¿Cómo puedes crear un entorno de coaching inclusivo?

First, I create a safe space, free of valuing and judging. I then introduce the first half of a video, case or story about a "third culture",then I request the participants to share their perceptions and observations. I respond by showing the second half of the input, where a person from this "third culture" shares her/his perception of the identical situation. After that, we explore where one´s own perceptions and observations came from and work our way down to what´s beneath the surface. Together, we start our journey towards sensing and overcoming unconscious bias by shifting from"How do other cultures see me?"to "What kind of communication am I receiving / what am I sending?","from "Whom am I excluding", to "How can WE better include"?

Something that I like to start any coaching assignment with, is - having an unbiased approach and a very inclusive language. Bring these two aspects actively at the onset of the session and set some ground rules on the language and tone.

Self-reflection in understanding your own cultural background and how it shapes your worldview and interactions as well as being aware of your biases, both conscious and unconscious, are essentiell in intercultural coaching. Only then you can foster an inclusive coaching environment that values and supports all participants and you can adapt your coaching methods to meet the diverse needs of your participants. Equally important is to listen genuinely to understand participants' perspectives and build trust and practice compassion with your clients.

As mentors or coaches, we must first understand our own cultural background and acknowledge any biases—conscious or unconscious—that could influence our coaching style. Engage in self-reflection or implicit bias training to uncover and address these biases. For example, a coach might have an implicit bias that clients from certain backgrounds are less likely to be assertive. Recognizing this, they could actively seek out counterexamples and research, participate in cultural competence workshops, and consult with peers from diverse backgrounds to challenge and change this preconception.

It takes practice and lot of self reflection to understand our own bias. They are so subtle and engraved that we don't even think of it as a bias. Watching and talking to people from different countries can help us understand our own thinking. We use this knowledge to create content that is taken is a good taste and not back fire.

I need a Lot of research. I gather insights about the topics that you have already described. I do this, because I acknowledge that with all my content creation, my quantitative and qualitative approaches and methodology, I don´t have all the answers for my clients. We need to develop them together and adapt them to their specific context, which means that we will also own the outcome together. I do this, because I need to understand what questions I need to ask. I would like my approach to be inductive, experiential and immersive. I invite my clients´participation to create value, meaning and applications together with me, instead of informing them about the way they should see the world.

I spend much time understanding the context because this is the only way to assess the situation and understand how I can make an impact. For instance, if you are coaching a client from a culture that places a high value on community decision-making, you might adjust your coaching techniques to incorporate discussions about community impact and collective well-being. This demonstrates respect for your client's background and can make your coaching more effective and relatable.

True communication skills involve adaptability. You can't say the same things to all audiences. That wouldn't be effective. Learn the unique needs of your audience and modify your tone/delivery accordingly.

Flexibility means respecting the client’s cultural norms and fostering a more effective collaborative coaching relationship. For example, if a client comes from a high-context culture where indirect communication is the norm, you might need to focus more on reading between the lines, interpreting nonverbal cues, and offering feedback in a nuanced, less direct manner. On the other hand, with clients from low-context cultures that value directness, you’d ensure your communication is clear, straightforward, and unambiguous.

En mi experiencia, crear un entorno de coaching inclusivo implica adaptar tu comunicación a las necesidades de tus clientes. Construir confianza a través de un lenguaje claro y respetuoso, y evitar malentendidos, son fundamentales. Ajustar tu enfoque para que conecte con tus clientes garantiza un coaching efectivo y atractivo.

Arrange regular feedback sessions where each individual is given the opportunity to express their thoughts on the coaching process. To facilitate more inclusive and productive discussions, provide guided questions that encourage reflection on various aspects of the coaching. For instance, ask questions like, "What aspects of the coaching are working well for you?" and "What changes could make these sessions more effective for your learning and growth?" Additionally, create a safe space where feedback can be given anonymously, if preferred, to ensure that even those who might be hesitant to speak up feel comfortable sharing their insights. This structured approach to soliciting feedback ensures that you are gathering diverse perspectives.

It's vital to recognise that your own lived experience as a coach or consultant is not the only lived experience in the room. By using case studies, you can enhance the confidence of clients that you're bringing an intersectional view to the table.

Commit to your professional development by regularly updating your coaching techniques and expanding your understanding of diverse perspectives. This can involve attending workshops, participating in coaching forums, or engaging in cultural competency training. Additionally, reflect on the feedback received from your coaching sessions to identify areas for improvement. By continuously educating yourself and adapting your approach, you can better address the unique backgrounds, experiences, and learning styles of the individuals you coach.

To create an inclusive coaching environment, it's vital for mentors and coaches to occasionally take on the role of mentees, deepening their empathy and understanding of the coaching process from the learner's perspective. Engage in programs where you, as a coach or mentor, become a mentee. In this role reversal, pair up with individuals from different backgrounds or skill sets. This experience allows you to gain firsthand insight into the challenges and perspectives of being on the receiving end of coaching. It can deepen your empathy and enhance your ability to tailor your coaching methods to diverse needs. This role reversal can also expose you to fresh perspectives and ideas, contributing to your personal and professional growth.