Learning coaching

Coaching is simple, but not easy.

—Steve de Shazer

■ Guiding people in their development – I can think of no better job. It is amazing in coaching to experience the penny literally drop. People experience moments of clarity, and long cherished problems suddenly begin to dissolve.

I continue to be amazed at the power of good coaching. It's really not difficult – all you need is good questions and a few tools. It's very easy! It becomes problematic when we find easy things difficult. We seem to overcomplicate things. Our view of simplicity becomes obstructed. 

In a competition, the answer was sought to the following question: “The pope, the American President and the Russian President are sitting in a hot air balloon, which is losing air through a leak. In order for two of them to survive, one needs to be thrown overboard. Which one should it be?“ Thousands of replies came in. The winner of the competition was a child, who answered: “The fattest“.

Problems are often complicated, but solutions are always simple once they have been found. “Why didn't I think of that?“ many clients say after a coaching session. Or: “Why did I need a coach in the first place? I could have come up with the answer myself.“ Maybe – but maybe not because we seem to be able to obstruct our view with everything possible. Coaching helps to gain clarity. 

When asked why he couldn't coach himself, an experienced coach, Christoph Schalk, replied: “Absolutely – it is possible, but I treat myself to coaching because experience shows me that when I try and resolve things myself without any support, it takes eight times as long as when I have someone along-side me.“

Coaching can be implemented anywhere, for example in the context of work, counselling or supporting co-workers. The approaches of systematic coaching, which are presented in this Quadro offer effective approaches to find and develop helpful processes.

You don't just learn coaching from books. The best way is through practice. I therefore recommend that people who are new to coaching complement their reading of this Quadro with the practical experience of being a client with an experienced coach, individually or in a training course. That way you can understand and experience the material in practice and go deeper.

In Part One of this Quadro, the difference between conventional counselling and solution-orientated coaching is explained. The foundational values that mark coaching are introduced. 

Part Two explains how goals are defined and reached. I identify my dialogue partner as the client – irrespective of whether it is paid or voluntary coaching. 

In Parts Three and Four the most important questioning techniques and strategies are presented, which are helpful for effective coaching. I recommend you practice immediately. The questions and practical suggestions provoke active acquiring of the material. You won't just read, but you will learn effectively. I wish you fun, inspiration, encouragement and success in your learning.