Using the Johari Window As A Coach | Coaching Conversations

Summary

Highlights

• Katie Mason shares her journey from corporate leadership to becoming a passionate and dedicated coach. 📚
• The session explores the Johari Window, a model developed by Joseph Luft and Harrington Ingham, offering insights into self-awareness and feedback. 🪟
• Emphasizing the need for both support and challenge in coaching, Katie provides practical tips on contracting and feedback. 💪
• Highlighting the role of supervision in coaching, the conversation delves into maintaining mental resilience and professional integrity. 🛡️
• The model's application in both corporate and personal settings illustrates its versatility for self-discovery and growth. 🌱

Key Takeaways

• Katie Mason's journey from corporate to coaching highlights the power of following your dreams and adapting to new roles with enthusiasm. 🌟
• The Johari Window is a powerful tool for personal development, emphasizing self-awareness and the importance of feedback. 🪟
• Feedback, both positive and constructive, is vital in expanding the 'arena' of self-awareness in coaching. 🔄
• Contracting with clients around feedback and challenge is crucial for effective coaching relationships. 📑
• Self-awareness and vulnerability are integral to leadership and coaching, enhancing personal growth and confidence. 💡

Overview

Chapters

• 00:00 - 00:30: Introduction of Katie Mason The chapter introduces Katie Mason, an executive coach and qualified coach supervisor. She is featured as a supervisory partner and can be found under the supervision section on the website.
• 01:00 - 04:30: Katie's Background and Journey In this chapter, the narrator introduces Katie, a trainer at the coaching Academy. The narrator shares their admiration for Katie’s expertise and dedication to personal growth and development. These qualities make her an ideal person to discuss the topics at hand.
• 05:30 - 08:00: Coaching Supervision This chapter begins with a warm welcome and introduction to the session by the host, who expresses excitement about the topic of discussion - coaching supervision. The guest, KY, shares feelings of gratitude and enthusiasm for being part of the conversation, setting a positive tone for the chapter.
• 08:30 - 15:00: Johari Window Introduction This chapter introduces the concept of the Johari Window, mentioning that it will be unpacked and explored further. It acknowledges that some listeners may not be familiar with the Johari Window or with Katie's training or supervision, hinting at a rewind to provide context or foundational understanding.
• 15:30 - 23:00: Johari Window and Personal Growth The chapter titled 'Johari Window and Personal Growth' begins with an introduction to Katey's journey into coaching. Initially, it sets the stage by inviting Katey to share her personal background, the path she took to become a coach, and the areas she specializes in. Katey starts by acknowledging her long experience in coaching, spanning 24 years, hinting at the profound impact coaching has had on her since it found her.
• 23:30 - 29:00: Feedback and Self-awareness The chapter titled 'Feedback and Self-awareness' begins with a personal reflection. The narrator, who has a background in corporate business, shares a personal journey of not knowing exactly what they wanted to do professionally. They talk about being a mother to children who have benefited from her coaching techniques and are on positive paths themselves.
• 29:30 - 38:30: Practical Application of Johari Window The chapter delves into the practical application of the Johari Window, beginning with an anecdote from 2011, when the narrator was part of a large telecommunications business. The narrative traces back to the year 2000, marking a turning point when the narrator discovered a passion for coaching. The profession's evolution over 24 years is highlighted, noting that the role description and industry perception have significantly changed since its inception.
• 39:30 - 49:00: Conclusion and Takeaways The conclusion and takeaways chapter focuses on the importance and benefits of establishing a coaching culture within a blue-chip company. The speaker shares their experiences in setting up such cultures, highlighting both the successes and the lessons learned. They express a desire to share these insights with others to save time and accelerate the path to excellence when the appropriate strategies are in place.

