S Farmer C P S I G P Npresn


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Coaching psychology

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  • Brief account of my training and background in forensic psychology.
  • Invited to do some work for a colleague: client had a valued and respected manager but wanted to look at how could make him more approachable to peers and direct reports Discovered that intervention was similar to forensic work: engaging people to reflect and be more conscious of the impact of their choices, decisions and behaviours in relation to others --- they called this coaching I wanted to discover more about coaching This presentation is within this context. Have to bear in mind that: It is framed within my own bias toward executive-related coaching, but recognises that coaching psychology encompasses a wide client/need range It is intended to raise, rather than answer, questions about the place of coaching psychology in NZ
  • Also need to think about how many of these coaches actually had coaching-related training Palmer and Whybrow (2004) – at least 50% of psychologists providing coaching in relation to business, career, executive and leadership development; and at least 50% used facilitation, cognitive, behavioural, goal-focused and solution-focused approaches (cf this with White and Brooks finding that much of (esp US) approach is problem-focused and more directive coaching). Also note that clients are often looking more for personal compatibility and rapport/connection in a coach (80/83% respectively), than credentials (41%) – although coach-specific training is well-regarded as very important by 56%. Other relevant experience/background is viewed as very important by 31% and experience in client’s industry/job is viewed as very important by 26%. Effective communication of the process is viewed as very important by 78%.
  • Blue areas are potentially areas of difference compared to other applications of psychology
  • Considerations: Consider goals for coaching, have an outline of current role and organisational structure Assessment – clinical/psychometric; contracting (confidentiality, accountabilities, rates, session frequency/review/ endpoint), goals. Possible mental health needs. Collobarate on focus – what approaches work, previous coaching/psychologist experiences Appreciative enquiry, strength-based, CB techniques, homework, regular review. Attention to “critical moments”. e.g. SRS/ORS; DASS To coachee, to organisation (?), to profession, to supervisor Hawkins: Developmental, Resourcing, Qualitative; Proctor: Formative, Restorative, Normative; Kadushin: Educational, Supportive, Managerial Hawkins and Shohet’s 7-eyed model of supervision 1 – focus on the client and what and how they present 2 – exploration of the strategies and interventions used by the supervisee 3 – exploration of the relationship between the client and the supervisee 4 – focus on the supervisee 5 – focus on the supervisory relationship 6 – supervisor focusing on their own process 7 – focus on the wider contexts in which the work happens [the wider circles relate to the physical space, the internal and external stakeholder context, the economic, legal, ecological, local and global contexts].
  • Refer to Coaching Psychology units in UK and, particularly, Sydney
  • First question was: do we need a professional identity for coaching psychology in New Zealand . The answer was yes. Second question: what/how should it be?
  • Skills coaching – development of specific (work-based) competencies Career coaching – career decision making (inc. outplacement) Life coaching – personal goals and motivation (cf. mothers) Spiritual coaching – meaning and purpose in life Team coaching – building professional collaboration Peer coaching and mentoring – working with colleagues to coach each other Executive coaching – business and productivity Sports coaching – enhancing performance to achieve competitive edge Consider also coaching to support minority groups in the workplace: gender, ethnicity, age, ability …
