This coaching intervention is about creating a safe space for the coachee to test new ideas on how to influence their manager without the benefit of ‘title power’. It is often a cause of frustration and centres around the coachee not finding a way of being appropriately assertive. In their communication style, they will typically undershoot and consequently appear evasive or overshoot and consequently appear blunt or rude.
I use communications models to work on communications styles with my coachees, using models such as Thomas Killman to assess my coachee’s current style, understand the likely style of their managers and what they can do to align more closely to get their message across in effective ways.
When I am monitoring progress and assessing real evidence of positive change, I will use Kolb’s experiental learning model to allow my coachees space to reflect on their new practices and embed new learnings that are contributing to more effective communication with their managers.
I also employ the ‘empty chair’ technique to give my coachees the space to reframe their situation and try to see it from the view points of the other key players in their ecosystem.