Using the Johari Window As A Coach | Coaching Conversations Transcription

• 00:00 - 00:30 today's guest is the lovely Katie Mason um now Katie is an executive coach she's also a qualified coach supervisor so she's one of our supervisory partners and so if you're looking at doing a coaching supervision you can find Katie's detail on our um um website page under the supervision section and also
• 00:30 - 01:00 one of the coach trainers here at the coaching Academy on the corporate and executive diploma here at the coaching Academy so um I've got to know Katie through her being a trainer here today and it wasn't long before I was really Blown Away by you know her expertise her real dedication to her own personal growth and development which is I think the reason why she is the perfect person to be talking about this
• 01:00 - 01:30 particular topic today so I'm GNA dive straight in and say welcome KY to coaching conversations oh thank you so much and I'm so excited about being here with everybody today and thank you very much for that absolutely amazing uh warm welcome you know my heart is full of gratitude as always uh yeah so I'm very excited about sharing this topic that we're going to talk about today um which you've all signed up for which we're
• 01:30 - 02:00 going to have be delving in to jari window today jari window so there's a lot there and we hear the word jhari window and we'll unpack that in a minute Katie but for those of you that are here today or those people that are listening in that maybe don't know you as well as I have or maybe haven't had the privilege of attending any of your training or doing supervision with you we rewind a little bit and just get
• 02:00 - 02:30 you to start by telling me and telling everyone a little bit about you um a little bit about your journey to become a coach and who and what you specialize your coaching on and with absolutely yeah so um yeah I'm Katey again is that who are you and um why do you do what you do isn't it really so um coaching found me 24 years
• 02:30 - 03:00 ago in a corporate business I didn't really kind of know what I wanted to do um I'm I'm a mom uh to beautiful children who have applied my coaching techniques and they're on Amazing Journeys as well I've got pets I love my dog I love my cat and I'm just very very passionate I like going to the gym um and I love walking as well and socializing being with friends being with people that lift me up I remember when I joined the coaching academ back
• 03:00 - 03:30 in 2011 a long time ago uh having worked in a corporate business I worked um for a large corporate telecomunications business and uh in 2000 I found my passion for coaching when I became a coach I always say if I had one pound for every time people said what was that role description then 24 years ago it would now be looking very very different uh to what it was then in 2003 to five I
• 03:30 - 04:00 was instrumental to setting up a coaching culture in this blue chip company um so I've seen a lot of things that we can do well and I've also learned a lot of valuable lessons in terms of setting up coaching cultures in businesses um you know which now I love to share with other people because it's timesaving and it helps them you know get to that Excellence much quicker uh when we put the right strategy in place um yeah I decided decided to uh beg for
• 04:00 - 04:30 voluntary redundancy in 2013 when I set up my own little coaching business and so it's been 11 years it' be 11 years in July since I left that building at the time my um leader said he'd never seen somebody as excited uh to take redundancy and in general was quite concerned for a lot of people taking redundancy to follow this is an interesting one to follow their own dreams because generally a year year later down the line uh that redundancy
• 04:30 - 05:00 would would have run out but here I am today 11 years later uh still living my own little dream uh again um and you know collaborating and working with some great businesses uh the coaching Academy being one of them that I just think is you know an amazing uh place to train and learn and you know the collaborative community that continues you know years and years later after you've qualified so I think that's a little bit about
• 05:00 - 05:30 about myself I working yeah work with smmes I work with um larger exec businesses as well I work with an Associate coach as well which gives me some great opportunities and has allowed me to travel internationally as well and find out what how coaching's received across the globe really as well so that's me KY that's absolutely incredible what a testimony to you know the the the growth and development uh in your knowledge and your skills and
• 05:30 - 06:00 really getting out there and at the coldface and and and making it work and what was it that sort of um uh not that we're talking about supervision today but although there is a little bit of a sort of connection to the topic what was it that made you think about then moving into coaching supervision um as a role as well yeah nice question Sharon supervision as we know um wasn't kind of
• 06:00 - 06:30 widely explored up until the last few years it's becoming kind of more well known and the benefits to coaches having supervision because again we're human and we run personal lives and professional lives and we lock a lot in in ourselves really that sometimes can um cause us challenges when we are coaching clients as well so yeah supervision is kind of instrumental an instrumental part of being a great professional Co coach to me um it kind
• 06:30 - 07:00 of highlights that people care about looking after themselves um yeah I did um a supervision call with um the association for coaching a few months ago and um the other coach that I was actually on the call with I remember her saying it's kind of you know my place where I go for my good well-being and you know my mental resilience as well uh where I top myself up where I become you know the best version of who I am again
• 07:00 - 07:30 and so that's that's why I'm such a fan of supervision again the global code of ethics for coaches mentors and supervisors you know if you are kind of aligning to one of those ethical codes it does say in there that you know a supervision should be taken um I'm a member of the association for coaching and again as you know aligned to their competency framework it's in there again and it's great that the coaching Academy now are starting to include it and I'm
