The focus of our coaching is to understand the motives and values of the client in his/her work environment. One of the first tasks for the coach is to assess the client’s motivational preferences and match their values with their job responsibilities. From there the focus shifts to improving the person’s performance in relating to others.

In the coaching format, a conceptual framework will be presented to illustrate different types of motivation. The client will identify their own motivations related to their job, and the expectations of the job role. These self-assessments are compared with feedback from others, and appropriate action plans are created to assist in behavioral changes. Follow up sessions assist in determining if outcomes have been achieved and relationships have been improved.

Objectives related to Relationship Awareness Theory:

The coaching client will be able to:

1. Describe a model for diagnosing motivation and personal values
2. Explain how to match performance expectations with motivation
3. Demonstrate “borrowed” behavior in order to meet the needs of others
4. Identify his/her own values, and how they may initiate conflict when overdone.

To get the best results from a coaching opportunity it is best to follow a goal-oriented process that ensures understanding, commitment, action and learning.

CONTRACTING CONVERSATION: an agreement between the coach and the coachee on the context, goals/outcomes and guidelines for the coaching conversation or relationship. It helps coaches and coachees to clarify their expectations and commitments towards one another and build confidence and trust.

EXPLORE THE TERRITORY: when the coach and the coachee gather information on the issue that the coachee wants coaching on. To explore means to create understanding, self-awareness and choice for the coachee by looking at issues from multiple perspectives.

DECIDE ON COMMITMENTS: when the coach helps the coachee build clarity and commitment on a course of action. Commitments are agreements to carry out deliberate actions.

ACTION: when coachees take specific and measurable steps towards new behaviors, skills or capability development. Typically, coaches are not actively involved in this step. However, coaches can offer encouragement and support at this stage to help the coachee maintain their commitment to action.

EVALUATE THE IMPACT: when the coach and coachee assess the impact of any action taken by the coachee. Impact is evaluated through reflection, self-assessment and discerning feedback.

Suggested Coaching Template

1. Come to a meeting with a completed SDI, Portrait, and Expectations Edition of both. Discuss self-awareness and overdone strengths. Assign action plan.
2. Come to a meeting with feedback from others, both expectations editions and feedback editions. Review possible learnings and set action plan.
3. Ideally meet in person with an additional co-worker to discuss preferred ways of communicating and practicing these best fit methods.
4. Summary and action plan for future communication.

Our work incorporates several of our Relationship Awareness tools, specifically for coaching initiatives we incorporate the Coaching Planner and the SDI in Coaching book.

For more information regarding SDI's application in coaching, click here...