A Coaching Model Created by Bikramjit Maitra
(Executive Coaching, INDIA)
This model is designed to help already successful professionals to pursue higher level of success and happiness both in their work and personal life.
I use this model with all humility and practice my value set with highest level of integrity. My values are:
- Humility: I am eager to learn from every experience
- Open Minded: Avoid stereotyping and postpone judgement without understanding the full context.
- Rational: Always be aware of the cause and effect and mindful of effect of any action I do or comment I make.
- Ethical: Follow the practice of ICF code of conduct in letter and spirit.
- Authentic: Aware, honest and true to my feelings and articulate the same with all the care.
- Empathy: Feel, understand and live in the mind, the emotions and experiences of the client.
Above all I want my clients should find me to be a person who are sensitive, caring and always present fully at the moment
The model recognizes the fact that no human being is an island. They always, knowingly or unknowingly, are interacting with people surrounding them. The behaviour reflecting the personality traits of an individual are experienced and observed by others and can give very meaningful inputs. Any person can change any behaviour first if the individual recognizes that it needs to be changed. Secondly the individual invests enough time and energy to bring in the change to pursue better results in professional as well as personal life.
It also assumes that everybody is eligible to achieve success and recognizes that the definition of success and happiness are different for different people.
This methodology is to help professionals / executives to recognize behavioural change areas as well as plan and action the change steps. So it involves both the coachee and her surroundings. The model provides one of the ways of implementing the philosophy mentioned above and named as “CANDO” model of coaching. Attached graphics titled as “Lotus of the Cando model” explains pictorially the working of the model.
This consist of six 90 minutes to 120 minutes sessions spread over a period of 6 to 9 months of elapse time. It is always better to have all the sessions face to face. To help logistics, the sessions also can be over phone. It may be noted that if the first coaching session is face to face it helps a lot to establish a good rapport between the coach and the coachee. It is not necessary to have all the sessions having equal gaps but as far as possible it is better to have the first three sessions with gaps of a month while last 3 could be planned with longer gaps. As the name of the model suggest the focus is in doing rather than only talking and deliberating about change.
The major strength of the model is its focus on action with structures and rigor without losing the humane-ness. To help all the sessions focussed and structured it uses a comprehensive tracking / journaling tool called ‘Integrated Coaching Tracker’ (ICT). ICT is a XLS tracker which is separately described. Both the description and the tracker is integral part of the model and are attached.