• 07:30 - 08:00 going to be supervising some of the students going forward uh and I'm very much excited about that as well uh I run my own group supervision programs as well which you know is is a great safe space where people can be vulnerable as well so again a key leadership trait as Claire's going to be speaking next week vulnerability is absolutely key yeah yeah totally and um and I you know I remember um speaking to Pam lford we did
• 08:00 - 08:30 a session actually here on coaching conversations on supervision and and I remember her saying you know who you are is how you coach and you know that really resonated with me when you were just sort of talking about how important that is but anyway I'm sure they'll come back to coaching supervision and and if you haven't heard uh Katie's um podcast with the association for coaching uh where she was talking to them about the benefits of supervision I'd really encourage you to hunt that out um um
• 08:30 - 09:00 available on on all of the main podcast hosting platforms now today's topic Katie is um jari window and it's a little bit in my sweet spot really so I was so grateful to uh to to have you to come in and talk about it because I love anything that helps support our self-awareness and growth both as a person and as a professional so um can we start just by zooming right out and
• 09:00 - 09:30 can I just ask you just to share because I'm curious really for that sort of headline view what the jari window is just at a big picture level sort of at this first instance okay well if you like Big Picture level everybody for those that are visual in preference let me kind of share a picture of jari wind with everybody so I just um share this now for those that haven't seen it and again you know um just maybe put a yes in the
• 09:30 - 10:00 box if you've seen it before just type yes in if let's get an idea Salone can perhaps give us an update of how many people know about this can everybody see that image have we got to check that we can see the image fantastic so again the jari wind how how did kind of I get so passionate about this well um back in my days of when I was a coach in the corporate world um and coming to the coaching Academy and doing my personal performance diploma
• 10:00 - 10:30 quite often we can look at coaching from a personal centered point of view that pure coaching you know when you are training to be a life coach with the coaching Academy you are operating with the grow model and you are keeping that person centered and you go into the um coaches agenda but when we get out into the corporate world it can be very different and again just think about your disc profiles and think about who you are because as Sharon said said Pam did share who you are as our coach Edna
• 10:30 - 11:00 Murdoch from the coaching supervision Academy you know coin that phrase of who you are is how you supervise it it's knowing self and it is having that self-awareness and sometimes that can be tricky I don't think kind of anybody will say that they quite often love to receive um constructive feedback but we all love the good stuff you know when we think back to our kind of um career days
• 11:00 - 11:30 when a leader telling us good stuff it's all wonderful when they want to go with the finger in the ribs as I say it's not so great um so yeah jari Winder came very very close to my heart because as a leader an operational leader in a corporate world I was kind of seen as more of that kind of people pleasing that pink and that fluffy that supportive leader and yet um there's always got to be that side of you when you are coaching for me to get the best
• 11:30 - 12:00 results to be able to turn up that tension and to be able to give your clients that finger in the ribs so to speak and in 2012 I started getting curious as to how I could develop that muscle and how I could turn up uh my muscles and skills in Co in the coaching Arena to actually challenge people more other than just giving that support and I came across this wonderful book as Sharon knows she knows I'm going to give um Dr John Blakey and Ian day a great shout out
• 12:00 - 12:30 today and when I'm mentoring coaches from the coaching Academy I always say this may be is for a book a bit further down the line because again it does break the traditional coaching mold of let's you know be person censored coaching and let's you know put that finger in the ribs and I realized that self-awareness is absolutely key but like I said before quite a lot of the time people aren't so keen on getting in that feedback from the blind spot area
• 12:30 - 13:00 so the jari window basically in a nutshell was created by two psychologists and it was created by Joseph LT and Harry sometimes known as Harrington Ingam as well many many years ago combining their first names and they were curious to support people to get to understand the bigger picture around self-awareness uh it has been used as well in counseling settings as well and
• 13:00 - 13:30 the top left hand pain of that arena is called the arena um it's known to others things that we know about ourselves and things that we know about others I know that Sharon's wearing a beautiful uh kind of purple more uh top or dress that matches the unknown area and um I'm wearing a red dress and you can all see that so everybody can see you know what they see and that's kind of a little bit when we think about the iceberg model which I haven't talked about bringing in today it's the tip of the iceberg we see
• 13:30 - 14:00 what we see the the very Pinnacle and then we have got a facade the bottom left on side and this is the area that we know about ourselves but others don't know about us and quite often you know when we apply for a new opportunity a new role we kind of will keep some of these things buried because we like to tell people what we feel is safe to tell people we don't often divulge you know everything about ourselves when we first meet somebody keep things hidden for our
