A Coaching Model Created by Margherita Brodbeck Roth
(Executive & Leadership Development Coach, SWITZERLAND)
Theoretical Background and Observations
In the author’s experience business coaching, once the layers of insignificant issues are peeled away, is often cantered around the issue of employee disengagement and how to improve their well being in order to boost performance, thus attaining the targets set forth.
According to a Gallup research paper, employees’ well being is based upon
- Purpose: liking what you do each day and being motivated to achieve your goals
- Social: having supportive relationships and love in your life
- Financial: managing your economic life to reduce stress and increase security
- Community: liking where you live, feeling safe and having pride in your community
- Physical: having good health and enough energy to get things done daily. (HEIFETZ, WOOD 2014)
Considering the many challenges and crisis we are currently facing, especially from a geopolitical perspective, it tends to be difficult to focus on personal well being, even though it is very important in the context of engagement.
All coaching processes are organized around moving from a present state to a desired state (ICA-1 2015 and ICA-2 2015); therefore, coaching is intimately connected with us. Perspective, definition, evolution and appraisal are key to well being and subsequently engagement.
In the course of reviewing the outcomes of more than 200 hours if mainly business related coaching, the following commonalities have been identified between clients who have been coached:
- Following convictions or ideals that limit the freedom of expressing a true identity;
- Struggling with relating to naturally occurring negative feelings, such as selfdoubt, frustration and feeling inadequate.
Coaching in such an environment requires working at identity level, identifying with a client its foundation, challenge it to the core and reframe it to form a basis for engagement and working successfully. It is important though to recognize the boundaries between disengagement and depersonalization, (BEZZUBOVA 2014) the latter being a clinical issue that requires professional care. (ICF 2015)