(An article I wrote that was originally published in the Barefoot Coaching Magazine in June 2024)
Coaching the Whole Person: How Coaching in Organisations Fosters Authenticity and Inclusion
Imagine you’re in a meeting, and your colleague Jim is passionately sharing his thoughts. He’s authentic, raw, and…unintentionally offensive to half the team. Here lies the paradox of authenticity: being true to oneself is commendable, but it can also be a minefield in a diverse workplace. As coaches and Leaders, how do we navigate this balancing act?
Authenticity isn’t about baring all at any cost. It’s about integrating emotional intelligence with genuine self-expression. Leaders and managers must harness their authentic selves in ways that enhance, rather than hinder, inclusivity. Let’s explore how coaching can transform this delicate dance into a harmonious performance.
The Authenticity-Inclusion Dilemma
Authenticity is often heralded as the gold standard of personal expression. Yet, when Jim's honesty alienates colleagues, it begs the question: is authenticity always appropriate? The answer lies in understanding that authenticity must be combined with emotional intelligence (Goleman, 1995).
The challenge is not to stifle one’s true self but to express it with an awareness of its impact on others. This is where coaching steps in, helping leaders balance their genuine selves with the need for a cohesive, inclusive environment.
Coaching Strategies for Balancing Authenticity and Inclusion
Developing Self-Awareness and Regulation
One of the key strategies in coaching for authenticity and inclusion is developing self-awareness. I genuinely believe that people who are more self-aware and situationally aware become naturally more inclusive. Encouraging leaders to engage in reflective practices such as journaling or mindfulness can significantly enhance their self-awareness and capability to be more intentional in how they show up. This practice helps leaders understand the ripple effects of their behaviours and words, promoting a more considerate approach to authenticity. For instance, using tools like the Johari Window can help leaders explore both known and unknown aspects of their personality (Luft & Ingham, 1955).
Fostering Emotional Intelligence
Another essential aspect is enhancing emotional awareness and interpersonal skills. Integrating these elements into coaching sessions allows leaders to recognise and manage their emotions while understanding others’ emotional cues. This can be achieved through exploring scenarios where leaders explore/practice responding to challenging situations with empathy and composure. This not only enhances their emotional awareness but also improves their ability to navigate complex interpersonal dynamics effectively. As coaches, we can support clients to achieve this through empathy mapping or perspective shifting – encouraging people to spend just a little time in someone else’s shoes. If we’re feeling particularly brave and challenge and provocation has been requested, we could even push a little further in stating how we experience our client, or push our clients to identify alternative explanations for why people might be behaving as they are.
Encouraging Open Dialogue and Feedback
Creating a culture where feedback is a two-way street is equally important. Leaders should feel comfortable receiving feedback on their behaviour and its impact on team dynamics. Facilitating converations that emphasise constructive feedback techniques and the value of diverse perspectives can be highly beneficial. This practice not only improves communication but also fosters a culture of openness and mutual respect.
Promoting Allyship and Inclusive Behaviours
And finally… Given it’s Pride month… Promoting allyship and inclusive behaviours is rocket fuel to a team… Coaches can guide leaders on the principles of allyship, encouraging them to explore how they can actively support and advocate for underrepresented colleagues (Hobson, 2020). Implementing regular ‘inclusion check-ins’ where leaders seek feedback on their inclusivity efforts can foster a culture of continuous improvement and inclusivity. This proactive approach ensures that leaders remain committed to creating an inclusive environment. Remember, words matters and language constantly changes – keeping an open mind on we frame things can help team members to feel valued and recognised!
Practical Application: A Case Study
Consider Jane, a senior manager known for her directness. Her team appreciates her honesty but sometimes feels steamrolled by her intensity. Through coaching, Jane learned to modulate her approach. By practicing active listening and inviting feedback, she balanced her authenticity with a more inclusive leadership style.
Jane’s journey highlights a key takeaway: authenticity, when combined with emotional intelligence, can foster a more inclusive and thriving workplace.
The Role of Coaches in This Transformation
As coaches, our role is to guide leaders through this nuanced journey. We must:
Model Emotional Intelligence: Demonstrate empathy, active listening, and constructive feedback in our coaching interactions.
Champion Diversity and Inclusion: Advocate for inclusive practices and highlight the benefits of diverse perspectives.
Provide Tools and Frameworks: Equip leaders with practical tools to balance authenticity with inclusivity.
Conclusion: The Authenticity-Inclusion Balancing Act
Authenticity in the workplace is a journey, not a destination. It requires continuous reflection, learning, and adaptation. By fostering emotional intelligence and inclusive practices, coaches can help leaders create environments where everyone feels valued and empowered to bring their whole selves to work.
Remember, the goal is not to dilute authenticity but to channel it in ways that enrich the collective experience. As coaches, let’s empower leaders to embrace their authentic selves while championing the inclusion of others – because a thriving workplace is one where all voices are heard, and everyone can shine.
As always, thanks for stopping by...
References:
Goleman, D. (1995). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books.
Hobson, B. (2020). The Art of Allyship: How You Can Increase Diversity and Inclusion. CreateSpace Independent Publishing Platform.
Luft, J., & Ingham, H. (1955). The Johari Window: A Graphic Model for Interpersonal Relations.
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