• 14:00 - 14:30 own personal game to to keep ourselves safe quite often and then we've got the blind spot part of the arena and the blind spot is the things that we don't know about ourselves but the things others see about us as well so again that includes traits that people might see about you as well um that you might not be aware of that could very easily be holding you back and the unknown um kind of pain of jari Winder is the qu represents kind of the open arena in
• 14:30 - 15:00 terms of where we're going and where we're traveling together we haven't been to this place yet so again this this obviously is the area of exploration of where we go and the whole premisis of the jari window uh is to actually expand that Arena and kind of clear those pains and make your Arena as big as you can so that that you've got good self-awareness of self and good self-awareness of others as well so that's kind of the
• 15:00 - 15:30 that that is the jari window uh yeah model wonderful thanks Katie lots of people asking about the book would you mind um just just reading out the the book again and grab hold of that so it's called challenging coaching um and it you know on the front of it it says going Beyond traditional coaching to face the facts and you know one of the key things the fact model is about feedback accountability courageous go r s handling and calibrating that tension
• 15:30 - 16:00 and also thinking about the system that we're operating in as well uh again today the jhari window helps us explore you know the benefits of feedback and and doing feedback really really well brilliant and the two authors were Dr John Blakey he's now doctor it doesn't say on the book actually but he is he is um Dr John Blake and Ian day yeah lovely two incredible mentors of M the yeah
• 16:00 - 16:30 allowed me and left me to babysit challenging coaching which I'm amazing oh fantastic and thank you Daniela for popping the details into the chat box as well that's amazing fantastic so that's a lovely sort of zoomed out view um of of the jari window and I'd forgotten actually that that it was the it was a the com combination of the two creators first names Joe and Harry i' forgot than that so thank you for that
• 16:30 - 17:00 reminder because it always made me smile really um I've also heard you call it our personal window of Life can you ex expand on that a little bit and what you mean yeah certainly so again you know in turn about getting to know ourselves in Greater detail and understanding who we are which I love the dis profiling for that that the coaching Academy do as well um this you know obviously that personal window of of life we uniquely
• 17:00 - 17:30 us you know as as my mom always says you know when you were born the mold got broke and you know we we are who we are um but we're exploring our own strengths we're developing our own relationships and we are building our own way of communicating successfully to achieve our own kind of dreams and hopes in life and you know at the end of of that destination again you um shared about the seventh habit of Co um habits the
• 17:30 - 18:00 first habit is to be proactive and to look into our casket as he says which sounds kind of a bit you know a bit a bit darker when for some people but really to he does it in that way to say you know start with the end in mind and have a look at that vision of where you want to be going in life and you know when I coach individual clients and teams I invite them into my time machine and say come on let's have a trip and let's go to where that kind of destination is we know coaching is a
• 18:00 - 18:30 journey and not a destination because we're always moving along that Journey but again you know when you're a hundred years young these days because we're living a lot longer it's like what is that story you want to be telling to other people and we have to create that compelling story and we have to have a clear window and we have to you know be looking in our rear viw error as some coaches say and and looking in out of our window screen which is is wide um
• 18:30 - 19:00 but again we need to be exploring who who we really are and having a look at dealing with those um you know boundaries that we set ourselves those issues those blocks but also um yeah when we're open to feedback we gain we gain wisdom we gain gifts from other people as well and and that really does bring us into our own personal window of life cuz we're creating Our Own Story our own
• 19:00 - 19:30 journey I love that so what's the importance of growth in the arena that sort of Arena Square okay so the bigger that we can get that Arena Square the greater we become at um perfecting our Craft on building relationships our own personal growth being able to be more confident in who we are it increases confidence as well because you know when we can actually speak out openly I know
• 19:30 - 20:00 when I start a lot of coaching Journeys in fact there was one this weekend with a new client I asked them to fill in a coaching questionnaire and out of that I asked them to put in what they see as their strengths and this particular client left it blank which is not unusual because quite often people struggle to actually say what they're good at they'll tell us what they're not good at or they'll remain silent that's my findings over all these years of coaching so again you know so it is it's encouraging of confidence building as
• 20:00 - 20:30 well and also allows us to understand who we are and and what purpose we're following in life as well and self you know praising self and being able to love self is so important so knowing all those great things that sit in our Al our Arena it's really important to start sharing those out as well um because when you are a coach your coaching clients want to see that conf confidence in you if they're investing in you they
• 20:30 - 21:00 want to see that you are walking your talk as well and living your values yeah definitely so so ultimately what we're doing is we're looking to expand the arena the bit that's known to others and the bit that's known to us and and I remember you saying at the beginning of our conversation about feedback and and how we can sometimes welcome it and that's probably when it's that lovely affirmational feedback when
• 21:00 - 21:30 people are telling us you know what a great job we've done or you know whatever it might be or maybe sharing some strengths but I know that to to to You' you've said to shared with me before to expand that Arena and one of the things that we're doing as a coach I guess as well is starting to raise that level of selfawareness in that right hands Square the bit that's not known to to us as a
