Coaching Capacity Screening helps Coaches Maximize Client Success

The Coaching Continuum TM  model , as well as the ICA  class “Client Screening for Successful Coaching Engagement”, were developed recently by Manon Dulude, Phd, PCC, BCC,  and Jeanne Erikson, PhD, PCC, BCC. Dr. Dulude researched coaching effectiveness, and Dr. Erikson has been active in ICF coaching ethics development.

Both the Continuum theory and the skill class address what seems to be a knowledge gap in coach training encountered by both novice and seasoned coaches. The novice sometimes reports he or she took on a complex client, but felt unequipped to assist the client reach his or her goals. Seasoned coaches have concurred that after working with a complex client who demonstrated a poor ability to progress, the client likely did not have the capacity to fully benefit from the coaching requested.

How can we match coaching strategies to client strengths more fully? This may come with coaching experience, but why not develop a systematic way to teach this advanced skill?  Does it have to remain an elusive “art?”

We contend coaches at all levels of experience can be equipped with skills to discern the client’s “coaching capacity”.   After review of the coaching, as well as change research literature, we concluded that each client has a “coaching capacity” that can be discerned.   This capacity is part of the “who” of the client as are culture, gender, heritage, age, etc. Coaching questions about distress management as well as resilience skills are central to this assessment.

The Coaching Continuum TM model taught in the screening course proposes concrete options for matching coaching strategies to client capacity.  The model captures client progress from difficulty managing emotional distress, to capacity for resilience coaching, to capacity for balance coaching, and finally to capacity for performance coaching. Suggestions are discussed for types of coaching that may move the client forward at each stage.  In addition, the model helps coaches deal with the reality that client capacity may change negatively during coaching when a client is faced with huge stressors or involuntary change.

Coaching is about maximizing each client’s goals and success. The Continuum TM model and client screening class are about maximizing each coach’s success. Classes in 2016 begin in March, June, and October at ICA.

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Coping with the Emotional Impact of Downsizing

Being fired from a job is one of life’s top 10 stressors, according to the Holmes and Rahe Stress Scale, designed to evaluate how stressful events will impact one’s health. That’s why I recommend that one of the first things to do when you’re downsized is get support so you can vent your feelings.

Your family and friends can be wonderful cheerleaders, but also be sure to take advantage of professional support. Being fired is not an illness. Friends and family may not want to keep hearing about your career woes. They may also have their own concerns about the impact on the family finances.

A Career Transition Coach who has helped others in your situation has the expert experience to stabilize things and keep you moving forward. Choose a coach who is available when you need extra support and motivation to keep going. Evenings can be dark times, and a calm voice on the other end of the phone can make all the difference.

Dealing with your negative feelings about being downsized

You need help getting over your negativity, or it will hinder your success when an influencer or hiring manager can sense that you’re still harbouring bad feelings. It’s important to not burn any bridges. Provided you haven’t done something dramatically wrong, being downsized is nothing against you; it’s a business decision. I’ve had clients who’ve been re-hired by the same company up to six times!

Remember also that you’re not alone. Generally an executive can expect 3 ½ years in a position, and that means hundreds are downsized every week (usually on Tuesdays). Be thankful you’re experiencing this now rather than five years ago during the recession.

Still, downsizing can be a life-shattering experience, especially the first time. You can expect to have good days and bad days. As you get further out, you’ll get more good days, especially if you’ve surrounded yourself with supporters and professionals alike.

The people who go it alone take a lot longer to come around, get back on their feet, and start their job search. That gap in employment history won’t go unnoticed, so do whatever you can to take care of your emotions and start your transition as soon as possible.

Thank you for this guest post goes to Martin Buckland, Principal of Elite Resumes, one of Canada’s leading authorities on highly effective resume writing, high impact cover letters, successful job-search strategies, executive coaching, personal branding, interview tutoring and social media career strategies. Visit his blog at Downsizing with Dignity.

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