I’ve been experiencing and learning about human development both personally and professionally as I approach six months of my new professional life as a consultant and coach. As readers of this blog know I like to quote Dr. Fred Newman who created a methodology and practice (social therapy) that has given thousands of people around the world the opportunity to develop and create their lives.
Fred used to have a call-in radio show called, Let’s Develop!. I’d take time and carefully design questions for Fred and call into the show almost every week; Fred was always very appreciative of calls from “Marian from Manhattan”. One week he responded to a question I asked by sharing that development is the interplay of who you were, who you are, and who you are becoming.
These words have come to me several times during coaching sessions with MBA students. I’m helping them develop confidence and skills as they go through their interviews for internships and post-graduate positions. Combining my experience as an executive search consultant, actress/director, and improvisational expert I give students the support and direction they need to play and pretend, practice and develop a performance of who they are becoming.
In a HBR post this week Joshua Erlich wrote a piece Developing Executive Presence that summed up the basic work that executive coaches do to help with this issue — http://bit.ly/vFjNve
This quote jumped out at me:
Practice with support. Letting a colleague or mentor know you are working on presence can boost your skills and confidence.
People need support. Maybe that sounds obvious but I think we underestimate how much support we all need to grow in our overly individualistic culture. In order to move in and around who we were, who we are and who we are becoming we need to build relationships that support this kind of growth — that support development. Since it’s football season I’ve been looking at the coaches on the sidelines; so much of what they do is push their players to go beyond themselves. Off the field and in the boardroom or other settings where we find ourselves it is not always so easy to find a coach, a mentor, or a friend who will and can give the kind of support needed to grow.
Growing is emotional — going beyond ourselves, becoming who we are not, is frightening. All too often we leave out the emotional component, which requires those of us who are coaching to create an environment and relationship which allows soneone to go beyond “boosting skills and confidence” to a place where they can pretend** (see article below). As a coach I see my role as a director and as a developmentalist — I’m there to help people experience that interplay Fred was talking about.
A big part of how we can give support is both teaching and engaging in the activity of appreciation. Here’s an excerpt from a paper by Drs. Fred Newman and Lenora Fulani called Let’s Pretend** http://bit.ly/qcjTJ4
“Appreciation” is a sophisticated developmental skill. It is highly subjective, in that we might all have varied objects that we appreciate. Yet, appreciation itself takes a common form in the culture. And here’s what’s important. Appreciation is fundamentally performatory.
The value of coaching as I see it is to create a space for development and help people become less alienated about our human capacity to create our lives. Let’s develop!