• 21:30 - 22:00 coach or not known to the client if we're coaching a client so can you tell me a little bit more about that and and maybe how you know how that affects feedback yeah so so it's an interesting one because like I said at the beginning of today's conversation quite often um we don't kind of you know learn how to receive great feedback we we learn how to give it and another great book but I just want to give a shout out for coaches because I think it's another
• 22:00 - 22:30 absolute one for the bookshelf it's called coachability the leadership superpower uh by Kevin D wild and Kevin only wrote this book A couple of years ago and um yeah I saw him on another webinar and it it kind of fitted because again we're coaches and especially when we go into the corporate or the business world we are Contracting with stakeholders or with sponsors HR people to go and Coach people now if people are
• 22:30 - 23:00 not coachable and they're not open to receiving feedback particularly how enough are we going to encourage these people to grow and Achieve those goals and again we are a sum of the changes that we're making the business so if we don't obviously do a great job as a coach then that business is going to say you know have have a dim view on the um the return on investment for coaching and again we know you know I did I studied my MBA in executive leadership a
• 23:00 - 23:30 couple of years ago uh one of my courageous goals and again from doing you know my thesis I realize that we're still a long way to go on qualitative and quantitative data you know I asked myself um you know the question in order to be a great coach uh is it essential you know to um possess in in order to be a great leader sorry is it essential to possess coaching skills now what people miss a trick of is we've got to what I call Design the relationship we've got
• 23:30 - 24:00 to contract and I was talking to another coach about this this morning um so if you if you are going into Executive coaching you need to be setting up really clear contracts and there can be multi contracts that can be contracts with HR there can be contracts with sponsors stakeholders and there can be contractors with the coache as well but we've got to agree to ask them some kind of deep soul searching questions like you know if things things are not going to plan how do I give you feedback and
• 24:00 - 24:30 95% of the time when I've asked that now thousands of times over the years um people always say tell me as it is but then I get kind of a little bit confused that when we tell people as it is why do people sometimes show anger or maybe tears come and it's about the person but what we do as a coach we can kind of re it back and we can go into this kind of cozy Club place of I'm supposed to be doing a great job here and and we can
• 24:30 - 25:00 get that impostor syndrome in ourselves to think o well I'm not doing a great job if I'm making them cry or I'm getting them angry but in fact you're doing a super job and and and that's because if you don't contract successfully um as Kevin shared in the coachability book we have to know that our coaches are in the learn the Learning Zone to be able to grow now we have kind of two sides we've got
• 25:00 - 25:30 the learning grow uh learning um Zone in the middle but to the left we have um a Zone which lacks confidence and when people sit in that Arena uh basically they are they're not open to to taking feedback but they also won't challenge neither and then we have the other area which is those people with larger egos that will fight back and again as a coach then sometimes when
• 25:30 - 26:00 we get that egotistical client or we get that client that remains non-judgmental and may be a little bit passive we're not pushing their growth so we have to kind of contract to get people into that Learning Zone so how are we going to be able to give them great feedback that they're not going to judge that they're just going to take that step back and go maybe oh that's good to know I I'll take that away and I'll accept what I want want to accept and you know and I'll choose to obviously disregard anything I
• 26:00 - 26:30 don't want to accept so it's really important that we contract and it's really important that we understand with our clients where they are um so we can allow them to sit in Co Club I'll just quickly share you um another um slide to share the um the support challenge Matrix out of the challenging coaching book to give you kind of some kind of in a moment oh there you go can you see
• 26:30 - 27:00 that on the screen everybody so again when we are giving great feedback and when we are allowing ourselves to be clear in that Arena we are having to use two superpowers as a coach and one is to support that coaching but one of them is to also contract a challenge so again in my designer relationship in that coaching contract I always ask my clients what does good support look like what does good challenge look like
• 27:00 - 27:30 because you will get that idea I also um mandatory uh dis profile them which is great because they love it because I share my own profile so again if I'm that kind of loving I I describe myself as a loving boot coach but if I'm that loving boot but I'm still that very high supportive person being an I I I know at times if I've got a high D I might need to dig in with the challenge but I also asked my clients if I was coaching
• 27:30 - 28:00 Sharon today at the beginning of the conversation I would be checking in with her to say how much support do you need today how much challenge do you need today because again I don't know what kind of experiences or days Sharon has had before and I sometimes say to my coach please up the support today I need more support but usually halfway through I'm saying I'm paying you for this right dig the finger in the ribs and let's get on with the challenge so again we're looking at getting our people into that loving boot high performance Zone and in
