60 The Three Types of Action In Coaching There are typically three types of action a coachee can take. 1. Tangible Actions Tangible action can be seen, measured and verified. It’s concrete action that is easily recognizable and has a defined beginning and end (completion). 2. Discovery and Learning Actions Often a coachee recognizes within the coaching dialogue that they don’t know enough or have enough resources to move forward in the way they want. They are stalled or completely stopped by the unknown. This is when the coach and coachee brainstorm to identify what is not known and create an action plan for the coachee to find out all they can in order to make an informed choice on how they want to move forward. That action plan can include investigation, fact gathering or simply being inquisitive while keeping receptors wide open. 3. Evolutionary Actions Sometimes the most profound action a coachee can take may appear to be no action at all. Yet, in reality this type of action can be pivotal in that it calls upon the coachee to simply “be with” an emerging new awareness or perspective of themselves, others or their situation. It asks them to examine what is below the surface and reflect on what they have learned or the new way they are seeing something. It can also allow for the mental space needed to just work something out that is complex or to let thoughts, feelings and beliefs unfold by giving them conscious attention. Often, evolutionary actions result in sustainable change that fundamentally shifts behaviour. Again, coaches partner with their coachees to determine the best actions although coachees will usually defer to tangible and discovery/ learning actions as their choice. The evolutionary actions will often come from the coach in the form of a Request as the coachee is being stretched out of their comfort zone and into the depths below the surface. Most people are more comfortable with “doing” and least comfortable with just “being”. This can be a stretch for many. Setting Up Accountability In coaching, accountability is a vital component to Action Planning. Without this, the coachee is left on their own where even the best laid plans can get lost in a world of competing priorities. When setting up the accountability structure within the action plan, the coach asks the coachee to establish and clarify; Who they are accountable to. Setting up accountability partners OUTSIDE of the coaching relationship creates a template PART FOUR - THE 5 CORE COACHING SKILLS TANGIBLE EVOLUT IONARY DI SCOVERY AND LEARNING
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