International Coach Academy

Coach Training School

  • LANGUAGES
    • English
    • Chinese
    • Italian
  • COMMUNITY
    • Africa
    • Australia
    • Canada
    • Egypt
    • France
    • Germany
    • Greece
    • Hong Kong
    • India
    • Italy
    • Japan
    • Jordan
    • Lebanon
    • New Zealand
    • Singapore
    • Switzerland
    • Taiwan
    • Trinidad Tobago
    • UAE
    • UK
    • USA
  • Contact Us
  • OUR SCHOOL
    • Training Methodology
    • Coach Certification
    • Why Choose ICA?
    • Our Story
    • Our Team
    • Our Alumni
  • PROGRAMS
    • Become a Coach
    • Add Coach Skills
    • Advanced (ACP)
    • Professional (CPC)
    • Vocational (VCP)
    • Workplace (WCC)
    • Life Design
    • Bridging Pathways
    • Group Coach
  • STUDENT LIFE
    • Inside the Classroom
    • Study Schedule
    • Coaching Confidence
    • Your Niche and Model
    • Portfolio Creation
    • Unparallaled Support
  • COACH LIFE
    • ICA Coach Alumni
    • Get A Niche
      • Life Coaching
      • Health Wellness Coaching
      • Leadership Coaching
      • Business Coaching
    • Getting Clients
    • Coaching Demonstrations
    • Coaching Tips
    • Day in the Life of a Coach
    • Community Library
  • FLIPIT
    • A Framework for Change
    • Certified Group Coaching (CCE)
      • FlipIt Facilitation License
    • ICA Power Tools
      • Graduate Power Tools
  • BLOG
    • Graduation Yearbooks
    • Coach Portfolio
      • Power Tools
      • Resources
    • Articles
    • Podcasts
  • Join Login
You are here: Home » COACH PORTFOLIOS » Coaching Models » Coaching Model: Coach-Client Cooperation

Coaching Model: Coach-Client Cooperation

2013/12/05

A Coaching Model created by Dominika Farley
(Career Coaching, Expat and Diversity Coaching, POLAND)

dominika-farley-coach-client-cooperation-figure1This model reflects my strong feelings about the importance of cooperation between coach and client. The outer circle describes actions taken by the coach in different phases of the coaching relationship, while the inner circle shows the elements that the client is an expert about and is accountable for. There is constant interaction between coach and client in various phases of the process that ensures that the client is moving in the right direction. I was not trying to use any fancy abbreviations but to show what my coaching approach really is.

Current Situation

The client comes with a certain situation that s/he wants changed or improved. In the case of career coaching it usually involves an intent to change or improve one’s career prospects. During the first session the client provides information on his/her current situation and the role of the coach is to be able to obtain a clear picture of that situation both for themselves and for the client, using mainly open questions. Te client expresses their expectations which are then discussed with the coach also in relation to the contract.

Values and Needs

Subsequently, the coach will try to stimulate awareness in the client as to his/her values and needs. This is a very important step, especially in the case of clients who do not really know what their goal could be. By providing the client with exercises and asking powerful questions as well as using visualization techniques the coach broadens the client’s perspective in terms of his/her most important values and needs that need to be met in their professional life, but also possible options – here the role of the client is to be honest with themselves and the coach about what they really want from (professional) life and why. S/he also needs to do the necessary research about potential options for changing or improving their career. Based on my experience so far, you need to give the client a lot of space and time. Rushing over this phase may lead to the pursuit of goals which the client does not believe in and therefore to wasted time and frustration in both the client and the coach.

During this phase it is also important to pay attention to potential negative beliefs that can lead the client astray and make him/her believe that the change is not possible for some reason. The most common negative beliefs, as per my experience, involve financial fears of not being able to support onself after a career change or – in the case of moving forward in the current field – a kind of the so called “impostor phenomenon” (Clance & Imes, 1978), where the individual thinks that they are not smart, experienced or educated enough to do the job or to demand a higher position/pay.

Goals

After obtaining a clear picture of what the client needs in his/her professional life and what needs to be done in order to obtain that it is time to set goals. A major, general goal is broken down into an action plan consisting of smaller, more manageable goals arranged in a chronological order. The coach facilitates the process making sure that goals are defined in positive terms and are small enough not to be overwhelming, but also big enough to give the client a sense of accomplishment. Making an action plan makes it easier to reevaluate the consistency between goals on he one hand and needs and values on the other.

Action

The coach makes the client accountable and responsible for carrying out actions that were agreed upon during sessions. The client reports his/her progress and any problems or resistance stemming from negative beliefs. There is a constant feedback loop to the current situation, values and needs as well as goals, to make sure that all those elements remain consistent and move the client towards desired reality. The coach offers lots of support and motivates the client in their pursuits.

Results

The results of client’s actions are assessed based on how well they match the smaller goals and how relevant they are for the big goal. Even small gains need to be celebrated and acknowledged. This gives the client reassurance and reinforces their motivation to follow up on the action plan. The coach helps the client in the evaluation of the relevance of the results and in tackling possible problems or inconsistencies, using mainly open questions aimed at widening the client’s perspective on how the results of their current actions can affect their future situation. This leads to reevaluation of the new current situation where the client’s expectations for the coaching process and its outcome can be reassessed.

This cycle can be repeated to obtain more and more goals which, as I imagine it, enters the collaboration between coach and client into an upward spiral symbolizing improving satisfaction, self-esteem and life quality for the client.

References

Clance, P. R. & Imes, S. A.(1978). .The impostor phenomenon among high achieving women: dynamics and therapeutic intervention. Psychotherapy Theory, Research and Practice, 15, 241–47.

Related Posts

  • Power Tool: Farming vs. Foraging
  • Research Paper: Finding True Calling
  • Research Paper: Application Of Design Thinking In Career And Life CoachingResearch Paper: Application Of Design Thinking In Career And Life Coaching
  • Coaching Model: SPARKCoaching Model: SPARK
  • Power Tool: Approval vs. BelongingPower Tool: Approval vs. Belonging
  • Research Paper: The Business Case For Group CoachingResearch Paper: The Business Case For Group Coaching

Filed Under: Coaching Models Tagged With: career coach, coach poland, cooperation, dominika farley, goal setting

International Coach Academy

Categories

International Office

PO Box 3190 Mentone East,
Melbourne AUSTRALIA, 3194

ABN: 83 094 039 577

Contact Us Online

Ask Us A Question

Click HERE

Terms

Terms and condition
Privacy Policy

Copyright © 2021 · International Coach Academy ·

This website uses cookies to improve your experience. We'll assume you're ok with this, but you can opt-out if you wish. Cookie settingsACCEPT
Privacy & Cookies Policy

Privacy Overview

This website uses cookies to improve your experience while you navigate through the website. Out of these cookies, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may have an effect on your browsing experience.
Necessary
Always Enabled

Necessary cookies are absolutely essential for the website to function properly. This category only includes cookies that ensures basic functionalities and security features of the website. These cookies do not store any personal information.

Non-necessary

Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. It is mandatory to procure user consent prior to running these cookies on your website.

SAVE & ACCEPT