• 28:00 - 28:30 order to do that we have to go back to the jhari window and we have to contract the you know how do you feel an open question how do you feel about me U spotting your body language your physiology those blind spots that are coming up for me and that's how challenging coaching breaks the mold using jari window because we gain that permission to be able to be that person's mirror and help them learn and grow and I love feedback by the way so
• 28:30 - 29:00 I'll be looking forward to it at the end of of this coaching conversation um because I know that you know when I'm frustrated in Life or I'm feeling in my biggest you know in in that challenge Zone that that's when the biggest change happens to me as well so I'm an advocate and I'll say please is there anything else you can share with me to make me the even better if so blind spot isn't isn't an issue to me I want to get into that blind spot and again the facade
• 29:00 - 29:30 vulnerability is one of the greatest leadership traits we know that and a lot of people will kind of hide things down but you're going to stay in that inertia apathy Zone and that's where then we drop out to the bottom of this model if you will um so the biggest kind of challenge is get your clients to live above the line and encourage them to dig into how you can best give them that feed feedback I hope that's kind of helps if anybody's got any questions
• 29:30 - 30:00 thoughts to come in the chats yeah do I mean I mean just for me there's so much that resonates uh there and that perhaps potentially um people listening in may not have even thought about um and Daniel has actually popped it in the chat already thank you Daniel everything comes back to good Quality Contracting Contracting with the client is so important and I loved the questions that you've shared there
• 30:00 - 30:30 around how we contract to be able to support the client to start to grow their Arena to reveal those sort of blind spots potentially so that they can grow and and and how they want to receive that feedback um again such simple um and so important and not just Contracting right at the beginning of your interaction but checking in yeah checking in and you
• 30:30 - 31:00 know what do you need today do you need more of what do you need less of um and the other thing that that sort of sprung to mind uh for me Katie when you were sharing all that just sort of such Rich knowledge is how if we if we don't do that where we end up not being aware of is in that bottom left hand quadrant of the jari window which is that hidden part part the bit that's you know that's not
• 31:00 - 31:30 known uh to to to us about others so there's just again lots and lots there that we can use um for um develop ourselves as coaches but also to support the development of our clients as well I'm just looking to see if there are any questions in the in the chat box here there one coming from Chris I think when coaching individuals in what circumstances do you use jari window and at What stages in the coaching process
• 31:30 - 32:00 so I've got my own thoughts on that I'm GNA pass over to you Casey yeah a great question and you know after exploring you know this topic and knowing that I was having this coaching conversation I got creative I've got creative over the last few weeks you kind of make it your role to actually be using this and you know I used this in a group supervision session last week and they were saying oh gosh it's just so rich to be in a safe courageous space where we're taking
• 32:00 - 32:30 time to stop and think as a coach how much time do we live in that Arena and how much time do we kind of suppress areas or and and again the facade Sharon it's a good one because that is quite often where our limiting beliefs live where where we we're not quite too certain and we're too afraid to speak up and and speak out about our own you know beliefs as well but in terms of two Chris's question um when coaching individuals in what circumstances do we use it so you know
• 32:30 - 33:00 doing quite a lot now of corporate Executive coaching um I was coaching a senior European director in HR last year and I was sharing this with Sharon the other week and you know she was bringing coaching in for a lot of other people and when I kind of asked this lady you know what reason haven't you kind of uh invested in coaching yourself as yet she was like a little bit or was kind of a bit afraid of what I might find when I
• 33:00 - 33:30 start kind of exploring who I am so again I do the dis um and I do the exploration and the good Contracting like we've talked about but very early on in my coaching process I I encourage them to reach out to other people that they're working with on a 360 degree feedback exercise they're quite often a little bit apprehensive and saying really so I'm I'm really kind of challenging them and encouraging them
• 33:30 - 34:00 um because one particular client was you know quite kind of um concerned about how she was showing up to a CEO and uh in terms of her confidence and she came back to me on the third session so I'd asked her to do it on the second session and on the third session she came back laughing saying you know what I'm probably going to tell tell you here casy uh um what they've seen in me isn't what I see in myself and I was laughing
• 34:00 - 34:30 because her blind spot was this I you know a facade was I don't feel good enough but the blind spot was what other people were seeing was the reason why they're given her the job in the first place because they did trust her they did have the confidence in her and by her kind of exploring that blind spot through asking the 360 feedback she got a lot more from that and it cleared that that Arena went bigger and her confidence grew and her trust as well we
• 34:30 - 35:00 know with obviously great relationship building and communicating well we're building that bottom layer the foundation of everything in coaching that trust you know when we look at the Leno the five dysfunctions of a leadership um of a leadership team um yeah it's it just goes without saying the trust builds when we ask people I mean they do say that you should out of five pieces of feedback four of those should be of
• 35:00 - 35:30 posit a positive nature and one of a constructive nature so I always encourage leaders in business to look at spotting what people are doing well and sharing that because then when we go in with the constructive they're pretty much open they're fine with it we we we can do that with ease rather than diase love hope answer that for you Chris if there's anything else please do put in the chat brilliant thank you Kae
