Primary data

Experience of the coach’s personality

When asked to describe her personality, Emma stated that she was an open, optimistic and resilient person. She stated that she was empathetic and able to understand that the coaching process is a vulnerable one and that she allows for that vulnerability: “Jso I think I am quite an empathic person, I understand that vulnerability. And I’ll acknowledge it and honour it.” She also stated that for her, values were important in the coaching relationship. Her value system included compassion, kindness, accessibility and transparency.

When Kevin was asked to describe Emma’s personality, he indicated that Emma was a good listener but somewhat reserved in nature: “I think she’s quite a reserved person.”

55

Experience of the coachee’s personality

When asked to describe his personality, Kevin stated that he was an outgoing person and someone who listens well to others. He stated that he was an easy-going person.

The coach described Kevin’s personality as open, warm, optimistic, resilient and cheerful. Emma also stated that Kevin was honest.

Experience of similar personality factors by the executive coach and coachee The section below will delve into the experience and perception of similarities elicited from the semi-structured interviews with both parties and the influence this had, if any, on the coaching process.

What was interesting to note was that before the question of similarities between personalities was asked, Emma indicated that they had similar personalities. When asked to describe Kevin’s personality, Emma stated: “Very similar in many waysJ I think he’s a very resilient person. Which I am tooJI think he’s J incredibly honest J which I am too.”

Emma saw her own and the coachee’s personalities as being similar: “Very similar in many ways”. She saw both him and herself as being optimistic and resilient. Emma noted that she and Kevin “J hit it off!” She also stated “Jperhaps you should not match your client quite so accurately.” She noted that it was important not be too similar “Jbecause maybe you need some edges.” Emma stated that she and Kevin had similar values and that according to her, a match in values pivotal to the coaching relationship: “But I do believe that if people have got the same values, in terms of integrity and honesty and that kind of thing, then coaching, you’re going to be able to build a deeper relationship.”

Kevin also indicated that he saw Emma and himself as having similar personalities. Although not the focus of this research, both respondents in this case had previously completed the Insights Discovery (2013) Evaluator. Insights Discovery uses a four colour model, based on Carl Jung’s theory to indicate personality preferences. The

56

four colours of personality include: Fiery Red – Extroverted, action-oriented and energetic; Sunshine Yellow – Extroverted, friendly and persuasive; Earth Green – Democratic, accommodating and values driven and Cool Blue – Analytical, introverted and detail-focused. It is based on Jung’s theory of opposites (Jacobi, 1973). The coach and coachee reportedly had the same colour type.

Experience of modelling in the executive coaching process

Emma spoke about modelling and the need for the coach to model certain behaviours, such as vulnerability, to allow the coachee to be able to do the same: “JI think modelling accessibility, willingness to be vulnerable, because a person has to be quite vulnerable sitting there as the person being coached, it’s a vulnerable position to be inJ”

The experience of support vs. challenge in the coaching process

Emma cited her provision of support for Kevin as a 50:50 split between support and challenge.

Kevin viewed the ratio of support to challenge as a 20:80 split. Although supported, he clearly stated: “I never really got support if I wanted to complain”. For Kevin, there was a lot more challenge during the process and the challenge is what made the coaching process successful. “So, I think the whole success of my journey with my coach, was definitely the challenge, so the challenge is far above supportJThere was not one session that I didn’t feel challenged and I quite liked thatJBut it was a good challenge. I also believe that I made it quite easy to be challengedJin my journey there was set challenges that Emma gave me and that’s what we then, between sessions, started work on and when we came back with the result, it was challenged and it was a good thing.”

Relationship factors that influence the executive coaching process

There were several factors within the coaching relationship, which were expressed as having influenced the coaching process.

Trust was expressed as a pivotal factor in the coaching relationship. Emma described her relationship with Kevin as: “We were allies”. “So they’ve really got to

57

trust you. They’re puttingJ a lot in the coach’s hands.” “I mean if there’s no deep relationship of trust people aren’t going to take a risk. Why would they? I know that from my own coaching. So I think Kevin and I just had an instant trust in each other.”

Confidentiality was expressed as being important to the relationship, as was respect.

Emma also indicated that the coach needs to believe in the coachee’s ability to change: “So if the coach doesn’t believe that the person is going to change, the person isn’t going to changeJSo somehow that has to be communicated to a person likeJ without the sort of rah, rah, rah. But you have to communicate that absolute belief. That this is a stretch, but do you know what? You can do it. So I think when you have that relationship, whichJ it’s a completely different kind of relationship, because it’s quite I think, an intimate space. And they have to be able to trust that personJit’s a felt sense rather than a spoken sense.”

Emma also stated that the relationship was enabled as Kevin was committed to the coaching process: “JI mean Kevin was committed to coaching. He was always on time, always cheerful, always interestedJ”

When Kevin was asked to describe the coaching relationship, he stated that Emma made him feel at ease: “JI feel very comfortable with Emma. And I am comfortable enough to share things with her that I won’t share with anybody else in the working relationship.” Kevin also stated that he knew everything they spoke about was confidential: “JSoJthere is definitely confidentiality there. IJfelt from the get goJ”

He also felt that it was a caring relationship and one in which he felt heard and understood: “Jshe understands me and she had time to listen.”

Emma and Kevin explicitly stated that they viewed the relationship in a positive light and that the outcomes set at the start of the coaching journey had been met.

Coaching outcomes:

Kevin did not go into great detail about the anticipated outcomes of the coaching process. He, however, did state that the coaching had been successful and he was

58

happy with the outcomes “So we had five clear areas of my life and work life that I wanted to explore and do better, and we have addressed four of the five with great success.”

Emma indicated that they had achieved what was set out within the coaching and indicated that they had had a shortened series of coaching “Jbecause he’d hit all his agenda items, he ticked them all of and he was happy, he got to a place. And he wanted to park the rest of his sessions for the future. Which IJ yes we, you know when it’s finished. Yes, we go to a point. And it doesn’t matter that it’s early, it matters thatJwe’d hit the goal.”

What does coaching allow for coachees?

From Kevin’s perspective coaching allowed for the feeling of really being listened to and heard “Jshe understands me and she had time to listen.” The coachee also indicated that coaching had allowed for personal growth and development “Jgrowth in a way that one, I think about myself. Growth in the way that I coach othersJ”

What does coaching allow for executive coaches?

When considering the factors coaching provides for the coach, it was evident that Emma derived real satisfaction in her work as a coach “You know coaching is an extremely wonderful occupation. It’s not an occupation it’s a calling. It’s an incredible privilege to actually be walking with this person while they want to learn and grow and develop. It is just amazing.”