How can diversity improve your coaching skills?

As a coach, we work with people/ organisations across industries, geography and beliefs. No two challenges are the same. With time, coaches can fall into the trap of copy-pasting tried and tested solutions to problems under broad categories. That not only, takes away the depth of solutions, it also deteriorates the personal impact of the coach. Therefore, my approach is: 1. Bring diversity of voices and thoughts at all stages of intervention - problem identification to last mile closure 2. For individual/ executive coaching - I often bring distinct voices of reason for the client so they are not just listening to me, they have a perspective of similar opinion and differential thoughts to arrive at their choice.

As a coach I think diversity is key to how we learn from different experiences our clients have had. We all have different perspectives in live and when we can help our clients see what maybe they haven't seen or heard what they haven't heard by asking great questions we may be able to help them find an answer to their challenge through a different lens. I also feel diversity in the strengths we each have allows for us to connect and see different ways of tackling a problem.

As a professional coach, to understand the needs of your clients, their way of thinking and their challenges and to be able direct them in appropriate way; you need as a professional coach consider the diversity of every client related to different aspects that affect his/her way of thinking like age, gender, race, culture, education, childhood upbringing, social environment,etc… In my opinion understanding the above mentioned aspects is the key of the right, effective and efficient coaching.

Evolution is not survival of the fittest, it is survival of the most adaptable. Diversity of personality and personal history drives adaptability through different perspectives and approaches to challenges which are the mother of invention and innovation. Diversity can only be utilized after a foundation of alignment is established. This entails a shared vision for the future, a set of shared values that drive the decision-making that gets us to that vision and the transparency of shared missions that activates collaboration, celebration and reciprocity. Without alignment diversity divides us. With alignment, diversity becomes our superpower of specialization and a team of aligned specialists will always beat a team of generalists.

Bringing diversity into coaching early enhances its effectiveness. Effective questioning, crucial in professional coaching, requires clarity in two areas: 1. Understand the client's exact situation to avoid misinterpretation. 2. Ensure the client comprehends questions, providing accurate information. Individual differences, a potential barrier, can hinder the coaching process. Awareness of diverse backgrounds and sensitizing clients can prevent communication challenges. Recognizing visible or non-visible differences is the initial step in working with diversity in coaching. Hope this helps other coaches who are doing beautiful work in coaching.

A coach's main job is to help their client see things from different angles and notice what they might have missed. Learning from diverse experiences and people also helps coaches improve their skills.

I feel, that to run and build a successful coaching business, diversity is something that must be there. This one thing can help you polish your skills as a coach and present yourself in a manner that sets you apart from other coaches in the industry.

Diversity enriches the coaching ecosystem, making it more innovative, inclusive, and effective at meeting the needs of a wide range of clients. Embracing diversity helps coaches to be better equipped to provide high-quality, culturally competent, and ethical coaching services.

In my experience, coaching is about looking at problems from different perspectives! So the more diversity you have experienced, the more perspectives you will get, the more mental models you will have to think about things. This will help you a lot to understand your client and to guide them the right way!

Coaching is one of those partnerships which is not restricted to any specific region or ethnicity, be it the coach or the coachee. As a coach I always offer this opportunity for my clients to explore the Challenges on different value systems and perspectives, which essentially makes coaching more meaningful. The more client is able to see the problem with wider spectrum, he/she will be able to identify the best possible course of action.

Assessing your diversity awareness is an important step towards becoming more inclusive and culturally competent, not only for coaching. . Take the time to reflect on your own beliefs, values, and biases. Consider how these may impact your interactions with people from different backgrounds. Be honest with yourself and identify any areas where you may have unconscious biases. . Seek feedback: Ask for feedback from people who come from different backgrounds and identities. Create a safe and open space for them to share their experiences and perspectives. Listen actively and be open to constructive criticism. This feedback can provide valuable insights into areas where you may need to improve your diversity awareness.

I believe diversity awareness is not only for coaches, it's for everyone. We live in a connected world now not only from the internet and social media but from many travel, studies, investment opportunities, etc. So it's a great time to have an open mind and heart about society and a profound respect and consideration for our wide differences and similarities in culture, religion, and ethnicity. We will all benefit from this vast knowledge and wisdom.

O autoconhecimento é uma das habilidades mais “simples” e “difíceis” de serem realizadas. Simples, porque basta ter interesse e um processo de auto-observação para identificar pontos de melhoria que precisam ser alterados. E difícil, porque não basta identificar o que precisa ser mudado, mas principalmente criar estratégia para mudar, quebrar crenças e experiências muitas vezes enraizadas pela formação social e cultural do ambiente em que está inserido. Portanto, para além de cursos e aprendizados é necessário perceber as dificuldades que pessoa tem em relação a diversidade. A diversidade é a mola mestra do ser humano. Lidar com esses conceitos e vivências fará uma enorme diferença nas relações humanas e resultados obtidos na carreira.

1. Assess your self-awareness. Knowing the tendency of your values, characteristics, belief that affect the current behavior pattern and influence that you have 2. Assess your ability to deal with differences. If you are able to answer these, it would reflect your awareness on diversity too. When was the last time you engaged in uncomfortable conversation? How did you deal with it? What caused the uneasiness? How much you can turn those situation into learning for both you and counterpart? 3. Assess the occasion where diversity is important to be held. Diversity not only mean accepting, but also creating the spaces where people can be different. When do we need more diversity? Why ? What do you do to hold those space? Where With whom ?

