Question One: Currently, how often do you feel …
a.Lacking confidence that you can provide a beneficial effect for a client.
b. Unsure how best to deal effectively with a client.
c. In danger of losing control of a coaching conversation to a client.
d. Unable to have much real empathy for a client’s experiences.
e. Uneasy that your personal values make it difficult to maintain an appropriate
attitude toward a client.
f. Distressed by your inability to impact a client’s life or work situation
g. Troubled by ethical issues that have arisen in your work with a client.
h. Irritated by a client who seems to be actively blocking your efforts.
i. Unable to comprehend the essence of a client’s problem.
j. Unable to find something to like or respect in a client.
k. Conflicted about how to reconcile obligations to a client and equivalent obligation to others.
l Bogged down with a client in a relationship that seems to be going nowhere.
m. Frustrated with a client for wasting your time.
Question Two. When in difficulty, how often do you …
a. Try to see the problem from a different perspective
n
b. Share your experience of the difficulty with a client
c. Discuss the problem with a more experienced colleague
nm
d. Consult relevant articles or books
nm
e. Involve another professional or organization in the case
f. Make changes in your coaching contract with a client
g. Simply hope that things will improve eventually
h. Seriously consider terminating coaching
i. Review privately with yourself how the problem has arisen
j. Just give yourself permission to experience difficult or disturbing feelings
k. See whether you and your client can deal together with the difficulty
l. Sign up for a conference or workshop that might bear on the problem
m. Modify your stance or approach with a client
n. Avoid dealing with the problem for the present
o. Show your frustration to the client
p. Explore the possibility of referring the client to another coach
q. Refer the client to some other noncoaching professional
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Rey Carr
December 17, 2015 at 4:00 pm
The best part of this report of the results of these two surveys is the discussion of the concepts. Such discussion is valuable regardless of the reliability or validity of the results (or evidence).
Unfortunately, the methodology section is missing the most important aspect of methodology: how were each of the surveys distributed and what was the rate of return. If, as I suspect, this was an Internet-based survey, then the results have an exceptionally low chance of being either reliable or valid. That is, the likelihood that they reflect the “coaching industry” or “a typical coach” is incredibly small. Thus, conclusions based on the results are suspect.
But there’s the point. The discussion itself has its own reliability and validity independent of the survey. The points made are worthy of continuing discussion regardless of the surveys.