This slideshow follows the manual.

1. © Rudy Vandamme, Ph.D.
Rudy Vandamme, Ph.D.
Developmental coaching
www.coachingforprofessionals.net
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2. © Rudy Vandamme, Ph.D.
The five pillars of the approach
1. Collaborative dialogue
2. Goal oriented
3. Identity based
4. Enhance self-guidance
5. Situate in larger whole
Hard copy or epub available: www.coachingbooks.net
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3. © Rudy Vandamme, Ph.D.
How to lead a coaching conversation?
How to work with deeper identity issues?
How to enhance ownership and self-guidance?
How to tackle the human quest for meaning?
 Looking for an inspirational approach that turns problem
solving and quick fix, into a meaningful way of guiding.
Questions
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4. © Rudy Vandamme, Ph.D.
Set up a coaching framework 1
Tell your client what you are going to do
>> negotiate a coaching frame
Tell your client what you are doing
>> engage your client
Tell your client what you have done
>> educate your client
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5. © Rudy Vandamme, Ph.D.
Examples:
‘Coaching is about helping you to sort out what you want and
sustain you as you progress along your path’
‘I want to have an authentic dialogue with you and my core
expertise is to structure your issue in such a way that it is easier
for you to cope with your challenges’
‘I am not going to solve it instead of you. I need your collaboration’
CREATE YOUR OWN ELEVATOR STORY THAT FITS YOUR
SITUATION
Sell an idea. Inspire with your pitch.
Elevator pitches 1
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6. © Rudy Vandamme, Ph.D.
Leading
the
process
Pacing
the client
(listening)
1
(zone of proximal
development)
Collaborative
dialogue
4
Collaborative dialogue

7. © Rudy Vandamme, Ph.D.
Collaborative dialogue
(triangular setting)
1
✔X
✔
✔
5
Use 45° tot 120° positioning

8. © Rudy Vandamme, Ph.D.
issue
1
1
2
3
3
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Collaborative dialogue
(three ways of looking)
1. Social eye contact
2. Looking at the client’s issue
3. Coach and coachee keep pace with their own inner processes

9. © Rudy Vandamme, Ph.D.
The Fork model
© The Fork model, Rudy Vandamme
A model for structuring a coaching conversation
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10. © Rudy Vandamme, Ph.D.
Well-formed =
• Differentiate 4 tracks of progress.
• Align goal oriented projects to personal
development & to the development of the
whole of which the coachee is part.
• Always make the reflection on self-guidance a
part of your coaching conversation.
• Learn to become more skilled at switching
tracks.
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11. © Rudy Vandamme, Ph.D.
Coach
Four tracks of progress
Client
Self-guidance
Greater whole
Identity
Project
Create meaningfulness
Structure goal-oriented action
Enhance the skill of self-guidance
Place events in a life narrative
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12. © Rudy Vandamme, Ph.D.
Coach
Goal-oriented project
Client
2
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Self-guidance
Greater whole
Identity
Project

13. © Rudy Vandamme, Ph.D.
Goal-oriented project 2
1. The client talks about a present state that feels negative.
2. Coach: in contrast with that situation, what would be
your goal?
Problem Goal
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14. © Rudy Vandamme, Ph.D.
Coach
Identity development
Client
3
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Self-guidance
Greater whole
Identity
Project

15. © Rudy Vandamme, Ph.D.
Identity development 3
1. How old are you now?
2. Are you in the middle of something, at the
beginning of a stage of life or at the end of a
stage?
3. What is typical for your personal development
now?
4. What do you need in order to progress in who
you are? (to become whole)
Now
Development theme
Fragmented Integrated whole
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16. © Rudy Vandamme, Ph.D.
Coach
Self-guidance
Client
4
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Self-guidance
Greater whole
Identity
Project

17. © Rudy Vandamme, Ph.D.
Self-guidance
Self-guidance
4
1. Assessment (bring a project or ID development in
mind)
• How are you dealing with your project progression?
• How are you dealing with your identity
development?
2. Progress: How can you improve the way you are
steering yourself and your project?
3. Intervention: Do you have that skill already available in
other contexts of your life?
Lacking skill Learned skill
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18. © Rudy Vandamme, Ph.D.
Coach
Greater whole
Client
5
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Self-guidance
Greater whole
Identity
Project

19. © Rudy Vandamme, Ph.D.
Exploration of meaning 5
Greater whole
1. Connection: what is the larger whole which gives
meaning to your work? Is the organization your larger
whole?
2. Participation: what is your participation in it?
3. Dream: what kind of improvement would you like to see
in the organization?
4. Progress: In what way are you a walk-the-talk of that
improvement?
Suffering Participating
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Victim Ownership

20. © Rudy Vandamme, Ph.D.
Coach
Four tracks of progress
Client
What is your contribution to the greater whole?
What are you doing?
How are you dealing with …?
What do you have to learn in order to be
more effective at …?
Who are you?
What is your actual theme of personal development?
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Self-guidance
Greater whole
Identity
Project

21. © Rudy Vandamme, Ph.D.
Your skill of self-guidance
Your identity & personal development
A goal oriented project
Development of the whole
In what way is your development
linked with the development of the
whole of which you are a part?
In what way is your project
aligned with your personal
development?
Alignment
Client
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22. © Rudy Vandamme, Ph.D.
Coach
Meaningful progress
Client 2
3
4
5
1
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Alignment Self-guidance
Greater whole
Identity
Project

23. © Rudy Vandamme, Ph.D.
Coach
Conversational flow
Client
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Self-guidance
Greater whole
Identity
Project

24. © Rudy Vandamme, Ph.D.
SELF GUIDANCE
GREATER WHOLE
PROJECT
IDENTITY
PS: DS:
DS:
DS:
DS:
PS:
PS:
PS:
CLIENT
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Template for notes

25. © Rudy Vandamme, Ph.D.
The book is a detailed manual
that helps you structure
conversations in a coaching way.
Developmental coaching
www.coachingforprofessionals.net
rudy@coachingforprofessionals.net
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Hard copy or epub available: www.coachingbooks.net