Having the opportunity to year-on-year publish a new book as part of the ‘Translating Coaching Codes of Practice’ series gives the good coach community both validation and confidence that the good coach approach is making positive headway in delivering a sustainable and robust approach that is slowly reaching its vision; to touch 1 percent of the global population with inspiring, and effective, coaching conversations.Read More
“Having been in coaching and mentoring for three decades, it takes a unique text to stop me in my tracks and go “wow!” This book does that.”
Margaret Chapman-Clarke (2017)
A chartered and registered psychologist, EI Coaching and Consulting, email@example.com
the good coach (tgc) itself is a Voice, along with the Voices of our practitioner authors telling us their stories directly from their practice.
Our aim of getting practitioners Voices more appreciated for the knowledge they have about their practice, has itself been receiving strong encouragement in recent months. We thought it worthy to share something of how tgc’s Voice is working.
Since the publication of Book Two last year we have received quite an array of formal and informal feedback, on how tgc’s Voice is working. Some of this we have already shared through the medium of the website. Just the same as for us as coaches in our personal practice, feedback on what is working positively – how and why – is so formative in establishing practice.
In particular this has helped tgc to build its practice. Three themes have been coming through clearly. They are experienced professional coaching practitioners:
- Who do coaching but choose not to call it coaching
- Who do coaching but had never realised it was coaching
- Who do coaching at a high level but they are looking for how to explain it. They value the opportunity tgc provides to continuously learn about their practice. The more experienced they are the more they value this
In a noisy marketplace, the growing momentum for fresh and independent perspectives. This is a message coming through loudly and clearly from the coaching academic and increasingly professional circles.
One thing we would like to share here is some feedback we have recently received, which adds greater encouragement to our progress. The feedback itself comes from another independent and leading Voice in our field that aims to bring the best in coaching together.
Coaching at Work, whilst being UK based, has a following of what must be one of the largest international communities of people interested in coaching. For example their publication Coaching at Work speaks of the 36,000 followers they encourage via social media, as well the need to connect to the wider community.
The most recent book from tgc has been selected by Coaching at Work for a book review in their March / April issue. This has been written by a recognised leading Voice in the field, Margaret Chapman-Clarke, who is featured on the cover and the lead interview article in the same issue, “The one that got away”
This in itself is invaluable feedback. It is an outstanding endorsement for what tgc stands for, what we have achieved, and for the perspectives our authors have brought. See the full book review on page 57 at Coaching at Work (subscription)
The special focus, and emphasis, seen and described in this review will further focus how the tgc community will continue to shape its voice. In particular, how writing adds important energy and focus for coaching practitioners, in their practice. As Margaret Chapman-Clarke remarks,
“It is a true collaborative and multi-vocal work. It is creative, bold and courageous and should be the ‘go to’ title (and blog) for anyone embarking on coach training. It may also inspire practitioners to write about their experiences for the blog.”
We look forwards to your continuing interest in what we are doing and we look forward to hearing from you.
the good coach 2017 Leadership Team: Sue Young, Jeremy Ridge, Yvonne Thackray
Translating Coaching Codes of Practice is a good reference book that I would look to dip into and say, "I wonder if a coach has experienced it and what do they say."
Translating Coaching Codes of Practice is written from the perspectives of the practitioner who’s practicing in sharing their expertise. What I have found with many coaching books is that they like to share their model that they have been successful in; whereas the beauty of this book, which is what I really like about it, is it’s about real insights from the leading edges of everyday practitioners.
Codes of practices exist
The image supports the different backgrounds from each of the practitioners, and it really gets that message across of diversity and diversity of coaching approaches. The front cover has a real international scope with the iconic images of Big Ben, the Eiffel Tower, the Statue of Liberty, and for me this reflected the different standards and the types of coaching that there is in this book. Then reading the title of the book, Translating Coaching Codes of Practice, it implied that this book would be looking to explore the many different codes and practice of coaches. And in this volume, each of the practitioners are beginning to translating their code because they are explaining what it means for them and their clients: their approach to coaching is being expanded on, it’s being explained, and it’s being expressed.
What I liked
The editor did a really good job in some of the chapter headings. For example, I think the chapter, “Creating engagement between the coach and the clients” is very relevant. Similarly when I think about “Creating and maintaining the quality of attention”, the beauty of that heading was not only creating, because you can create and maintain a quality of attention for a couple of minutes, but how the hell do you maintain it during the session?
Another chapter I enjoyed was chapter nine, “Identifying the competitive edges - Coaching as a profession” which I think it’s really relevant. It moves into the whole issue around regulation; coaching is not regulated as other professions e.g. accounting or engineering. With no disrespect, some people do just fall out of bed and say they’re a coach tomorrow because they’ve attended a seven-day course. And another worrying aspects that I’ve received, particularly after signing up to a UK coaching professional body, they might send you some media one day and then the next thing you might receive in the post is a certificate. This happened to me and I’m thinking, “I haven’t done anything…why am I receiving a certificate?” and as one of the articles points out “It’s a bit messy” is true.
