Su writes, “One of the ways we use coaching in organisations is through Action Learning Sets, which we describe as many-to-one coaching. It takes some real commitment and discipline for learning set members to put aside their enthusiasm for telling other people what to do, and instead listen really deeply, asking questions that help the Thinker have fresh insights into their situation. It’s a privilege to watch this happen!
Last week I was working with an Action Learning Set where the Thinker’s problem felt intractable: that was evident in how she was describing it, her tone, the language she was using and her energy. As she explored, eyes moving across the room as she considered the situation, the rest of the learning set were holding her with empathy and respect. There really was little they could add – this person had been struggling with the particular issue for several years, and she had tried many solutions in that time.
As we were coming to the end of the time, something in her shifted. She was sitting up a bit straighter, there was a determination in her voice and actually a calmness that hadn’t been there before.
What had happened? She’d got to the nub of the matter: it might have appeared to be a small thing but it was the absolute thing that mattered.
And what was different for her? She took a deep breath and described a lightness, a real sense that she could approach this situation with a sharp clarity on specifically what might lead to movement as opposed to the heaviness she’d described when we set off.
I do wonder sometimes if the value of just being in the company of a group of supportive people in an ALS, all eager for you to do some good work and believing that you are able, capable and resourceful enough is in itself the catalyst that’s required to make a shift – just that encouraging and challenging presence opens up new possibilities.
If you’d like to explore more about Action Learning Sets, get in touch with Su.“
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