The Articulation of Coaching Approaches

            There are such diverse needs, challenges, and approaches throughout coaching and oftentimes, coaching is defined by an articulation of various coaching approaches accompanied by various dynamics of a coach’s style. When it comes to understanding that articulation, there is a copious amount of research on a variety of different coaching theories and approaches. By leveraging the strengths of these theories and approaches, inspiring developers are able to develop people and leaders at every level through performance feedback, executive coaching, and career development while reconceptualizing mistakes amidst conflicts as learning opportunities (Leadership, n.d.). Through positive psychology, narrative conflict coaching, and action frame theory, the art of coaching is implemented with methodical purpose, credibility, and significance as a part of a growing profession known to inspire and develop people.

            Positive Psychology Coaching. As a science, positive psychology is at the heart of coaching where positive psychology coaching (PCC) seeks to improve short-term and sustainable wellbeing using evidence-based approaches of positive psychology to enable ongoing application (Passmore & Oades, 2014). There are four key positive psychology theories: strengths theory (ST), broaden and build theory (BBT), self-determination theory (SDT), and wellbeing theory (WT). Strengths theory (ST) is where “people will perform, feel and function better if they are using their strengths” (Passmore & Oades, 2014, p. 69). Broaden and build theory (BBT) proposes experiences of positive emotions broaden momentary thought-action repertoires in various situations. Self-determination theory (SDT) is a set of theories that examine the effects of motivation through three psychological needs: (a) autonomy; (b) relatedness, and (c) competency. When these needs are met, autonomous motivation and greater perseverance in accomplishing tasks grow in decision making capacities. Finally, wellbeing theory (WT) or PERMA theory suggests five domains of developing wellbeing: positive emotions, engagement, (positive) relationships, meaning, and accomplishment. These four theories are a part of the makeup of positive psychology coaching that encourages coaches to build up the wholeness and wellness of the people they coach.

            Narrative Conflict Coaching. Through conflict analysis and a narrative perspective as a collaborative product of conversation, narrative conflict coaching becomes an effective approach toward conflict resolution. Established in 1994, Stern commented on the potential of addressing conflict management within executive coaching, which led to conflict coaching as “the process in which a coach and disputant communicate one-on-one for the purpose of developing the disputant’s conflict related understanding, interaction strategies, and interaction skills” (Brinkert, 2006, p. 518). Integrating the point of view and context such as interpersonal, organizational, and cultural factors, conflict coaching involves a wide variety of relational circumstances. With a narrative perspective, conflict coaching extends beyond instruction and performance strategies, but rather through collaborative conversations strategies emerge instead of the consultation of a professional (Winslade & Pangborn, 2015). According to Brinkert (2006), there is a five stage to conflict coaching model: listening for the story and setting (stage one), inviting multiple perspectives (stage two), clarifying the intentional story (stage three), offering opportunities for living the story (stage four), and facilitating story review and (re)direction (stage five). Those stages are also informed by three territories of conversation and the three criteria of an event that informs narrative conflict coaching. To ensure that the conflict story is fully understood, the three territories provide greater clarity and consists of understanding the conflict story, asking questions to deconstruct the conflict story, and again asking questions to grow a counter story (Winslade & Pangborn, 2015). Finally, the three criteria of an event: denotation (facts about what happened), manifestation (beliefs and desires of the persons involved), and signification (relationship between what happened and its implications), aids the explanation of an event (as cited in Winslade & Pangborn, 2015). Amidst conflict that derails organizations and individuals, narrative conflict coaching is an approach that develops healthy reconciliation between diverse challenges and perspectives.

            Action Frame Theory. Within a result driven culture due to the organizational emphasis on having a return on investment, action frame theory (AFT) provides a diagnostic approach to reframe and enrich the origin and development of undesired behavior (Cocivera & Cronshaw, 2004). Action frame theory is a synthesis of social action and functional job analysis, which assists executive coaches to understand executive actions, behaviors, and consequences. Executive coaching can be best understood through Kilburg’s Model of Executive Coaching, which consists of four stages: defining the context, assessment of the executive, feedback and development planning, and implementation and follow-up (as cited in Cocivera & Cronshaw, 2004). With Kilburg’s executive coaching model, there is a seamless integration with action frame theory and the seventeen dimensions of executive coaching that are classified into three foci: system focus, mediated focus, and executive focus (as cited in Cocivera & Cronshaw, 2004). As a result, action frame theory “provides the analytical framework to help executive coaches determine the desired consequences and how they can be and are being achieved” (Cocivera & Cronshaw, 2004, p. 243). Through the five basic components in action frame theory: conditions, means, action, results, and consequences (Cocivera & Cronshaw, 2004), there is a clear process for developing executives who carry significant responsibility for their organizations. Being able to leverage research and articulate coaching theories and approaches, inspiring developers strengthen their art of coaching as well as their foundation in the profession.