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Giving Advice
I'm relatively new to the coaching profession although extensive performance related experience with workplace people issues have i guess, led me to the path that i've now embarked upon and am happy to be doing what interests me. Even in my short coaching career, i have one client and have been completing sessions with managers as part of ongoing training towards certification. In almost all cases so far, the coachee has expected an element of knowledge transfer from the coach during the conversation. In fact it has been commuicated in one of these sessions that the coachee expected the coach to be bringing something to the table other than just coaching. I to have used the switching of hats approach but in all honesty, it has never sat well with me even at this early stage of my professional development in this area. It sometimes feels as if i'm taking a shortcut during the coaching process by offering a "leg up" when you've run out of questions to ask the client and therefore, the advice option is an easy way to kick start the misfire during the coaching conversation. On reflection as i've read through the posts in response to Brian's entertaining ordeal, i'm wondering whether asking questions around the advice you have in your own head and challenging the coachee to discuss and test their knowledge on a subject that you know contains an avenue for solutions. The coach is then in a better position to test whether the coachee is willing to research that topic and others to find the information for themselves and set up a discussion topic around that research for the next session.To me, this would be a better way to continue to challenge the coachee to seek out and find, disseminate and reasoon for themselves what will suit without giving "direct" advice. I would of thought that this is the value that the coachee is seeking from the coach, an experience that they can't get from any other profession.