Translating Coaching Codes of Practice is a book that I’d keep on my shelf, and when the good coach digests comes in I'll have a look at the heading to see if it's relevant and does it relate to me. It’s one of my ways of keeping up-to-date and in touch with the field and market.
To connect with Morton:
Morton Patterson (BA Hons, NLP Prac) is a practicing coach, business consultant and facilitator. He specialises in helping clients to know their value and package their services He writes about knowing your value, and the importance of having a strong sense of awareness and confidence in your own value, as this shows up in your relationships, the fees you charge and how you conduct yourself. He works with small business owners in the UK and internationally.
Morton is gifted in his calm open manner and ability to support clients with practical strategies that can be applied. He is a first class communicator, and an experienced presenter with an engaging and inspirational style.
“Translating Coaching Codes of Practice is a grown-up, mature book that puts the finger on the pulse on what coaching is, in all its diversity and richness."
My approach to using this book
I don’t always have the time to read from beginning to end of reference or nonfiction books. I have two spirited kids under 7. I’m building a business. I’m writing a masters thesis. When I’m pressed for time, I go to the synopsis then the table of contents and have a feel for what the book is about. I let the chapters jump at me, based on how relevant they might be at that moment in time. I pick the most relevant sections to read in one sitting. The rest I skim through for their key messages. I scan for topics that spark an emotional connection.
This is my approach to this book. It’s big, it’s deep and it will stay with me a while.
The reader who reads it all will enjoy the dynamic switching in topics. In one section, the book focuses on practitioners’ ways of relating their coaching, which is reflective and quite personal, in the next, it covers topics about feedback, structure and contracting, which are more objective, concrete and formulaic.
A book of short stories and companion to a coach’s tools
This book can supplement a coach’s toolbox by lending beautiful short stories from other practitioners. It is in essence a collection of short stories created originally as blogs, seen through the eyes of practitioners with varying domain knowledge and at different stages in their coaching career.
The editor rightly explains it in the introduction that this is a really different and fresh approach. It’s not a book that dictates what coaching is rather it does a great job of showing how multi-faceted and eclectic coaching truly is today.
The importance of the on-going sharing on coaching
Because of all the variation and evolution that we are seeing in the practice of coaching, I continue to refine that concrete, all-encompassing definition of coaching in my mind that works for me. I’m always interested in feedback from practicing coaches around the world on how they have come to define coaching in their minds.
Books like Translating Coaching Codes of Practice are so valuable to practitioners, students and clients of coaching, because I believe that there still exists a perception of complexity in coaching, especially in the executive and corporate space. Questions like how do we measure success remain open for debate. It’s still evolving.
This book helps to capture the essence as well as the evolution of coaching at this moment, in all its diversity, complexity and richness.
To connect with Aurora:
(Contributing author of the two poems in the book)
“I found this book very impressive and richly affirming; stimulating and thought provoking, with plenty of practical tips and original insights for review. … I do not feel it’s a one-off read through book. Rather it is something that I can see myself coming back to frequently as a regular reference point because of the very rich and diverse menu of material on offer in this book.” Isobel Gray, 2016.
I associate ‘Code of Practice’ with a process around professional standards that is essentially compliance based, rather than anything more inspirational. Turning the word ‘code’ into the plural of ‘codes’, together with the strapline “Insights from the leading edges of everyday practitioners” suggests a whole different interpretation that is much more inspiring as every individual has a unique personal approach in their practice within the broad principles of 'a coaching approach'. The reality of this more holistic approach happens in a broad range of life and organisational circumstances and for me it represents something much bigger.
For me, the totality of this book represents this reality through the eyes of practitioners – who are the people on the front line.
In her preface, the editor, Yvonne Thackray, uses the story of the Human Genome Project (HPG) as a powerful analogy for the positioning of ‘the good coach’ in relation to the evolution of the role of coaching and the coaching world itself. The initial leading ‘expert’ scientists identified that 98% of the DNA material was “junk” declaring that it was not relevant. It turned out that the material identified as “junk” indeed did play a critical if complex role; it was just poorly understood and too complicated to take account of (similar to the simple model that is being promoted by vested coaching organisations).
This truly resonates with my experience of the limitations in learning that take place in organisational life on a daily basis. Assumptions and limited thinking leads to what turns out to be flawed thinking – only obvious with the benefit of hindsight! This demonstrates the value of “being curious about diversity, rather than setting arbitrary boundaries” (Preface page v). It’s also good to see that this book continues to represent, and continually pushes forward, the philosophy of ‘the good coach’: (1) Celebrating the diversity of approaches to coaching, and (2) Taking an independent position in seeking to develop a deeper understanding of coaching and how it operates in all its different contexts.
