A Coaching Model By Claire Braunwald, Change Coach, HONG KONG
Intelligence is the ability to adapt to change. Stephen Hawking
I have learned from a young age to adapt to changing environments and understand the triggers behind people’s behaviors, which developed my emotional intelligence. Equipped with this powerful “people skill”, I embarked ten years ago, on a journey in the exciting world of luxury hospitality working in Sales & Marketing in four countries. This journey also included a two-year experience at a global change management consultancy company; both experiences highly contributed to developing my adaptability to change.
Living and observing people navigate through our Volatile Uncertain Complex and Ambiguous World made me fully aware that, as the Greek philosopher Heraclitus wrote, “The only constant is change”; we cannot avoid it and the more we resist it, the tougher life becomes. Being adaptable to change is key to finding success personally and professionally and feeling fulfilled in life. Change means: to become different. Adapt is the process leading to change; being adaptable is someone’s ability to change.
The secret of change is to focus all of your energy, not on fighting the old, but on building the new. Socrates
Change is uneasy as it implies letting go of old habits or ways of life to create new ones and transition to unknown territories, which can naturally bring negative emotions and discomfort.
This is where my experience navigating change in life, commitment to practicing self-development combined with my coaching skills, and natural ability in being a cheerleader; brought me to create the ADAPT coaching model which will support my clients through their life and professional change transitions.
ADAPT Coaching Model
Aim of the session
Identify the client’s goal for the session
Discover the client’s change vision: where do they wish to be/go/do?
Define the goal’s measure of success (measurable fact or feeling).
Dive into the current situation to gain self-awareness
What is/are the client’s driving force(s)?
What difference will it make for them to succeed at it?
Where is the client about their desired outcome? Explore the meaning and the emotions linked to their goal and desire for change.
Architect: the client is the architect of their roadmap to change
Support the client with creating a personal change and action plan towards their desired goal and change vision using the discoveries and realizations made in the previous exploration step; combined with coaching resources such as appreciative inquiry or the neuroscience principles.
Focus on identifying ideas and actions that the client will be clear about, feel confident about committing to, and take ownership on.
Practice: putting the plan in motion; adapting to change
The client will define the supporting resources that will set them for success with the implementation of their action plan: finding the right time, frequency, environment, and supporting buddy(ies).
Test and refine: lasting change takes commitment
The plan needs experimenting and practicing; the client with the support of the coach can make adjustments, if necessary.
If it doesn’t challenge you, it won’t change you- Fred DeVito
Kerry Patterson “Change Anything”
Richard Boyatzis “Intentional change”
Tony Robbins “The master of your emotions”
Brett Ledbetter “Building your inner Coach”
Daniel Goleman “Emotional Intelligence”
Brene Brown “The Power of Vulnerability”
Stephen Covey “The Covey Model”