Unlocking Deeper Insights: Applying ‘The Six Levels of Reflection’ to Coaching Conversations About Diversity

Coaching and leadership often involve navigating complex issues and one area that can be particularly challenging is addressing diversity including disparity, discrimination or systemic inequities.

In this article, we'll delve into a model my clients and I have found useful for enhancing coaching conversations about diversity: the six levels of reflection. This model can be used more broadly to deepen coaching or leadership reflective practice.

Specifically, we'll apply these six levels to a scenario where a coach or coaching supervisor, despite being aware of the organisational priority combined with their client's need, is hesitant to engage with the topic of diversity and more specifically race. People can find the latter particularly sensitive and uncomfortable to discuss.

#coaching?#leadership?#inclusion?#coachingsupervision?#culturechange???

#organisationaldevelopment?#equalityanddiversity?#wellbeing?#equity

Written in British English.

"There is little we can change until we notice how failing to notice shapes our thoughts and deeds" ~ Daniel Goleman (Emotional Intelligence Pioneer)

Who I Serve

Regardless of whether someone has positional power, I have come to know that I resonate with serving purpose and mission-driven leaders. Self-motivated people who convene with other passion-driven individuals across systems to work on complex systemic challenges. Forming a critical mass of capabilities and diverse relational networks to reshape structures for the highest good of all. The foundations of which encompass deepening self, collective and situational awareness through reflection - converting this into action from heart based and embodied wisdom that is consciously integrated. Learning from action and evolving (self and systems).

Self-Work and Healing

My work is not for everyone - you may not want nor be ready for such work. That's okay. In order to connect with those who are already engaged or striving to do so, I feel compelled to make a positive contribution and this is one way of achieving that.

I believe, working with this level of systemic complexity requires shadow level introspection, healing and integration. Cultivating self and conscious leadership as a pre-requisite for leading others. Sharing my own journey in this regard via this monthly newsletter despite feeling exposed and vulnerable at times.

With that in mind - let's dive in.

"Reflection is the medium through which we learn. Not only is it the bridge between information and wisdom, it is the process that turns information and knowledge into wisdom...access to all six levels of reflection creates the best environment for ongoing learning" ~ Michael Caroll

Level 1: Zero reflection/ me stance/disconnected

At this initial level, the coach or supervisor may feel resistant to discussing race-related topics or may not even be aware of the need amongst some of their coaching / supervision clients.

They may think that issues of race do not pertain to their coaching practice or that it's a sensitive and potentially divisive subject. They may be disconnected from the broader perspective that race-related challenges are impacting their coaching clients, the wider organisation and/or their customers or service users.

Level 2: Empathetic reflection/observer stance/ empathic connection

As they progress to this level, the coach or supervisor begins to recognise that race-related issues are indeed impacting their coaching clients and the organisation as a whole. They may start to empathise with the experiences, encourage emotional intelligence through naming emotions and listen to the concerns of their coaching / supervision clients. This more compassionate approach allows them to have insights into what is happening to their clients.

Crucially, clients may not always directly raise concerns. Instead, may merely hint at difficult lived experiences, so it is important for the coach/supervisor to be confident and develop competency in having these types of conversations. First of all in how they contract and then by asking something along the lines of: if an aspect of diversity might be relevant here? By doing so, they are giving permission, making it safe and offering reassurance of being listened to empathetically.

At this reflective stage, the coach/supervisor begins to understand the importance of addressing race-related challenges and may consider the motivations and experiences of clients who have brought up the topic.

As a coach or supervisor, it's about utilising their core skills of listening, reflecting back and using different lenses to explore concerns further. This includes the systemic lens, access to support and relational networks. It is not about colluding nor making sweeping judgments or generalisations about their client, other individuals, or the organisation.

Q. Have you encountered similar situations in your coaching or supervision practice where addressing race or broader diversity related issues felt challenging? Take a moment to reflect on how the six levels of reflection might be applied in those situations.

Level 3: Relational reflection/ you-and-me = us stance/ personal connection

The coach or supervisor reflects on their own relationships within the coaching context and how race might play a role. They may recognise that their reluctance to engage with the topic could affect their relationships with their clients and their ability to support them fully. They may consider how their own beliefs and biases about race may be influencing their coaching approach. They reflect upon the relational aspects of the clients lived experience and bring this into their work more explicitly.

Level 4: Systemic reflection/ you-and-me + others stance/ contextual connection

In this stage, the coach or supervisor delves into the systemic aspects of the issue. They start to see how their reluctance to engage with the topic may be connected to broader systemic factors, such as organisational culture or societal norms. They may realise that addressing race-related issues is not just about individual coaching relationships but is part of a larger organisational and societal context. By taking this helicopter or satellite view, they reflect upon how various systems and subsystems affect our lives and behaviours - the role difference and specifically race may have on that experience.

Level 5: Self reflection/ me (internalised) stance/ incorporating connection

The coach or supervisor turns inward to reflect on their own beliefs, biases and experiences related to race. They may uncover their own unconscious biases or discomfort with discussing race. They recognise that their reluctance might stem from personal factors and they begin to acknowledge and address these internal barriers. This introspection may result in an evolving mindset and meaning making perspectives.

Level 6: Transcendental reflection/other (universal) stance/universal connection

In the final stage of reflection, the coach or supervisor transcends their own individual concerns and may start to connect with broader principles of equity, inclusion and social justice. They see the importance of engaging with the topic of race as part of a larger commitment to creating a more equitable coaching environment and organisation. They may begin to explore ways to better understand and contribute to positive change in their coaching practice and beyond, aligning with universal principles of fairness and equality for all. Transcending any particular person or situation and perhaps taking a religious, spiritual or philosophical stance or system of meaning.

As we go through these stages, I believe it is imperative not to start demonising, penalising and marginalising anyone in the process lest we ourselves start operating from shadow (hence why the shadow self work is so important). We need to make room for diverse perspectives and disagreement remembering:

“Just because I disagree with you doesn’t mean I hate you. We need to relearn that in our society” ~ Morgan Freeman (Actor and Producer)

Next Steps

Let's continue this important dialogue. Share your experiences, insights, or questions about coaching and race (or diversity more broadly) in the comments below. I'm eager to hear your perspectives and engage in meaningful discussions.

For further discussions on incorporating an intersectional lens into your coaching/supervision practice, reach out to [email protected].

Resources and Credit

Access the original journal article including the infographics here

I first came across this reflective model during my Coaching Supervision training, thank you Barefoot Coaching Ltd.

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