Personal Conduct – 4: Excellence points 10 – 11

There are 11 points under the sub-heading of Excellence.  In this article, we will discuss and expand upon the last two points:

10. Coaches, Mentors, and each individual working within a coaching/mentoring organisation will monitor the quality of their work by undertaking their own reflections, seeking feedback from consumers, peers, colleagues, and other Coaching and Mentoring professionals, and clearly documenting their reflections, feedback, and actions taken in response.

11. Coaches, Mentors, and each individual working within a coaching/mentoring organisation will have regular coaching or mentoring sessions with a higher qualified, accredited/credentialed, and more experienced Coach or Mentor, who can help them reflect on the feedback (point 10 above) and assess their level of competence and support their ongoing growth and development.
Where the Coach or Mentor wishes to discuss consumer-specific details, they are reminded of the confidentiality clauses in this Coaching and Mentoring Industry Code of Standards and Ethics.

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10. Coaches, Mentors, and each individual working within a coaching/mentoring organisation will monitor the quality of their work by undertaking their own reflections, seeking feedback from consumers, peers, colleagues, and other Coaching and Mentoring professionals, and clearly documenting their reflections, feedback, and actions taken in response.

It is important that each Coach, Mentor, and person who works within the industry monitors the quality of their work by undertaking their own reflections.

Point 7 of the industries Core Competencies explains reflections in more detail, but reflection simply means taking time out to think things through.  In the same way that a mirror reflects you; taking time out to reflect on past coaching and/or mentoring sessions with a consumer, or a colleague, or a peer, is important to your own professional growth and development.

competence

It is important that each Coach, Mentor, and person who works within the industry monitors the quality of their work by seeking feedback from consumers, peers, colleagues, and other Coaching and Mentoring professionals.

Point 4 of the industries Core Competencies talks about having the ability to incorporate feedback and learning into your coaching or mentoring.  Feedback is simply defined as the process of asking for and receiving constructive suggestions aimed at improving your own performance, reinforcing what you do well, and understanding what training/continuing professional development you could take to increase your knowledge.

While some feedback may seem to be critical, it is important that you take the following steps:

  • read the feedback carefully
  • ask yourself why it was given.  What was the event or scenario that triggered this particular feedback?
  • if you do not understand the feedback, ask for clarification.
  • if you do not understand why the feedback was given, ask for clarification.
  • compare the feedback you get from everyone you asked.  If the same feedback is provided across all or most feedback, then maybe it is something you should take further.  If the feedback was only provided from one person, it is important to understand the why; as this may provide you with feedback that you should take further or maybe that you should ignore or maybe you should be aware not to put yourself in the same position in the future.

Once you have completed your own reflection and understood all feedback, clearly documenting all your findings: reflections and feedback.

The reason for complying with point 10 of Excellence is to improve your own competence and professionalism.  To allow you to take the steps, you must clearly document the actions you will take in relation to the reflections and feedback.  On completion of your documented actions, points 8 and 9 of Excellence require you to document all Continuing Professional Development, training, workshops, books read, etc.

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11. Coaches, Mentors, and each individual working within a coaching/mentoring organisation will have regular coaching or mentoring sessions with a higher qualified, accredited/credentialed, and more experienced Coach or Mentor, who can help them reflect on the feedback (point 10 above) and assess their level of competence and support their ongoing growth and development.

Where the Coach or Mentor wishes to discuss consumer-specific details, they are reminded of the confidentiality clauses in this Coaching and Mentoring Industry Code of Standards and Ethics.

In addition to reflection and feedback, the IRCM CIC has included regular coaching or mentoring sessions with another IRCM CIC Registered industry professional who has a higher qualification, is accredited/credentialed with an IRCM CIC Registered/Accredited Professional Body, and has more experienced in the niche market in which the Coach or Mentor is working.

These sessions will give each Coach or Mentor the opportunity to talk to another professional about their reflection, the interpretation and understanding of the feedback received, discuss any challenges with consumers, to assess their level of competence.

Having reminded the Coach or Mentor who wishes to discuss consumer-specific details of the confidentiality clauses in this Coaching and Mentoring Industry Code of Standards and Ethics, the IRCM CIC recognises that there will be times when this is a necessity and asks that the Coach or Mentor does not use names or talk about specifics that may identify the consumer through publically available information.

Point 10 (above) encourages each Coach or Mentor to document the actions they will take.  Talking to another industry professional will provide the Coach or Mentor to discuss these actions, the perceived benefits, and in a later review the actual benefits.

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Although this article refers to Coaches and Mentors; it is equally important that each individual working within a coaching/mentoring organisation whether they are a receptionist, administration, book-keeper, accountant, trainer, course/workshop creator, mentor, coach, or any other person working within a coaching and/or mentoring organisation recognises that they are part of the coaching and mentoring industry; and therefore, each clause also applies to them.

The ultimate outcome of the Excellence clauses is to ensure that each Coach, Mentor, or individual working within a coaching/mentoring organisation provides the highest level of service/product to the consumers within the coaching and mentoring industry.