  • Professionalism – accountability, ethical standards and CCP Applied understanding of psychology – understanding of mental health; theories and models of human development and change (motivation, positive psychology, systems theory, organisational and personal growth, resilience) Scientist-practitioner approach – evidence-based practice Effective intervention programmes for individuals, groups and organisations – experience in the process and application of validated interventions; facilitating development of effective strategies to deal with concerns about specific areas of performance/life/work goals Supervision for coaches within and outside our profession
  • S Farmer C P S I G P Npresn

    1. 1. Sam Farmer NZPsS Conference Palmerston North 28 August 2009 The Future Shape of the Coaching Psychology Special Interest Group in New Zealand CPSIG - for psychologists who coach
    2. 2. Breaking out
    3. 3. Coaching Psychology in NZ: Questions more than answers <ul><li>Breaking out and breaking in – my journey </li></ul><ul><li>Discovery: coaching involves engaging people to reflect and be more conscious of the impact of their decision making. Tell me more! </li></ul><ul><li>This presentation: </li></ul><ul><ul><li>Is framed within my own bias (executive-related coaching) </li></ul></ul><ul><ul><li>Considers that coaching psychology encompasses a wide client/need range </li></ul></ul><ul><ul><li>Intends to raise, rather than answer, questions about the place of coaching psychology in NZ </li></ul></ul>
    4. 4. Overview <ul><li>Two definitions </li></ul><ul><li>An application Coaching Psychology </li></ul><ul><li>Background to the establishment of CPSIG </li></ul><ul><li>The future of the CPSIG – your view </li></ul>CPSIG - for psychologists who coach
    5. 5. Definition (i) <ul><li>Executive coaching: </li></ul><ul><li>is a helping relationship between a client [with] managerial authority and responsibility … and a consultant </li></ul><ul><li>uses a wide variety of behavioural techniques and methods </li></ul><ul><li>[involves] a mutually identified set of goals </li></ul><ul><li>[aims] to improve … professional performance and personal satisfaction and … the effectiveness of the client’s organisation </li></ul><ul><li>[occurs] within a formally defined coaching agreement </li></ul><ul><li>(Kilburg, 2000, p67) </li></ul>CPSIG - for psychologists who coach
    6. 6. Definition (ii) <ul><li>Coaching Psychology is: </li></ul><ul><li>an applied positive psychology </li></ul><ul><li>draws on and develops established psychological approaches </li></ul><ul><li>the systematic application of behavioural science </li></ul><ul><li>[aimed at] the enhancement of life experience, work performance and well-being for individuals, groups and organisations </li></ul><ul><li>[for those] who do not have clinically significant mental health issues or abnormal levels of distress. </li></ul><ul><li>(Interest Group in Coaching Psychology, Australian Psychological Society) </li></ul>CPSIG - for psychologists who coach
    7. 7. Applications of Coaching Psychology (i) Matching Service to Need? <ul><li>Service – proportion of coaches with at least Masters in business or social sciences: </li></ul><ul><ul><li>In US - 90% </li></ul></ul><ul><ul><li>In NZ - 33.9% </li></ul></ul><ul><ul><li>[Brooks & Wright, 2007] </li></ul></ul><ul><li>Need - top 3 motivations for seeking a coach: </li></ul><ul><ul><li>To increase self confidence (41%) </li></ul></ul><ul><ul><li>Greater work-life balance (36%) </li></ul></ul><ul><ul><li>Explore career opportunities (27%) </li></ul></ul><ul><ul><li>[ICF Survey 2009] </li></ul></ul>CPSIG - for psychologists who coach
    8. 8. Ponder point (from de Haan, 2008) CPSIG - for psychologists who coach What is the support or competition from others/colleagues; view of other clients? What is the client bringing into the session in relation to the organisation, as well as themselves? What are predictables and unpredictables of the session? What are the expectations and demands from my profession What of themselves does the Coach bring into the session?
