One of the truly surprising results from our 2007 research project was the relatively low priority given to preset goals in relation to achieving good outcomes from coaching – clear, predetermined goals ranked 14th in the list of 22 factors.
My personal experience is that my clients and I need something that looks (sort of) like a goal to be able to make any progress, or even really invest in the work at all.
It got me thinking. If “goal” is the primary step in the ubiquitous GROW model, then what is going on that these experienced HR practitioners rated it so far down the list? And what about those times when we start a coaching assignment and find that halfway through, or even near the end, a major new (or much modified) goal appears?
Read on – the full piece is on the Opinions page.
The second of my AHRI-backed research projects is now underway. This project has been derived directly from the feedback from my previous research piece on the uses, outcomes, and predictive factors in executive coaching.
This research is about exceptional coaches – not just good, but really exceptional. The details are on the “current research” page.
I am very grateful, once again, to have AHRI (the Australian Human Resources Institute) on board backing this research.
Executive coaching is variously viewed with scepticism and enthusiasm depending on your point of view. It’s new, it’s under-researched, and the results vary from spectacular to, at best, luke warm.
In my view, the future value of the service rests in two areas – the professionalisation of the field (to provide credibility and security for users of the services), and the humanisaton of the work (based on the primacy of the people, the relationships and authenticity to any sustainable results). It’s about people, people!
Hence the blog.
I am hoping that this method of discussion and presentation will provide a forum for both the disciplined thought and research that must underpin our work, and the original thought and opinions that upderpin practise development, without the spin and hype (particularly around method/structure) that can be so attractive to naive purchasers of the services, but that have so little to do with delivery of outcomes (not just a personal view – there is a little research on this stuff).
This opinions page is just that – a forum to float ideas (and see them shot down in flames too I guess). If an item has made the press then you will find it on the publications page.
Info on this page will appear first on the main blog page. The good stuff will make it here.
And that must be my first opinion piece!
The professional page has been updated to contain summary information of the measurement work I have done with my clients. This information is collected as part of the review process that occurs with each executive coaching client during the final session of the service.
Comments?
The “professional” page now contains my contact details and resume. It only took a few hours to work out how “pages” worked! (They look so much like “posts.” I thought I was reasonably tech-savvy!) Coaching philosophy and results achieved are on the way!
working with ourselves 