The             mission

Summary of Therapeutic Coaching process

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Early sessions – formulating an understanding of the problems:

The person-centred counselling way of being created a warm, safe, non-judgemental relationship, built on trust and empathy.  We began to understand:​

• The client had not realised the impact of the missed promotion, and had been ignoring/suppressing a 'pressure cooker' build up of heightened anxiety for some time

• His need to ‘fake’ a continued sense of confidence with colleagues was at the root of his worries about being an ‘inauthentic leader’/imposter syndrome

• From childhood, the client finds intense emotions as highly uncomfortable  and threatening, resulting in the development of unhealthy coping mechanisms/safety behaviours (e.g. an intense need to feel in control during challenging times)

 

The middle sessions – creating, and practising solutions:

• To develop healthier emotional regulation, we enhanced client’s self-awareness of inner world, in relation to both his physical (body) and cognitive (inner voice) self.

  • Psychoeducation around the nervous system activation (FFF) and the power of parasympathetic nervous system (e.g benefits of mindfulness/breathing on stress reduction and enhanced presence )

  • Worked on the client’s ability to identify/feel emotions (E.I.), and used various coaching tools to assess daily stress levels, and to redesign optimal 'work-life balance'

  • Created a Wheel of Wellness to assess the areas of client’s life that contributed to holistic health and wellbeing, and identify any areas that had been neglected/deprioritised due to work pressures

• Explored and understood client’s ‘triggers points’

  • Drew on psychodynamic understanding to explore early life experiences and how his response in the present may be linked to the coping mechanisms he experiences in the ‘here and now’

  • Identified unhelpful ‘safety behaviours’ (e.g. black and white thinking) and used CBT techniques to challenge these ‘core beliefs’ about himself and others to create more balanced narratives

• Worked through his need to ‘be in control’:

  • Used the ‘Circles of Control' model to challenge client’s perspective on current experiences, explore alternative narratives, and develop new strategies to tackle issues

  • Enhanced client’s empathy skills by exploring how his behaviours impact others, and practised new healthier coping mechanisms (e.g. “Communication not Conflict”, and setting clear boundaries)

• Rebuilt confidence in leadership style and ability by focusing on a) strengths, skills, and personal qualities; b) Leadership style, enhanced self-acceptance and self-belief and c) values – identified client’s core personal and professional values and identified any areas of current misalignment/conflict

• Identified future developmental needs: a) think and communicate strategically; b) seek opportunities for strategic recognition; c) enhance ability to communicate influentially (personally and professionally)

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Final sessions: reviewing progress, fine tuning solutions, and planning for future

With deeper understanding about his strengths and desired organisational values, the later sessions supported him through process of applying for and achieving a Director role in a different company. The final sessions focussed on leaving his current organisation with a strong professional legacy and working relationships (including a renewed trust with his boss) and preparing to approach his new leadership role with maximum confidence, enjoyment and a new foundation of balance across his personal and professional worlds.