The Role Modelling at the heart of career coaching

on BLOG, Career Coaching, Coaching, success 2 gen, 2013

Il Role Modelling al cuore del career coaching

One of the principles that one learns during a master's degree in coaching is "being a model for your coachees." This concept embodies a truth that is both ethical and professional.

The coaching relationship is based – I have repeated it more than once in my blog – on a relationship of trust, openness and vulnerability, which would break if the coach gave evidence of inconsistency between his behaviour during the sessions and "outside". I could give a thousand examples, ranging from disrespectful conduct towards friends, colleagues or family to tax evasion. I believe that the "ethical side" of the matter is very clear.

But there's more: the career coach has to both be a model and teach the coachee to act as a model for others, because the so-called "role modelling" is at the very heart of both career coaching and modern leadership. True leaders (and I include among the leaders the professionals of the human development: coaches, some trainers, HR managers …) have an enormous capacity to influence others’ attitudes and aspirations. Through their words, actions and behaviours, they define and build culture, standards, attitudes, sense of belonging within their organization. This influence is so important that lasts well beyond the duration of their interactions or mandate.

Where does this "power" come from? From our deep psychological need for approval, which makes us look for a model for inspiration, emulation and recognition. But we must not think that we are exempted from this responsibility because we are not the CEO of the company: in the current era of widespread leadership and of flat organizations, everyone can and should become a model for others.

The concept of modelling is as sensitive and important as neglected, even in large companies. In English they say to “walk the talk": do what you say, preach well and practise well. If this fails, the beneficial effects of role modelling veer toward the negative and the leader loses charisma and credibility, to the detriment of the entire organization. This explains high potential resources that go off quickly in the hands of incompetent and inconsistent managers, that promise and talk about meritocracy but push forward only lackeys or protégés, just as an example. This explains the teams that, on paper, contain the best skills, but in reality only produce delays or conflicts.

One of the most useful and valuable teachings of a career coaching path is precisely the awareness of the immense repercussions of our own behaviours on those around us. A person who behaves in a consistent manner and who acts as a model for others, without dark sides or hidden agendas, consciously and unconsciously encourages others to do likewise, both in professional and private lives. Consistency is a key value and a goal of career coaching is exactly to annihilate the gap between what you preach and what you are. Through coaching, you can become your own message.

Who are your models?

What features do they have in common?

Whom do you represent a model for?






2 Responses to “Il Role Modelling al cuore del career coaching”

  1. […] ho parlato a gennaio ne “Il Role Modelling al cuore del career coaching” e voglio tornare su questo concetto: il role modeling, a mio avviso, è l’elemento […]

  2. […] per l’azienda? E qui torno su un concetto a me carissimo: il role modelling, già trattato in un post. Questo atteggiamento rischia di diventare L’atteggiamento, la cifra di un modo di gestire […]

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