating a more empowering alternative belief. Make it positive, helpful, and aligned with your goal. Use visualization techniques to see and feel the positive effects of the new belief. Imagine how your life will improve with this new belief. Ask: who would I be if I did this "belief" daily? What would you be doing daily in behavior? Image yourself in the future doing the behavior you want.?

Step 7: Anchoring?

Create a new identity that will always embrace this new belief. Imagine yourself in this new role. Imagine the behaviors you would do in real-life situations. Create an anchor or visual or physical stimulus to trigger the belief change when you encounter the old trigger. Embrace the new identity as an aspect of yourself.

Step 8: Consistent Action

Now that you've reframed your belief and created an anchor for your new identity, it's time to take consistent action. Act as if it's already a part of your identity. A growth mindset is about learning to transform at every level, from identity to belief to behavior. When the trigger occurs in the future, embrace the new identity, belief, and behavior until you feel it is an automatic part of your life. When everyone in a culture is doing the same process on the same day, you strengthen the new belief for everyone.?

Research

In the workplace, the individuals we work with will influence our performance. Recent research conducted by Dylan Minor, Professor at the Kellogg School of Management, discovered your presence and your identity impact others. High performers seated next to others impacted their colleagues by a positive 15 percent. However, the converse is also true, as influences from low performers' coworkers can be doubly pronounced, negatively affecting outcomes. While the impact of good team members can be substantial, low-performing coworkers can infect their surroundings immediately.

"Once a toxic person shows up next to you, your risk of becoming toxic yourself has gone up," Minor says. This is the same conclusion we uncovered 25 years ago in our Leadership is a Choice research: drama creates more drama. This is similar to the insights Minor discovered: "Negative effects have more of a magnitude than positive effects." This is why architecting your culture to have high levels of drama-immunity is crucial for every organization committed to high performance. We always recommend when transforming a culture, it is best if everyone has the same exposure to the new behaviors and the changes in belief simultaneously.?

In the field of personal and cultural growth, the transformation journey is a guiding light of exponential change and lasting impact. As you've delved into the transformative process through these steps, we invite you to explore further. Whether you seek to elevate your culture, unlock your team's potential, or embark on a personal leadership development journey, our team is here to guide you.?

Reach out today, and let's tackle unlocking the full potential of yourself, your team, and your company. Your story of transformation is just beginning, and we're here to help you write the next chapter.