C1S2 & C2S2

I had to push the S2 sessions back a bit as I had to go off to attend to a personal matter for a couple of days last week. So I had it today, starting with C1.

Since the outcome from C1S1 was focused on work related areas - in following up, the session started off with a "generally, how are you feeling about your career here so far?" question. C1 stated that she felt she could achieve what she wanted, and that she is "ok" and "on track" (so to speak). C1 is a fairly confident individual, and the good thing about her is that if she is uncertain about something, she will directly ask.

In period between the C1S1 and C1S2 - I have (hopefully) fulfilled my part of the activities required to help C1 (and C2) reach her / their objectives. This included a briefing session to both C1 and C2, providing them with reference documentation, including them in the project-specific email correspodences (also introducing them as my "assistants" who will be helping me in the project), and so forth.

C1's progress on understanding the subject matter of the project that we will be undertaking - is going considerably well (for an individual at her level, of course). In addition to asking questions (inside and outside coaching sessions) - she has also been reading up as necessary.

The thing about coaching which I've realized - is that as a coach - sometimes it's not only about asking questions, but also answering them. When we open the floor for questions - sometimes we get asked back, on specific subject matters and substance which the coachee would have never been exposed to. Fair enough. If you want to help a soldier win a battle - yes, the soldier will be the one carrying the rifle, you can give all the encouragement you want - but he/she will of course need to know the tactics and plans, be provided with the right weapons and and tools - to achieve the objective. A sergeant can't merely tell a soldier "go fight the battle..." without expecting any questions being asked (especially if it concerns tactics and strategies).

Anyway, C1 had also come up with a suggestion on tackling other issues that the Department is facing. This was when I had asked her if there is "anything else on your mind, as far as work is concerned?". These matters are rather technical in nature, and would be a "long story" to describe here.

On to C2....

Following up on the C2S1, C2 is now helping C1 with the "big project" as she had committed to do. C2 actually being in a more senior position than C1 - subsequent to the earlier coaching session - has been officially kept in my "cc loop" with regard to the project, as part of increasing her exposure and involvement. And the good thing to note is that she has not left C1 out of the loop. This was counter-checked with C1 to be true. Great! :)

C2 is now more involved in the initiative - setting appointments with involved external parties, organizing and participating in meetings and discussions, and so forth. It is my personal hope that she is being fulfilled by this job enrichment opportunity, as this was what she had requested for from the earlier coaching session.

Anyway - during S2 with C2, after specifically covering matters in relation to the "big project", I had again opened the floor to seek her feedback and input on any other areas she felt needed attention or improvement. In another role that our Department plays - which has yet to be fully materialized and is currently at "idea" stage - is to work together with another unit from Head Office to tackle and address subsidiary-company issues and matters. The working relationship between the two units was not yet clearly defined and agreed upon by both parties. C2 knows this, and I had used coaching - to try and extract from her, any ideas that she may have on how this relationship should be formed and formalized. And she did well :)

I had taken her ideas and used them in a communique with a key person from the "other Department" to chart the way forward. Of course, I had included C2 in my cc list as recognition of her contributions - so that she knows that they do not go unappreciated. We will be having an inter-department meeting tomorrow to proceed with the plan :)

Generally - my personal feelings and input so far... coaching has allowed my staff to open up a bit more than usual. It's not easy for my individual instance(s), especially from a cultural perspective as there is almost always a "barrier" between different genders of the same race and religion here in Malaysia. As the foundation of coaching suggests - it's all about (building and maintaining) trust. And for this to happen - it will need to go slightly beyond mere "professional boundaries" and enter into the "personal space" of individuals. If the individuals concerned are not the "naturally open" type, it will be difficult.

Also - my opinion on being a coach - especially if one is already in a structural leadership position (management, etc).... while coaching helps to "bring out the best" in people, a coach should always be ready to "give back". This is not only limited to providing rewards and praises, or pats on the back - but also involve doing some "extra work".

As lower-ranking employees in certain scenarios, are not equipped with the tools or knowledge required to achieve what they desire - coaches, if are already and known to be subject matter experts or knowledgeable in such fields - should be ready and willing to give and impart.

In my particular instances - in helping my coachees achieve their objectives, in the background after each coaching session - I personally needed to follow up with third parties, make necessary arrangements to execute certain tasks to pave way for the coachees to progress forward, and so forth. I can understand now why coaching extends beyond mere professional borders. Individuals involved in coaching must be open and sincere - and this involves personal value systems which may be different from person to person.

Anyway so far... so good.... as I am not (and shouldn't be) expecting anything of my coachees - and this whole programme on coaching is *primarily* about me learning how to apply coaching in general. It's the learning process which matters most :)