Debrief on the coaching session
The coaching session went smoothly, and the coworker was cooperative and eager to learn. On my side, I tried as much as possible to apply all that I had learned in class to impact change on my coworker during the coaching session. I extensively focused on increasing the warmth during the coaching session through the use of social intelligence and vitality. As Moore, Jackson, & Tschannen-Moore (2016) note, it is vital as a coach to increase the warmth as it plays a central role in remembering our experience with people, and it makes us more ready to help in the future.
During the coaching session, each stage was addressed different based on the needs of the coworker. For stage one, which is pre-contemplation, the central focus was rebellion and reluctance, which I noted the coworker was trying to find with to enact change. What was evident was that he knew about the problem that needed replacement. But considering the situation, it as not possible for him to make any change. For the second stage, which was contemplation, I noted that the previous stage was still exerting some accrued influence over his behaviour, but he was becoming more open, which is a good indication based on my evaluation. For the stage, which is determination, I noted that the coworker had started contemplating the pros and cons of the change. It was good progress, and all I needed to encourage is openness, which will help me give him professional help. For the fourth stage, which is action, it was evident that the coworker had not made any plans to change the behaviour, which was primarily influenced by the fact that he had not previously admitted that he had a problem. For the last stage, which is a maintenance, I was glad to inform the coworker that stopping a behaviour comes with its issues due to temptations and situations.
The changing issue that the coworker wants to address was passive aggression, which he felt that it had gone too far, and he needed to enact change. He thought that his passive attack mostly affected his ability to interact with people, as many people perceived him as a rude individual.
Various emotions were expressed during the session. One of the feelings was mindfulness. I realized that for the coworker to be able to address his problem through change, he must show mindfulness, which is showing nonjudgmental awareness of the present. I was well aware of how to impart this emotion to him. I felt it would be instrumental in helping him deal with his problem of passive aggression by being able to relate with people actively. Another emotion that was expressed during the session was empathy. This notion entails a respectful understanding of another individual experience, including desires, needs, and feelings. I felt that my coworker developing a sense of empathy would help to be assertive in his actions rather than been passive when interacting with people.
From the coaching session, I noted that the coworker was reluctant, and this what affected his ability to change. What I learned about the most about coaching is that one should have affirmation while coaching, which implies acceptance and appreciation of the needs of the individual seeking change. My greatest challenge during the session was courage and authenticity, and I would love to learn how to develop them effectively.