The career coaching and the beliefs/behaviour/relationships/results spiral

on BLOG, career, Coaching 24 apr, 2012

The career coaching - as well as the coaching tout court - is at the center of a spiral that links beliefs, behaviours, relationships and performances, feeding an evolutionary process, which, at each iteration, strengthens and confirms each of these four elements.

Before talking about the role of career coaching in this process, I want to introduce and define the four factors of the spiral, indicating how they are tied together:

– le convinzioni rappresentano i valori interni, i giudizi, i pregiudizi, le interpretazioni, gli assunti, i condizionamenti che provengono dalle nostre esperienze passate e dalla nostra educazione.

– Esse determinano i comportamenti, ovvero lo stile, le abitudini, le azioni, il modo di fare, le pratiche, costruite sulle conoscenze accumulate mediante anni di studi ed esperienze.

– I comportamenti a loro volta influenzano le relazioni, che sono costituite da fiducia, collaborazione, condivisione, sentimenti, vicinanza.

– E le relazioni influiscono su ciò che risulta, ovvero sulle prestazioni, sugli output, sui progressi, sui successi o insuccessi, sulle performance.

Finally, the performance reinforce the initial assumptions; this occurs in a positive manner if the subject interprets his achievements as successful and attribute them to himself, in a negative way in the opposite case.

It gets clear that this spiral can lead to a gradual evolution towards excellence, self-esteem, confidence, or, conversely, may affect more and more negatively, reinforcing beliefs of inadequacy, weakness or exclusion.

The coaching – and even more the career coaching – are in the centre of this spiral-like process: starting from the identification of the basic coachee’s assumptions and working on his behaviour, the coach aligns relationships and results to the client’s goals, confirming at each cycle a positive and successful self-image. To do this, however, it’s necessary to start from the first of the four elements of evolution, that is from the beliefs.

I stress this point because sometimes coaching is defined as a superficial discipline, aiming only at the exterior coachee behaviour. This opinion is absolutely false: the work on the deep coachee springs, on his intimate ideas and prejudices is unavoidable to reach the positive outcomes that are rightly attributed to coaching.

Without this preparatory work on beliefs, the coach couldn’t identify and suggest the new “right”, successful behaviours or attitudes and the spiral would get stuck. So, he could just propose prefabricated advices and clichés, which are useless: it is demonstrated that an inner conflict - for example between coachees internal values and his external behaviours – becomes always manifest in the non-verbal communication. And when there is such hesitation, the speaker always gives credit to the non-verbal. In other words, if you play your part, I soon feel the pretence, I don’t give you any trust and you do not reach your result.

In particular, career coaching is the branch of coaching that the most on this evolutionary circle, because its focus is not on performance but on radical changes, on transformations. Starting from a detailed analysis of the coachee’s beliefs and aspirations, the career coach makes the spiral a growth opportunity, even if major professional and personal changes must be designed and carried out.

What is the radical change, the transformation in which you want to commit? Are you ready to walk your personal development spiral?

 

 

 

 

 

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