Research Paper: Case Study on Coaching

Research Paper By Roydin Fernandes
(Parenting & Family Coaching ,EGYPT)

Introduction

This case study is about a young and ambitious individual, Amit. He holds a master’s degree in computer applications & a postgraduate diploma in Business administration with over 10 years of experience in the IT industry and is currently working with a Multi-national organisation. He is employed as a Global Escalation Manager and has been with the company for the last 7 years. He is now trying to explore the next move in his career.

ICF Competencies & Tools applied in the Coaching Process

Client’s Situation

Amit explained the issue as, his dilemma about moving into a people manager role from the current job as a global escalation manager. He wanted to understand if this would be the right career move and if so, how should he go about doing this. He is also contemplating if he should continue working with the current organisation.

Contracting

In our first meeting we discussed about what Amit wanted to achieve has a goal. I introduced him to what coaching is and explained what coaching can and cannot do. I also explained the difference between Mentoring and Coaching since Amit comes from the IT industry where mentoring is very common and he did mention that he currently works with a mentor. He agreed that our coaching interactions would be focused on helping him decide about his next career move as a people manager and whether he should continue working the present organisation.

We decided to meet once in a fortnight and since we were in 2 different cities we had our conversations over the phone. We scheduled our calendars accordingly and begin our sessions from mid-July. To set the tone, I informed Amit whatever we discuss during our coaching interactions would be kept confidential and he was safe to talk about anything related to the issue, he acknowledged the same and we begin talking about the issue. As he stated the issue was his dilemma to move into a people manager role and his long-term plan to continue working with the current organisation. I asked him to further break it down and to help me understand his dilemma and what were his priorities. He clarified that deciding to be a people manager was his first priority and we can later discuss about whether he should or should not continue with the current organisation.

He further described how he was struggling to decide if moving into a people manager role was the best move in his career right now? I started by acknowledging him about the fact that he was serious about his career and choose to do something about it. I then asked him to help me understand more about what his current role as a global escalation manager was, how long was he in this role, did he enjoy the work, was he learning and so on. During the discussion we discovered many different aspects of the stated issue, such as, his manager had recently changed and was new in the organisation, he has been doing the current role of a global escalation manager for the last 3 years and found it getting monotonous, there weren’t enough opportunities to learn or grow further in this role. Lastly and most importantly, he mentioned the escalation team that he was a part of was going to be downsized in the next 2 quarters since they were not meeting their targets. I realized we were slowly uncovering new information about the issue which seemed to be revolving around job security and the uncertainty about the future of his department.