If you’re interested to see the kinds of ideas we’ve looked at and explored, below is a snapshot of what we’ve been up to over the past two years. This is just a small selection of the concepts, frameworks, and practical skills that participants have practised and reflected on in the group. I often bring my own learning and experiences to the sessions, but I also respond to what participants are most interested in exploring, so every session is shaped by curiosity and the group’s needs.
Core Coaching Concepts
- Distinction between coaching, mentoring, facilitation, and therapy
- Coaching as partnering to inspire maximum potential (ICF definition)
- The power of curiosity over rescuing
- Deep listening (four levels: reply, understand, learn, deep listening)
- Coach the relationship to the issue, not the issue itself
Communication and Conversation Models
- David Kantor’s 4-Player Model: Move, Follow, Oppose, Bystand roles
- Otto Scharmer’s Four Levels of Conversation: Downloading, Debate, Dialogue, Generative Dialogue
- Stroke Economy (Claude Steiner): Recognition and validation patterns
- Transactional Analysis (Eric Berne): Parent, Adult, Child ego states
- Nonviolent Communication: Jackal vs. Giraffe language
Psychological Frameworks
- Drama Triangle (Karpman): Persecutor, Rescuer, Victim
- Winner’s/Empowerment Dynamic (TED): Coach, Challenger, Creator
- “I’m OK, You’re OK” Matrix (Thomas Harris)
- Immunity to Change (Kegan & Lahey): Hidden competing commitments
- Process Communication Model (Taibi Kahler): Personality types and drivers
Reflection and Awareness Tools
- Ladder of Inference (Chris Argyris): From observable data to actions
- ACT Framework (Steven Hayes): Internal/External, Towards/Away dimensions
- Incisive Questions (Nancy Kline): Challenging assumptions
- Johari Window: Self and other awareness
- Active vs. passive questions
Change and Development Models
- Change Formula: (V×D) + FS > R = C
- Zone of Proximal Development (Vygotsky) / Learning Zone Model (Senninger)
- Performance = Potential – Interference (Timothy Gallwey)
- Systems thinking (John Whittington): Personal, professional, community systems
Team Effectiveness
- Hackman & Wageman’s 6 Conditions: Real Team, Right People, Compelling Purpose, Sound Structure, Supportive Context, Team Coaching
- Gottman’s 4:1 Ratio: Positive to negative interactions
- Coaching Clinic structure (Otto Scharmer)
Practical Skills
- Summarising technique
- Three Questions Curiosity Exercise
- Contracting and establishing coaching agreements
- Feedback delivery (behaviour-focused, neutral)
- Self-audit for emotional positioning
- ICF Core Competencies
Candida Javaid Coaching & Mentoring 