I have just been reading through Alison Maxwell’s paper in the September edition of Coaching magazine from the Association for Coaching: “How do coaches experience the boundary between coaching and therapy/counselling?” and it got me thinking about a debate on this topic I had years ago when doing some coach training around NLP.
The debate arose out of Milton Erickson’s assertion that every client already has all the resources they need to be able to deal with their “presenting problem”. Having tabled this assertion as part of the training we were challenged about the need to ensure that the client is in a “safe place” at the end of each session; Some of the coaches in the room were clinically trained and had a firm belief that business coaching should not enter the realm of clinical therapy or even dip a toe into it. Those that were not clinically trained were highly uncomfortable around “opening Pandora’s box” in a coaching environment and finding themselves unable to handle the results.
Whilst I wholly adhere to this degree of care for a client’s wellbeing and for the additional point made at the time that a coach must often work to the requirements of a business rather than simply an individual, I gently reflected the idea that in any relationship exploring performance or development goals through coaching, both parties have a role in deciding which topics are discussed and to what degree they impact on the “presenting problem”. In Erickson’s view, this would suggest that the client will share what needs to be shared, and since they walked into the room with that psychological “weight” from their personal life, they are full capable of also walking back out with it.
“In all the years I have been coaching,” I suggested, “I have never met an executive who did not also live a life”. It was often the case that weighty issues taking place outside the office had as much influence – and indeed learning to offer – upon work-based performance issues as behaviour and events in the office. What I felt was most important, is that where discussion of outside work issues ventured into realms where professional advice or counselling may be required, this perspective should be offered to and explored with the client as opposed to those issues being directly tackled by the coach. This should not however prevent the exploration of pertinent home or deeper psychological issues in a balanced manner and in relation to their impact upon work performance. Nor should it laden the coach with responsibility for extending to a 4 hour session in order to repack the emotional baggage brought into the session by the client. Whilst we all recognised that the whereabouts of the line to be drawn between therapy and coaching was not always clear, we could all engage in a healthy debate and agree that it certainly needed to be drawn.
In the time that has passed since that initial debate with a number of experienced executive coaches, the world of coaching has expanded exponentially and the market is now crowded with Life Coaches and Action Coaches and all manner of specialist coaches – some of whom have received not only very little face to face coach training, but absolutely no training in psychology or therapeutic intervention. Whilst I remain confident that every face around the table in that training session long ago would be totally capable of recognising an issue that they were not competent to explore and should refer to an outside professional, I am not entirely convinced that many of the lesser trained coaches would be able to do so.
I am a firm believer in the power of “helping by talking” as the paper coins the phrase. I actually think that in the vast majority of cases, simply talking to another, caring, listening human being and sharing a problem or issue is a hugely valuable experience. What concerns me a little is that coaching is a privileged relationship. From its roots in both psychotherapy and sports development, a coach has been seen in some way as an expert; a safe pair of hands. Early therapists identified the phenomenon of transference to describe the symptoms of this sense of parental caregiving and reliance on another human being. Whilst the psychologically trained coach is fully cognisant of this potential and aware of the point at which a referral is advisable to satisfy their professional obligations and the needs of the client, the freshly qualified life coach, accountable only to their client may neither recognise the signs nor know how to respond. Filled with a desire to help and build their reputation in their new field, it is possible that this leads to a failure to refer and a missed opportunity to provide the client with the professional help they require.
Alison’s paper uses as a sample a number of coaches with a higher level of coaching and training than most and she recognises in her conclusion that she may therefore present a somewhat high benchmark. I would however agree with her conclusion that “the personal and the professional are deeply intertwined in the coaching conversation, and attempts to compartmentalise these by either coach or client are unrealistic”. She proposes that “a grey area exists” below the need to refer for clinical issues and above the merely work-based discussion where “serious ethical, moral and potentially legal questions” may arise from a lack of training or awareness in the coach. Perhaps this debate would be well considered by the ICF who are currently debating the unpicking of their graduated model for coaching accreditation so beloved by coaches across the globe. Although you could equally argue; does a long and impressive coaching log make you significantly better at judging the need for clinical referral of a client…or significantly worse at admitting that need?