So What Are You Going To Do Now?

A tweet from a mufti caught my eye. He said, “Action is the fruit of knowledge, and knowledge without any action is like a tree without any fruits”

The often used adage ‘knowledge is power’ is false. Knowledge is potential power and it is only powerful when it is translated into action, especially do-able action that promotes transformation and good, both to the doer and those affected by her actions. This truth seems to be what Core Competency 8. Facilitates Clint’s Growth is built upon and I wholeheartedly embrace the outcome emphasized by this competency – action must proceed insight(s) gain during a coaching session.

The ICF definition for Core Competency 8 highlights some key elements of this insights-into-action goal: Partners with the client to transform learning and insight into action. Promotes client autonomy in the coaching process. I love the idea that the magic of taking insights gained from the coaching session and creating a plan to ensure appropriate and effective action is taken is termed as ‘transforming’ – a powerful word highlighting the complete change of one form into another very different form – the metamorphosis of intangible ideas into physical actions that may bring change in various planes of existence.

The definition also highlights the absence of the coach in this transformation and his minimal interference in the process of using insights to create an action plan by the client for her own active involvement, or as mentioned ‘client autonomy’. I see the coach only as an encourager and a guiding mirror to ensure the client actually has an action-to-take identified at the end of the session. The shifting of responsibility on to the client is a vital exercise to enable the client to sharpen the all-important skill of transforming insights into life-transforming actions and preventing the unhealthy habit of dependence on the coach. It also helps bar the coach from falling into the trap of thinking he knows the ‘correct’ answer and jumping in to suggest his surefire three steps to success garnered from a similar experience he had.

I am thankful for the eight pointers provided for this Competency for I see them as handles to assist me in implementing the Competency and giving me a checklist of necessary actions I must take. So here are the eighth pointers and my take on them:

1. Works with the client to integrate new awareness, insight or learning into their worldview and behaviors

For this to happen the insight has to be identified and clearly spelt out. Maybe this can happen just by asking, “What have you learnt from what was just discussed?” and then drawing attention to the answer given followed by the question, “How would you use this to address the goal you have set for this session?” Again, I believe I must not suggest how the insight is integrated but the onus is on the client to identify at least an aspect of her life where an insight gain is introduced into her life or replaces an ‘old’ belief.

2. Partners with the client to design goals, actions and accountability measures that integrate and expand new learning

To integrate these newly gained insights, it seems the coach will need to ‘partner’ with the client to see that the client create three important elements that follow one after the other logically:

• Create GOALS – there’s so much about goal-creating I could comment here (looks like a whole lesson on its own) but I am again pulled back by the reminder I am not creating the goals and I am not telling my client how to create her goals. Even so I believe I am not overstepping my boundaries if I help my client be clear what is meant by ‘goals’, for only when she is clear what is required of her can she create it. Note to self: brush up on goal-creating.
• Determine ACTIONS – then to partner with the client to identify the necessary steps she can and must take to see the goals achieved. Again the coach is not to evaluate the client’s proposed action steps but to mirror the proposed steps to assist the client evaluate the do-ability of each step.
• Set in place an ACCOUNTABILITY system – I wholeheartedly embrace this requirement and see the wisdom behind this. So much of my failed goals and actions have been the result of not having an accountability system set in place, thus when I slip and slide from my goals and necessary action steps, I give allowance for my failure and finally excuse myself from the goal. I know having an accountability partner for instance could have helped keep me on track. So I will definitely ask my client, “How are you going to ensure you are accountable to someone for the carrying out of the actions you have set?”

3. Acknowledges and supports client autonomy in the design of goals, actions and methods of accountability

As mentioned previously, this is wholly the client’s baby – no intervention or interference or involvement by the coach. The client is fully responsible to identify the insight, create the goals, determine the required actions and set in place an accountability system. This is to be mentioned oftentimes and encouragement is to be given every step of the client’s way.

4. Supports the client in identifying potential results or learning from identified action steps

I like this because now the coach pushes the client further into the transformation process, calling her to form a vision of what life will be if and when the goal is achieved. If you can see it, you can build it is an adage that seems to lend itself to this point. “How do you see your life when this goal is achieved?” and “What would you learn when you take these steps?” seem to be two good questions to ask when helping the client identify the outcome of the steps planned. This vision of the future not only motivates the client but creates a visual answer to the question, “Why am I taking these actions?” This exercise helps introduce emotion into the planned actions thus increasing motivation to act.

5. Invites the client to consider how to move forward, including resources, support and potential barriers

This is such a practical and vital next step once the goal, action and desired outcome has been identified. Without it, the desired outcome could just remain an unattained dream, sabotaged by failure to realize that every goal requires resources and support to become a reality and a preparedness for identified potential barriers (there are always barriers). A resourceful and prepared goal achiever with enough support has a higher chance of success that someone with only a goal and a plan any day.

As I look back at all my failed goals, it becomes obvious I was oblivious of the potential problems (setbacks, challenges, barriers) I would face and when they hit me, I was caught unprepared and sank very quickly. I also realized I could do with more support and an identification of necessary resources as well as sourcing those required resources very early in my action plan implementation could have saved me a lot of heartache and pain.

As such, as a coach, I recognize my responsibility to highlight these three important elements with questions such as, “What would you need in order to make those actions possible?”, “Who will be able to assist you in getting this done?” and “What are some of the problems you foresee happening as you begin to take action?” followed by “What could you do to give you the upper hand if and when this barrier pops up?”

6. Partners with the client to summarize learning and insight within or between sessions

This pointer is to do with the closing of the session or of a learning episode during a coaching session. It is very eye opening for me as I have almost always make a summary when rounding up a learning episode or at the end of the session. Looks like I will not be doing it anymore. Instead I will need to pass this practice to my client. And what a wise move it is. It ‘forces’ the client to pause and identify, solidify and present insights in succinct detail. In other words the client identifies her lesson and presents it to the coach! And I am certain what the coach had planned to say in his summary would most probably be miles away from what the client presented! If so, this part of the coaching session could be a learning opportunity for the coach too. “How would you describe what you understood about your described situation?” and “If you were to summarize the key lesson you got in this session, what would you say?” could be questions a coach could ask to assist the client to summarize insights gained.

7. Celebrates the client's progress and successes

This point assumes previous goals are monitored and there’s some kind of reporting back of progress and successes being experienced. Is this initiated by the coach (“How’s progress on your action plans you set last week?”) or is it solely left to the client to report her progress and successes? Even so, it makes sense that all progress and successes should be celebrated. I like what a trainer suggested: ask your client how best she would like you to celebrate her progress and successes when shared. The possibilities can range from a simple, “Wow, that’s great!” to a celebratory drink or meal! Again, letting the client decide may be a better and wiser move.

8. Partners with the client to close the session

When I first read this point, I thought it was referring to ending the coaching but it seems to be more about bringing an end to that particular day’s session. This point left me stump. How do I partner with my client to close the session? Shouldn’t I close the session as the coach – “Well, it’s already two hours and we have covered much. Let’s call it a day and I’ll see you next month” – or is this idea of ‘It’s all about the client’ also applied to how a session is closed? Looking forward to some increased understanding on this in upcoming sessions.

In conclusion, what I enjoyed most from this web-torial is the reminder that the ultimate purpose of the coaching session is to enable the client to transform insights into successful actions. “So what are you going to do now?” seems to be a good question to end this assessment. “The learned men (or people) are those who act after knowing.” – Ash Sha’bee in Siyar 4/303.