• 35:30 - 36:00 and and I I know what I love there is although we've been talking quite a lot about using it in I mean you use it in supervision to support coaches to S to sort of grow and expand you know that sort of Arena um you've you've spoken about how you use it sort of in leadership and corporate um but what occurred to me whilst you were talking about that is when you said about the um the limiting beliefs and the limiting
• 36:00 - 36:30 beliefs will often sit in the blind spot I think you said um and what's quite interesting there is there's a little comment that came in the chat box um it from Hannah around um so to what you say here um we access blind spots through feedback so a 360 feedback so what others see in us that we don't necessarily see in ourselves which can sort of support or dispel Maybe any limiting beliefs we have and she's also asked um how can
• 36:30 - 37:00 this be used in a non-corporate setting but I think she's answered her own question without realizing it but I'll let you I'll let you expand on that Katie yeah yeah no it's it's it's interesting because again we can all use it we can encourage our children even to use it you can show it to Young youngsters um again yeah that what you said there Sharon was the limiting beliefs they can sit in our blind spot because we don't realize the limiting but they can also sit in our facade that you know if we're kind of a bit uncomfortable about owning a belief we
• 37:00 - 37:30 won't say something for the fear of you know what that might bring to the conversation um but again I encourage people to visit this you know just on a personal development elements of asking them to select you know five adjectives or strengths that they see you know that describe themselves but also you know ask them to give other people um their view of what they see as well in strengths because again I said before that kind of expands the blind spot area
• 37:30 - 38:00 um again um yeah and also to ask yourself the question how can I explore the blind spot right now and I mean for me the only way you can explore the blind spot is to get really good at asking for you know feedback that is going to help you learn and grow and and you managing your behaviors because again it's only your sabur that get in the way you know my top sabur are I'm a people pleaser I'm an avoider at times
• 38:00 - 38:30 but again you know if we go with what we call the Sage elements rather than sabots um from positive intelligence if we turn up the empathy for the ourselves and and just explore and ask ourselves the great questions like what is this feedback going to do for me going forward and we've got our vision planned then you know as long as you've designed relationships and contracted to own be there for the good of that person then
• 38:30 - 39:00 that's only going to bring massive benefits to your life and and that's triggered something else in M Sharon here because you know again in the challenging coaching book we talk about um you know the Emperor's New Clothes story where you know the emperor walking down the street and everybody has been told to accept that this Emperor has got a wonderful new outfit you know which obviously is walking down naked and again sometimes we take on what we're
• 39:00 - 39:30 told to believe as being factual for the sake of not being able to challenge and the five-year-old little boy shouted out in the Crowd Oh Mommy that that person's naked so quite often again you know at the age of five and six we know this from Pam's wonderful training at the coaching Academy on values and beliefs the our beliefs become pretty set um and and that's that that's the fear then that quite often holds us back from challenging to bring it out into our
• 39:30 - 40:00 Arena um whereas when we can contract to have great um I I call it doing it in a confrontational kind of way with care but with conflict as well bringing it together for the the Beauty and the good of the great of us having a really open honest conversation and really stepping into that coaching place of being non-judgmental on both sides as well and you know and it's a real skill isn't it
• 40:00 - 40:30 it really is and I think you know it just all Hearts back to everything that you were saying at the beginning about feedback and because we've not been taught to receive feedback or give good quality feedback um then you know there is a little bit of a Fear Factor around it and you know I can remember when I was going for my uh my ICF credential ACC and you know we had to uh we had to sort
• 40:30 - 41:00 of coach in front of each other we was a little group of us that were doing it together and you know all of this stuff all started to come up for me around oh my gosh you know what if I'm I'm not good enough and you know all of this sort of stuff um and that had definitely prohibited me from a lot of sort of networking from coaching Triads and all of that so we've really got to be comfortable with being uncomfortable and getting that feedback to help us to to
• 41:00 - 41:30 grow Katie what I I I am really Keen to get your thoughts on is we've spoken about how we use the jhari window as a tour and I really want to sort of emphasize it sort of being a all but I mean I'm pretty sure that you don't rock up and say to a client right we're going to do the jari window now so just explain how you would present it in a way that is sort of like not directive and telling the client
• 41:30 - 42:00 right this is this is a tool we're going to use and we're going to use a jari window yeah so again I noticed a comment from Chris so do I use jari window in every EXA coaching session not every EXA coaching session not knowingly like Sharon said by me kind of facilitating the um the exercise of going asking for 360 feedback I don't necessarily show my client that absolute model every time but again you know I explain that in
