Appreciative Ontological Coaching: Paradigm and process
The concept that has most resonated with me from a paradigmatic view is strengths based coaching: Appreciative coaching leverages strengths to reach goals in a natural and logical process dedicated to transformational change based on the assumption of pre-existing strengths, where the coachee is essentially whole, worthy and capable. Coachees observe the words we use to describe our experience generated to our present reality and influenced by the direction of our future reality, as a result, change occurs in the moment. The nature of the questions asked sets in motion an open-ended path or direction for the system. The coachee becomes a more powerful observer of her observer which can instantly open up new moves. To sustain progress toward the desired end, both AI and ontological coaching incorporate a process whereby supportive structures and practices are co-created to;
- Retain high potential staff
- Encourage optimal performance
- Develop competencies for a strong succession plan
From a process perspective the social constructionist tenet applied to appreciative coaching principles and 4D framework model the steps for a community of people collectively experience positive emotion. The process formulates appreciating strengths and imagining an energizing future, positive change is accelerated and momentum is sustained. The AI coaching hypothesis has become perhaps the fastest growing innovation in the behavioral science field of Organization Development; not only at the individual level in coaching but in transformation of the social system. The center for Appreciative inquiry advocates that by applying AI coaching principles and framework the client’s self-awareness is increased, as a result they will understand how to better employ their strengths.
Appreciative Coaching Principles:
- Constructionist principle: Conversations look back at successes and how those can be leveraged into the future .
- Positive principle: Uplifting interactions between the coach and client focus on belief and connection building
- Poetic principle: Discussions inspire epiphanies or reframing of past disappointments
- Simultaneity: Marks questions that prompt a client to think in terms of possibilities and take the glass-is-half-full attitude over the opposite.
- Anticipatory principle: Dialogue guides the client to imagine the desired future without hesitation or to take action towards a positive, future outcome.
Appreciative Coaching Framework:
Discovery
- Establishing a positive connection between coach and client
- Leading the client to a more empowering perspective
- Affirming a sense of the possible
- Cultivating and supporting the client’s belief in a positive future (p. 108)
Dream
- Encouraging the client to create images of possibilities
- Inviting the client to give voice to his/her preferred future
- Affirming the client’s dream (p. 135)
Design
- Assisting the client in bringing the dream into focus
- Affirming the reality of the dream
- Supporting mindful choices and actions (p. 151)
Destiny
- Helping the client recognize his/her dream in the present
- Enabling the client to expand his/her capacity to create the dream
- Supporting the client in holding faith when the going gets rough
- Saying Namaste when coaching comes to a close (pp. 171–172)
Not only has this subject changed the way I view coaching, but the way I approach others. I have found myself using an appreciative lens, always making the best in the worst of situations. The paradigm of appreciative inquiry not only offered me an opportunity to re-frame, but also helped create my future through my own decision making. Not only can I inspire others, but I can drive buy-in and commitment. Using the appreciative lens to see the best of people and applying that to how we coach them has proven to be effective in a multitude of industries, and is not only a framework to apply in a process, but applying yourself to a new way of thinking and BEING …
References
Appreciative Coaching
Buckingham, M. (2007). Go put your strengths to work: 6 powerful steps to achieve outstanding performance. New York: Free Press.
Buckingham, M. & Clifton, D. O. (2001). Now, discover your strengths. New York: Free Press.
Hewitt, M. B. (2013). The importance of taking a strengths-based perspective. Crisis Prevention Article Library. Retrieved February 6, 2013 from https://www.crisisprevention.com.
Newhard, M. L. (2010). An exploratory study of competencies of appreciative inquiry practitioners: Discovery. Unpublished doctoral dissertation. The Pennsylvania State University, University Park.
Orem, S. L., Binkert, J., & Clancy, A. L. (2007). Appreciative coaching: A positive process for change. San Francisco: Jossey-Bass.
Rath, T. (2007). Strengths Finder 2.0. New York: Gallup Press.
Ulrich, D. (2008). Use your strengths to strengthen others. Workforce Management, April 1, 2008, p. 28–29.