On some of the Discussion groups I belong to on LinkedIn there has been quite a bit of discussion on the topic of new tools for coaches: are there any, which do you use, and do they need them anyway?
The short answer has to be: yes, there are many; which you use will depend on your own experience, learning, preferences; and yes, coaches need them. In truth too many coaches (and for that read trainers and consultants) seem to adopt the ‘education’ view of coaching. You know what I mean? I trained to be a lawyer and I qualified in 1985, so what do I need new training for? For ‘lawyer’ also read dentist, doctor, teacher, professor or just about anybody who wants to be stuck in the groove of what they ‘learnt’ thirty years ago, and think that that serves the client well.
One of my scariest true stories occurred some ten years ago. I was called into a major (for the UK) food processing company to deliver a programme called Investors in People. This company employed hundreds of people, and had been owned by one man and run in a particularly patriarchal fashion. One year before he had retired, sold out to venture capital, and now they were aiming to get a return on their investment.
I stood in the corridor as some manager told me how pleased they really were to see me. Oh, good, I said.
Yes, he continued, only we’ve never had training before. I smiled at his exaggeration.
Well, I said, you’ve never done Investors in People before?
No, we’ve never had any training. I looked perplexed. He looked nervously around.
His colleague beside him took up the story. Occasionally we could do it, but we always had to have two trainers.
I am sorry, I said, I don’t understand what you are talking about.
Well, she said, you got fired if you were found training anyone – fired on the spot.
Really? I said. So what’s the point then of two of you doing the training, if you’re both going to be fired!
Ah, said the first manager. That was so you didn’t get caught! I seriously had no idea what he meant. You know, he said, one did the training, and one stood on guard to let you know if Mr X was wandering down the corridor!
Why did he do this? I asked incredulously.
He reckoned he paid you to do the job, so why would you need training if he employed you as capable to begin with? Fair point, eh? May be, but only in an antediluvian world.
We all need tools – and the insight and wisdom to use them effectively and appropriately. The good thing about good tools is that they help ‘sell’ the business proposition because people are attracted by the self-evident power of the tool, and it acts like a guarantor of the service provided by the person. Certainly, our Motivational Maps have worked in this way with some of our coaches.
Recently I came across a superb Canadian company, called appropriately The Coaching Tools Company, see www.thecoachingtoolscompany.com , which allowed me to trial some of their products. Very impressive indeed. I especially liked their Troll Travels – Who Am I? tool. Invariably as a coach one comes across defining identity issues; this particular tool makes this such a fun activity: you first make a list of all your qualities, and then are sent off to three bridge encounters. At each bridge you have to give away a certain percentage of your qualities to pacify the troll. You are left at the end with only 10% of your qualities, but these are the CORE you! Brilliant. Totally relevant to anyone reflecting on their personal or career development.
The other thing about these tools is how attractive they are laid out, which is always half the battle in presenting stuff to clients. So – check them out – well worth a visit. Sharpen one’s tools for the next round of coaching!
James
The Mapping Motivation Series 