!!Coaching as Knowledge Creation
!Introduction
I was talking about the coaching process with my Coaching Supervisor. we were discussing the implicit power-relationship in coaching (Expert - Novice) and how we could work with any positive aspects of that and reduce any negative aspects.

I wondered if it was useful to think of the coaching process as a form of mutual learning - or indeed as a form of mutual knowledge creation...

Some questions..
* Who's learning is most important?
* How might client learning and coach learning differ?
* what behaviours will support learning?
* what behaviours will hinder learning?
* relevance of [Patterns] as a way of expressing this?

Areas of learning?
* what is the client's objective?
* what factors relate to that objective?
* how to progress towards that objective?
* what works best with this client, in this context, at this time?
* meta-learning I - how to extend this learning to other coaching work the coach does?
* meta-learning II - how to get better at this mutual learning?

!Client Learning
Obviously important - the reason the client comes to the coach is to learn ways to deal with their situation... Not sure how well standard [GROWModel] handles learning - especially learning that develops between coaching meetings. The simplest teaching of the GROWModel treats it as a pattern for each session, without necessarily linking up explicitly to work that has happened before..
This, I think, is one of the areas where SolutionFocusedCoaching scores with the explicit consideration of what has worked well
Still to answer - what behaviours will support client learning?
!Coach Learning
what are the areas of coach learning?
* about content - what issues is this client facing?
* process - which questioning approaches seem to work best with this client in this situation today?
* (up a level) what is going on with this client over time?
* (up a level in a different direction) what processes work best with this client over time
* (up a second level) what works best over time, over multiple clients?
* (up a third level) how to make this learning work better?
I feel a diagram coming on!
!Enterprise Learning
In the case of an enterprise that is using coaching / seeking to encourage coaching styles of leadership...
* how do you evaluate the overall success of this approach?
* what behaviours support this approach - both coaching and learning?
!How to investigate this issue?
How could this be approached using ActionResearch ?
Is there a way to use [ActionResearch.Philosophy] to guide? Especially the use of [ActionResearch.QuestionsToGuideReflection] ?
!Background Reading
have started collecting links at CoachingKnowledgeResearch, also some book references at CoachingBooks

CategoryCoaching
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