A Coaching Model created by Jie (Jane) Chen
(Executive Coaching, CHINA)
Coaching is a set of conversations which create changes from “Current Reality” to “Desired Future”. The “5-Cs” Coaching Model provides a structured process to facilitate the conversation flow.
The “5-Cs” refers to: Connect Now, Clarify Why, Create New, Choose What, Commit & Go.
It is no doubt we all know “intellectually” that this very step is the first and most important, however in reality are performed poorly due largely to:
- I am busy – we are in the age of information and globlization. Speed is a “buzz” word in everywhere we go, and everyone has to be multi-tasked and fighting to meet deadlines. “Not catching up” is perceived no energy and engagement. We feel like a hamster on a wheel scampering to keep up.
- It is easy - we are “connecting” with people everyday in our working relationships, personal relationships, & family relationships. This skill is seen as a natural part of being human, thus we place little value to develop it.
Here is a great reference of how to show up in our day to day and longer term coaching:
ASPIRING – Appreciative, Strength-focused, Possibility-oriented, Inquiring, Responsive, Interconnected, Non-judgmental, Generous.
“If I had an hour to solve a problem and my life depended on the solution, I would spend the first 55 minutes determining the proper questions to ask, for once I know the proper question, I could solve the problem in less than five minutes.” – Albert Einstein.
This step is sometimes rushed through or at least not paid sufficient attention to. We are trained to tell rather than to listen and question, and rush to the mode of “problem-solving”. If you are not quickly coming to the phase of “getting the job done”, you will be perceived not productive, not competent, and not efficient. This is why we are afraid of being seen as no value-adding or less value for money in the coaching session if we are not getting a specific problem solved in the timely fashion.
As a coach, we need to be mindful constantly for what our role is, and what value we should add in the coaching sessions. The “Why” clarification will help us identify the focus/topic, its importance, current situation in relation to the focus/topic, & the intention behind it. Coaching is all about discovery, learning and change. This naturally leads to the next step.
This is where an “a-ha” moment is created and a shift in perspective is made. As humans we develop a particular way of thinking. This thinking becomes a little inner machine. Our internal conversation is going on in our mind. It travels around in the same way, thinking in the same way. It is the coaching conversations where we challenge our internal conversation, check in with any assumptions, create awareness, get to start to think in a different way, and find the road to discover new things. We see the shift from Trying to Commitment, Blame to Responsibility, Doubt to Trust, Reacting to Responding, Delay into Action etc.
As a coach, we explore the focus/topic in appropriate depth, offer feedback and observations, generate insights and learning through dialogue, explore alternative perspectives, and generate ideas and new options together.
With the generated ideas and options, it is time to examine them by considering pros and cons and choose what option(s) to move forward on. It would be nice to follow ideas and information in an endless stream and just see where they take us. However, we have to be strategic in our learning and development in the information age and fighting through competing priorities. A self-development plan can help us to think through this and put us focused. Our plan includes concrete and detailed action steps. We will also explore potential obstacles and identify what other resources are needed and who else needs to be involved.
A self-development plan must be always be flexible enough to allow insights, new ideas, and opportunities that can’t be planned in advance. We need to alter our course in the learning journey accordingly. This is also part of adult learning – reflecting on the experience, coming up with new insights or ideas, then going out to apply these new insights, and leading to new experiences.
Commitment & Go
Action is at the heart of coaching. Without consistent and persistent action, the change from “Current Reality” to “Desired Future” will not happen. In order for us to achieve different results in life or work, we must do different. The most effective tool in learning and development is a commitment. This is where the power tool of “Action vs Delay” comes into play. How do I know I am fully committed? If not, why?
The speed could be misused here again as we live in times of immediacy and we want success now. We sometimes feel the action must be huge or we are just not successful or moving forward. This is not the case. A small thought is an action which can create huge shift which in turn can change our whole life. The outcome of a goal is the end result of many action steps. Let’s celebrate each step and to be present and enjoy the moment in the path of growth, learning and achievement of the goal.
People Dynamics Learning