As an experienced Executive Coach, and having reviewed the broad based multi-disciplinary field of knowledge and writings about coaching over a number of years, I foundthis book both refreshing and highly stimulating. Most current writings on the subject of coaching are generalized and heavily based on ideas and theory. While these have their place, there is very little of substance out there that truly connects to the real experience and perspectives of coaching practitioners, and the messy realities and complexities of organisational life that coaches work with.
The book contains a substantive collection of nearly 70 short articles portraying experiences and perspectives on coaching practice, written by 18 experienced coaches who bring a diversity of styles and backgrounds. This diversity is further manifested in the international mix of authors, from the UK, mainland Europe, India, Asia and the US. The impact of this in a deeper and more creative way is illustrated in one of the articles "East meets West" which explores how different philosophies rooted in different religious and ethnic cultures, can be drawn on in a way that respects and makes best use of the similarities, as well as the differences, to inform coaching more creatively.
I was drawn to the fact that the articles, although written in a good variety of styles, demonstrated rigor and objectivity, while being highly personal and true to the individuality of the authors. Here is a group of diverse and, experienced coaches freely sharing their knowledge, experiences and perspectives. Along with the writing itself, the references and author profiles show clearly that the material has been written by highly established coach practitioners, several obviously familiar with the leading edge of research in the field; others being more experience based.
I liked the fact that the book was highly approachable and easy to read. Most of the articles were originally written for ‘the good coach’ blog, (www.the-goodcoach.com). While these can easily be seen individually on-line free of charge, it is very different having them collated in one place. The format of a range of short articles grouped into clusters within 3 broad themes meant there was a sense of true coherence with the ability to dip in and out. That really worked for me.
I also believe that in our field, experiential learning is central to effective coaching. After all, that’s what we draw on with our clients. We help them draw on the true value they bring to situations, which otherwise they can hugely under-estimate.
I particularly liked those who were more open about the true challenges and issues facing them and who drew on their experience when describing cases and providing examples of the kind of issues clients bring. For example, managing upwards in the traditional hierarchical culture that still exists in parts of the UK Civil Service; what 'resilience' looks like for real from the perspective of a group of managers in a UK public sector organisation, and how peer coaching helped them be more resilient; making tough career choices in the fast moving and competitive environment of Professional Services.
Other articles focus on particular approaches and techniques used in coaching. For example how to make good use of psychometrics in coaching and the challenges of coaching typically “dominating” personalities; using coaching approaches with teams and groups to create greater “collective intelligence”, gaining more of a thought through “mindful” contribution from more people within an organisation. While there is much written about these themes, the sharing of the knowledge, the real experience and learning of practitioners landed with me powerfully.
Other articles drill into the general terms and labels we use in coaching, for example “readiness”, and examine what they mean in more detail and how coaching really works with that. I particularly liked this article. It starts by exploring relevant research and theories before moving on to give a detailed description of the behaviours this particular practitioner had identified, from observing his experience, as the typical sequence of coach behaviours that contribute to creating the most conducive conditions for developing the coaching relationship, being led by the moment-to-moment ‘evidence’ of the behavioural cues from the client. It made more explicit, what I think I do, largely intuitively.
A further three articles review evaluation approaches to coaching. The theme of ROI has become a real ‘mantra’ that is increasingly thrown around. While there are useful perspectives to be gained and common strands of good practice, I found one of particular interest. It explored how the use of qualitative research “collecting stories from our experience” can add to the highly elusive and much sought ‘ROI’ measures used in coaching, and how these can be integrated into the core coaching approach. Again a useful thought provoking and practical article.
Then there are more creative approaches I really liked, such as “SEASIDE COACHING – After the Storm”, a descriptive narrative of how the natural environment, in this case the shoreline and sea, can support deeper coaching conversations.
The final chapter points to the future, including an article assessing the challenges facing the coaching world going forwards and suggesting potential areas for attention, and the role of coaching in managing risk in a VUCA (Volatile, Uncertain, Complex and Ambiguous) world. Finally there are a couple of articles on the benefits to practitioners in writing and sharing these sort of articles/blogs on their practice. I can see that ‘the good coach’ sees this as a powerful form of practitioner research, of benefit to both individual practitioners as an activity of personal CPD, and to the broader coaching world as a contribution to the larger body of knowledge on coaching.
The editor and the good coach editorial team clearly hope to stimulate wider interest in this form of practitioner writing. On the basis of this, I hope they succeed and that there will be more to come.
To connect with Isobel Gray - email her at firstname.lastname@example.org
Isobel is an OD Consultant and Executive Coach. She writes poetry in her spare time. “I started writing poetry about 5 years ago. My first poem was a spontaneous outpouring of thoughts and feelings the day we chose to have our beloved cat put to sleep when the vet discovered that she had advanced stages of cancer. And it grew from there, so she left me a very special legacy. I write poems on a range of themes - nature, people, and Life, including organisational life, which my work provides very privileged access to. I find it an earthing and liberating form of creative expression”