    9. 9. Applications of Coaching Psychology (ii) A Case Study <ul><li>“ Chas” was referred through word of mouth and initiated contact by email: </li></ul><ul><li>Senior manager in small private educational establishment </li></ul><ul><li>Goals: </li></ul><ul><ul><li>Kick start my job search/clarify direction – where I want to be in my professional life and where </li></ul></ul><ul><ul><li>Manage the team – enrich their life and mine </li></ul></ul><ul><ul><li>Manage up </li></ul></ul><ul><li>Presentation </li></ul><ul><li>Pakeha male in mid-40’s </li></ul><ul><li>Husband of ex-patriot </li></ul><ul><li>Father of two </li></ul><ul><li>Organisation is paying for up to 10 sessions, but is not asking for a report </li></ul><ul><li>“ I sometimes experience panic attacks” </li></ul><ul><li>Considerations </li></ul><ul><li>What might the coach need, and the coach invite Chas, to consider prior to the first meeting? </li></ul><ul><li>What key questions and processes need to be addressed in your first meeting? </li></ul><ul><li>What is the focus of the coaching sessions? </li></ul><ul><li>What might be my intervention considerations throughout the sessions? (approaches & models) </li></ul><ul><li>How might I review progress? </li></ul><ul><li>What and to whom are my key accountabilities? </li></ul><ul><li>What might be some models for supervision? </li></ul>CPSIG - for psychologists who coach
    10. 10. CPSIG background (i): It started with questions <ul><li>Who knows how to do this properly? </li></ul><ul><li>How do they know how to do this properly? </li></ul><ul><li>What is the formal pathway to establishing coaching credentials? </li></ul><ul><li>Where are the professionally relevant training opportunities? </li></ul><ul><li>Why aren’t more psychologists delivering relevant training events? </li></ul><ul><li>Who can provide appropriate professional supervision (why don’t many psychologists who coach receive relevant supervision) ? </li></ul><ul><li>How can we establish, inform and enhance an identity for coaching psychology in NZ (both for our own profession and for purchasers of coaching services provided by psychologists) ? </li></ul><ul><li>IE – is there a need for a professional identity for coaching psychology in New Zealand? </li></ul>CPSIG - for psychologists who coach
    11. 11. CPSIG background (ii): YES! There is a need for a professional identity? <ul><li>What/how should it be </li></ul><ul><li>Contribute to informing continuous professional development, including training and education, supervision </li></ul><ul><li>Development/adoption of a definition for coaching psychology </li></ul><ul><li>Open to psychologists from all scopes </li></ul><ul><li>Development of standards </li></ul><ul><li>Contribute to awareness within and outside the psychology profession </li></ul><ul><li>Contribute to recognition of need for accreditation </li></ul><ul><li>Keep up with national and international developments and network with other professional associations </li></ul>CPSIG - for psychologists who coach
    12. 12. The future of CPSIG (i): Does coaching need psychologists? <ul><li>An ex-psychiatrist on coaches: </li></ul><ul><li>[they do not need to] be trained as mental health professionals to be successful </li></ul><ul><li>the majority of therapists could [not] work successfully as consultants or coaches in organizational contexts </li></ul><ul><li>[their] attitudes, values, behavioural patterns, and personality traits … would make it difficult for them to adapt their ideas and methods to the typical corporate setting </li></ul><ul><li>[however,] the average consultant can benefit greatly from an increased knowledge of the unconscious dimensions and processes that influence behaviour regardless of the setting </li></ul><ul><li>(Kilburg, 2000, p. 17). </li></ul>CPSIG - for psychologists who coach
    13. 13. The future of CPSIG (ii) What is the nature of the need? <ul><li>Skills coaching </li></ul><ul><li>Career coaching </li></ul><ul><li>Life coaching </li></ul><ul><li>Spiritual coaching </li></ul><ul><li>Team coaching </li></ul><ul><li>Peer coaching </li></ul><ul><li>Executive coaching </li></ul><ul><li>Sports coaching </li></ul><ul><li>Minority coaching </li></ul>CPSIG - for psychologists who coach
    14. 14. The future of CPSIG (iii): What do psychologists bring to coaching? <ul><li>Professionalism </li></ul><ul><li>Systematic assessment and formulation </li></ul><ul><li>Applied understanding of psychology </li></ul><ul><li>Scientist-practitioner approach </li></ul><ul><li>Effective intervention programmes for individuals, groups and organizations </li></ul><ul><li>Supervision </li></ul><ul><li>Training and education </li></ul>CPSIG - for psychologists who coach
    15. 15. CPSIG’s future in your hands <ul><li>The questions that remain for you to consider relate to how you see the CPSIG in 12 months’ time: </li></ul><ul><ul><li>Is there a professional imperative for psychologists to enter the coaching arena? </li></ul></ul><ul><ul><li>What is unique about their contribution to coaching? </li></ul></ul><ul><ul><li>What will CPSIG be doing? </li></ul></ul><ul><ul><li>How will CPSIG be run? </li></ul></ul><ul><ul><li>Who will be CPSIG’s members? </li></ul></ul>CPSIG - for psychologists who coach
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