• 42:00 - 42:30 this coaching experience they're going to expand that self-awareness and that confidence and they're going to grow in that session and you know I do explain that they will have blind spots and I do you know explain that they will keep things buried so in essence that is the jhari window we don't again like we don't go into a session and say I'm going to use the grow model today and I always laugh about this because back in 2003 a Sharon knows and we giggle um when I was developing coaches with an
• 42:30 - 43:00 internal um coaching program to do three levels of coaching back in the day I became known as ktie grow because wherever I went you got gr w i was rocking my grow um yeah so again you know um you know it's not a kind of model where you have to go we're in the arena we're in the blind spot we're in the facade I'm just talking about it in in general terms and it naturally um you know kind of morphs into into the jhari
• 43:00 - 43:30 window and and we do contracts of where are we going together on this journey that is the unknown we're in that unknown place but that's getting into my time machine as as I shared before um yeah somebody just put on um K really interesting could you please explain us another case where you use jari window um and when the co when it when it's in the coaching process well like I said I've used it in onetoone sessions this last week um I've used it in coaching
• 43:30 - 44:00 supervision as a group uh I use it in training when I'm doing leadership training when I'm running my challenging coaching programs I use it in there so it it pretty much fits in with with it is a feedback model and a great model to encourage people to open up that self-awareness it does come with caution and we haven't talked about this Sharon with it being 1255 um again of course vulnerability
• 44:00 - 44:30 and trust is earned so self-awareness and a good dose of trust in a relationship allows people to be vulnerable yeah however we do know that we can't trust ourselves 100% so if we can't trust ourselves we have to take a look at that person we're working with so again I'll be encouraging coach cheese to go and um gain feedback and sometimes they're resistant and they're
• 44:30 - 45:00 resistant because they don't feel that they've got that trusted relationship with that leader and given that cipd um I think still quote quite High percentages of why people leave a business not because of the business because of a leader I'm not certain where that figure sits Sharon if you've been doing it recently but it was very very high when I obviously came into coaching and it's still remaining high from my my MBA studies um of course I am
• 45:00 - 45:30 not asking everybody to go out there and reveal everything in the facade that that comes with caution so you will know so if you think about the best relationships you've got and why obviously that works that will be because you're operating in this way you know that there are people who can be you know kind of open and honest with pretty quickly because we know that we've got you back it's like you're posy behind you yeah so just that word of caution I'm not asking everybody to go off this call
• 45:30 - 46:00 today and go hey you know did you know this about me but again if you can dip your toe as we say and start sharing a little bit more about yourself with somebody that you feel that that trust is building with then you you will you will know and in the coaching Arena we should really be able to feel pretty safe to do that if we're absolutely living and breathing our skills and competences brilliant Cody thank you now obviously
• 46:00 - 46:30 in one hour we've only scratched the surface we have if you want to find out a little bit more Katie has written a Blog for us so that will be going live is it later this week or next week salony tomorrow tomorrow so watch out on the blogs tomorrow so Kate is sharing some more and um who knows if you want some more maybe we'll do a part two at some stage and dive deeper in the jhari window now I'm going to challenge you all before you leave to write down what
• 46:30 - 47:00 it is the one thing that you're taking away um you know what is it that you found most helpful and useful for today what blind spot has been revealed for you what sort of growth area and have a play with it remember it's a tool like any other tool to support your own self-awareness um and the awareness of your uh coaches as well k thank you so much um I'm just going to ask you very briefly if you can share
• 47:00 - 47:30 maybe an inspirational tip or something to sort of take away for the people that are listening here today yeah so I've just popped it into the chat now for people to go away and maybe sit down after this session or at some point in the next day or two and have a look at this model and really kind of be kind to yourself to write down some of your key strengths because when we're on a journey we're quite often like I say are looking for the negative elements of who
• 47:30 - 48:00 we are but also um I've popped I po I've pop you a few bits into the chat there as an exercise to do share something that you perhaps feel a little bit more vulnerable about that is in your facade with somebody that you really feel the trust is building but also go away from this session and to get maybe really clear about how you can actually delve into your blind spot so it's a big question what can you do to delve into your blind spot so you can be that
• 48:00 - 48:30 better version of you of who you are you know so you can be that authentic self be coaching in the way that you want to coach like I say I turn myself as a loving boot coach and my purposes to support and challenge individuals and teams to tap into hidden strengths and talents so that they can Thrive and live those lives of fulfillment that they truly deserve and that is my wish for everybody to step over that workplace um threshold feeling happy feeling healthy and feeling part of something really
• 48:30 - 49:00 special ah Katie I could put it better myself I don't think I can add to that what a fantastic session thank you Katie for sharing so openly and uh so eloquently this wonderful tool um and I hope it's inspired all all of you as well thank you again for joining me here today I look forward to seeing you all again uh next month on coaching conversations on the 9th of April uh make sure that you register and um I
• 49:00 - 49:30 will see you if not before on the 9th of April uh take care everybody have a lovely rest of your [Music] day