Coaching is a frequently used intervention in developing people across a wide range of needs, and it has grown over the decades. The ever-changing nature of coaching practice means we must focus on the totality of the coaching offerings and its coaches. The fundamental issue in coaching lies within the understanding of it and its process. This ever-changing practice means that the coaching process has to be thought of differently. In the view of Cushion (2007), the coaching process often seems disconnected from the richness of lived experience. However, to understand the main point of this article, the reader needs to understand some background information. To define the coaching process, Miles (2003), used the idea of the cycle of observation: analysing, goal setting, planning and monitoring. This process seeks to raise each individual’s awareness of the impact of his or her style or behaviour, to maximise unique strengths and to teach new tools in order to achieve desired results. The coach implements the coaching process in order to help each coachee achieve their personal goals which, in turn, may influence their attitude, lifestyle, aspirations and abilities.
Authors Goleman, Boyatzis and McKee (2013), in the Primal Leadership, found that 79% of leadership success connects to the leader’s ability to display emotional intelligence. The authors argue that the way we handle ourselves can determine life success more than IQ can. The leader’s emotions are contagious; the energy of enthusiasm drives the organisation, but when negativity and dissonance is spread by the leader, the organisation flounders. Keeping personal feelings distanced from the organisation and its parts can be challenging at times. As for the leader, any unexpected emotions could indicate a weakness.
The attempt to manage unwanted feelings becomes tiring when under control. The risk of losing the leadership position increases the fear of failure, depression, burn out, stress etc. Quite often it weakens the ability to reach targets or satisfy the needs of prestigious clients. With this in mind, leaders start looking at the possible triggers, and at ways to overcome these emotional obstacles. Very often, the result is taking part in seminars, workshops, executive and leadership coaching as well as other forms of training on how to be a better leader. Unfortunately, many of those who work with the issue on a conscious level still leave behind what is hidden and unspoken. Some of the theorists would argue that emotional difficulties are only resolved in the counselling room. However, with the world going forward and applying new therapeutic methods in a shorter period, there is an original coaching intervention coming forward.
Process Coaching: what is it? Sigmund Freud developed a theory of the unconscious and repression as a product of an individual’s life history, in which something that was once conscious is now rejected or eliminated. In contrast, Carl Jung discovered collective unconscious and became aware of our shared humanity. This lies in understanding our personality and in understanding why we behave as we do. Jung also believed that there is no personal growth without suffering, and no progress without growth. We may not need to suffer but learn from his discoveries, and turn it all into personal gain. By bringing the unconscious, history, culture and archetypes together, Jung proposed a way to become who we are. The phenomenology of Bert Hellinger offers a new method of analysis of family origins and self-sensory experience of the world called “what is”.
We experience work without limits, judgments or preconceptions, which we put in the way of direct perception. The profound reality stays hidden under layers of story, judgment and assumption, and is truly unable to reveal itself.
Process Coaching is a way of working with emotional intelligence, unfolding layers of conscious to reach the unconscious and connect to repressed memories. It is a journey through emotions to the core emotional blockage. By acknowledging the core issue and transforming it into the pure energy of love, we start to understand ourselves and become free from any emotional entangles. It is working through emotionally charged issues and turbulences. The method helps leaders to understand their unconscious needs, and it encourages their true potential to experience the deep satisfaction of life and work benefits in emotional stability.