Wie baut man eine inklusive Coaching-Beziehung auf?

Yes, understand your biases. And, as a coach, observe and reflect literal observations while asking open-ended questions that allow the client to interpret their words, their assessment results, their body-language, etc. The more we put the power of interpretation in the client's hands, the less likely bias has a place in our coaching sessions.

If you are human, you have biases. Although we may like to believe we are unbiased, we are products of our upbringing, our social connections, our family associations, our education, where we live, and so much more. The first step is to understand what your biases are. Then it is up to you to listen and react with an unbiased point of view to ensure that your client has an effective coaching experience.

In my experience, a mindset of curiosity is an overriding focus that honors the coachee because it by it's very nature, curiosity listens not to simply to understand but to expand the boundaries of any previous personal perception. My experience may influence the questions I ask but the answers to my questions are for the coachee to interpret for themselves. The coachee controls the answers which directs the conversation. They will always hear the words they say to themselves more deeply anything that I say. My job is to reframe what they have said to be sure we are both in mutual understanding. This is a very bonding and powerful experience for both coach and coachee and helps to overcome any assumptions, judgments, or stereotypes.

Early in my career a coachee pointed out to me that my enthusiasm would change depending on what she shared. While it was always positive, she found herself taking cues from my energy. It was something I was not consciously aware of. Her insight bravely shared with me allowed me to see that as a coach, I must balance my own body language so that I do not create any self consciousness with my coaching clients. This further creates a safe space for sharing.

True "active listening" is critical to forming a trusting relationship in any coaching situation. It takes many hours of coaching practice to listen with curiosity and interest rather than judgment.

You also need to be ready to refer a client out to another coach. I like to look at inclusivity from a bigger perspective than just what I can offer. How can I invite my client into coaching and do what's best for them? So, yes, I want to be actively working on my own biases AND I want to make sure I'm serving the client, and sometimes that may mean acknowledging that you are not the best to serve them. That means part of my responsibility in creating inclusivity and access for the coaching profession and my clients in forming relationships with other coaches that can serve different populations and their needs. It also means I can be inclusive of other coaches by inviting them into new industries or client segments in doing so.

In my experience, the key to creating an inclusive coaching relationship is setting some ground rules at the beginning of the relationship. Tell the client that you have created a safe place for them to explore their thoughts, feelings, and goals. Then ask them how they prefer to work together and honor their request.

I use assessments, worksheets, fillable modules, gamification, group coaching and learning pods to help my clients on their growth journey. Some clients like videos, others prefer time to reflect independently and many enjoy thinking out loud with me as we talk through their situation. Recognizing what is a fit for each coachee is an important skill for a coach to have.

Creating a safe. And supportive space requires us to leave our biases, opinions and personal values at the door. The goal is to provide a judgement free zone where clients are able to freely express themselves. Our values and beliefs might not align with those of our clients so the focus must always center on the client and helping them accomplish their goals. A supportive environment allows this to happen.

Setting boundaries is critical to coaching success. When I was a young coach, one of my early clients acted as though we were engaging in therapy (which is very different from coaching). I ended up asking him to sign an agreement to clarify the intent and purpose of our sessions. After that boundary was set, we continued to have a long and mutually rewarding coaching relationship.

Helping leaders understand the value of their diversity is something that is a passion of mine. When leaders embrace inclusive leadership skills that inspire and challenge their team members, that is the ultimate gift of coaching.