The Transformative Domain

In the Transformative domain, we recognise the limitations of models-based coaching and educational systems as a whole. We collapse hierarchy to focus on the functioning of social networks. This is about developing a coaching presence and ‘being’ rather than a methodology.

I would say that working in the Transformative domain requires you, to a certain extent, to unlearn what you have learnt from coaching in the Fundamental and Systemic domains whilst also drawing on the array of skills you gained within them. Think of it as learning all the forms to become formless. A paradox if ever there was one!

We would define coaching in this domain as:

A skilful dialogic partnership in a co-created, reflective and experimental space that encourages engagement, development and learning.

The Transformative domain has two subdomains:

·????? dialogue

·????? way of being

Dialogue

Dialogue is a particular type of conversation. When we engage in dialogue we come prepared to do two things:

1.???? Listen without prejudice to what the other person is saying, suspending our convictions, opinions and beliefs.

2.???? Say what needs to be said, respectfully.

Dialogue is not the same as skilled conversation. Skilled conversation is the coming together of people with an agenda. A meeting of any type is a good example of this. Skilled conversation tends to be about negotiation and compromise. Often, little new arises from skilled conversation.

Trusting the dialogue to do its work can mean at times feeling apprehensive about potential turbulence and discomfort – this is always possible in an open, undirected and unfettered space. Let go of the reins, adopt an open mindset and accept that you do not know the direction in which the coaching may go. This is a real strength as it allows new ideas and opinions to surface.

I find the critical dimension in promoting effective dialogue is in creating a space where people can feel safe. You will need to develop your ability to work in this dialogic space, through being present to witness what is unfolding before you. This is where effective dialogue comes in, working in a space that is co-created and emergent not pre-arranged and fixed.

Way of being

In the Transformative coaching domain, a person’s ‘way of being’, or presence in the world, that is who they are, is the focus. In coaching transformation occurs when the presence of the person is addressed. This concept of ‘being’ can be difficult to describe but essentially it is an underlying feeling of mastery in your coaching that gives significance to your work.

We are partnering to explore human connection and our life's agenda. We are therefore not concerned with coaching tools but in wholeness where there is flow, ease and then evolution. Simply holding a coaching space is not sufficient to transform on its own. Flow experiences require participation and co-creation, key elements of the Transformative coaching domain.

Coaching flow

As you progress through the coaching domains, your ‘way of doing’ – that is understanding and competency of coaching skills and approaches – develops. You will find that your ‘way of being’ develops alongside your ‘way of doing’. The Transformative approach fits incredibly well within a new era of complexity in education, where people are looking to align the personal with the professional.

Limitations of the Transformative domain

In education settings when do we get enough time to linger in dialogue?Developing the conditions for reflections and awareness can be challenging in busy schedules. Is this delving too deep for some? It could be argued that people don’t want to open up at work, for example.

This article is taken from our book 'All Ways Coaching' available on Amazon here

You can find more information on our award-winning Persyou Coaching Culture Awards here

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