By playing a game in a training program, I realized I had biases that were not as obvious as I thought. We all have biases based on our past experience. Challenging them or making the positive side of it will deconstruct these self-biases. When you realize that you have one biases, make it an asset by questioning it and challenging it every time you have the opportunity. This biase will then turn in self-awareness and a strength to identify the power of others.

Never stop asking and learning. The world is so colourful, start to embrace it. And if you are really interested you start to ask "why" and learn a lot about other people and their wishes, believes and behaviours. You will see why they are how they are and train your empathy.

It's vital to ensure you're not surrounded by people who look, act and think like you. By keeping our ear to the ground and our eyes open to being genuinely curious of the experiences others will help. We also have to challenge our own biases and ensure our marketing and sales efforts are reflective of the wider communities we want to support.

Challange yourself to get ourside of your comfort zone. Go to different cultural events in your city. Watch a different news station, read different blog posts, volunteer at different community outreach programs. See the world from anothers point of view. Realize your way is not the only way. Be open to change.

Every coach is a human too! So just like any other professional, coaches do come from diverse backgrounds, cultures and value systems. Meanwhile coming across with different clients, it’s pretty evident to grow our own perspective as an individual. This is essentially a part of evolution of any coach, who is aware about different point of views, this world has to offer. Challenging own views and beliefs is one such step where the learning curve appears for most of us. And once we gain that awareness, it will add great value to the client’s experience with us for sure.

Durchs Tun... immer wieder neu den Lebensaufgaben stellen mit der Bereitschaft, eine neue Erfahrung zu machen. ...............

I offer my clients a safe and trusted environment to explore what is at the heart of their goals. If they choose to explore the topic of diversity, I will support them in challenging their perspectives, asking how they align with their values and opening the possibilities of finding a new perspective. Changing ones perspective is not for me to determine, only for me to partner so that we can fully explore their perspective. If they are able to see different choices, than I have supported them on their journey.

Diversität erscheint hier für mich als Teil der Identität eines Menschen. Ich nehme Diversität eher als das Ergebnis einer Prägung (z.B. Umfeld, Kultur, Peer Gruppen, Religion) wahr Dieses Verständnis lässt es dem Klienten frei sich neu zu entwickeln mit einem Teil wahrgenommener Diversität neu umzugehen. Sehe ich diesen Teil der Diversität als Gottesgabe oder Teil meiner Identität werde ich mit einer völlig anderen Einstellung drauf schauen als wenn ich Diversität als Teil Ergebnis von Prägungen betrachte Das erscheint philosophisch. Vielleicht ist es auch völlig anderst🤗

As a coach, it’s our role to let client understand that diversity is essence of this dynamic world. As we are moving more towards a global corporate culture, teams are becoming more diverse and inclusive. Therefore as a leader or team player, one has to accept diversity as an individual trait, and a competitive advantage. Supporting client in this process through identify own diverse strengths and acceptance of other diverse individuals around them for a wholesome learning experience.

I also encourage clients to explore diverse viewpoints, challenge assumptions, and consider different perspectives to broaden their thinking.

Each of my customers has come to me with a problem to solve. All of us aim to meet standards so as not to be rejected, and often this diversity can be seen as a problem or an obstacle. My aim is to receive the other person in their entirety and accept them as they are. The environment I create is intended to be safe and trusting. My job is to help them to work on their shadow side, which is the light of who they are - their logic of being - to accept and embrace it. The rationale for action is based on personal and collective intelligence - on working with diversity and complementarity to enable personal growth and that of the group through collaboration.

I had no idea how many assumptions and biases I brought to the table until I started working with leaders from Africa through the Mandela Washington Fellowship, a U.S. State Department program. Through MWF, I traveled to Benin, Africa for a leadership development project, and came home with a totally different perspective about diversity--I learned that although there are so many differences on the outside--skin color, race, cultural background, experiences, etc.--we have so many things in common as we strive to learn, grow, and make a difference to those around us. This was the point where I switched from D&I as a program to D&I as an experience.

What good questions do you recommend when you have a client who obviosly is not accepting the diversity in others? When you listen to them being racists, or expressing other form of verbally exclusion for other people?

Selon moi le coaching c’est l’art d’accompagner l’autre sur son chemin afin qu’il développe ses capacités à s’adapter aux autres, à un environnement, un contexte, des circonstances tout en restant lui-même. Pour cela il faut être pleinement ouvert sur sa vision du monde afin de le guider sur la carte de son territoire et celle d’aucun autre. En tant que coach plus on a de curiosité des autres, chacun étant une culture différente, plus on a de possibles pour pour lui faire explorer ses possibles !

It's so important to understand that every client of yours needs to be handled individually. The Environment, experience, and education they bring into the room needs to be respected. Listening objectively helps build the ability to connect to each client at a personal level. Complete acceptance of the client as he /she is is the first step in accepting diversity while coaching. it builds trust faster and makes the coaching very effective.

Passion & purpose is the foundation to a thriving business. When you incorporate these aspects including diversity within clients, you gain a greater perspective on the context you are engaging with.