With 2020 behind us, social protests and politics remain with us as we continue to struggle living through a pandemic. What we say and do, continues to define us and our legacy as coaches and continues to shape the impact we have on others. Therein lies both the challenge and the opportunity.
Coaches must re-address their coach approach through the lens of diversity, equity, inclusion, and belonging (DEIB) in every coaching exchange - adapting and evolving their mindset and presence to their client’s needs. Coaches need to embody the ICF competencies with a laser focus on building DEIB awareness, knowledge, and discipline to be an effective and empathetic coach.
After 35 years working in various corporate positions in human resources and diversity, my focus now as a Coach is to share my knowledge with as many people as possible so they can bring diversity and inclusion into their coach approach; deepening their presence and creating a more open mindset and safer space to enhance and support their client's experience.
As coaches, we need to:
- Be more knowledgeable of and aware of both similarities and differences
- Challenge ourselves to identify our own unconscious biases
- Gain clarity about those aspects within our coaching that may be open to bias
- Expand our perspectives and respect for a client’s identity, experiences, values, and beliefs
- Adapt our coach approach by reframing our thought-provoking questions
For many coaches, changing your perspectives after many hours, and even years of coaching may feel like a daunting task. However, with an open mind - and an open heart – and by incorporating formal studies, self-reflection as well as practicing, coaches can evolve their skills to be even more effective. This is an imperative for every professional coaching today.
I will be posting again, sharing my thoughts, insights, and advice for those who want to take the courageous step forward and Embrace Diversity in Coaching along their DEIB journey.