How can you create a coaching plan that prioritizes diversity, equity, and inclusion?

Coaching is a powerful way to develop your employees, improve their performance, and foster a culture of learning and growth. However, coaching is not a one-size-fits-all approach. To be effective, you need to consider the diverse backgrounds, identities, experiences, and perspectives of your coachees, and how they affect their goals, challenges, and needs. In this article, you will learn how to create a coaching plan that prioritizes diversity, equity, and inclusion (DEI), and how to apply it in your coaching sessions.

1 Assess your own biases

Before you start coaching anyone, you need to be aware of your own biases, assumptions, and stereotypes that may influence your perception, communication, and feedback. Biases can be conscious or unconscious, and they can affect how you relate to your coachees, especially if they belong to different groups or cultures than you. To assess your own biases, you can use tools such as the Implicit Association Test, or reflect on your own experiences, values, and beliefs. You can also seek feedback from others, such as your peers, mentors, or coachees, to identify and address any blind spots or gaps in your understanding.

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Ana Cristina Pineda Muñoz, Master Coach.

Presidente de la Federación Internacional de Coaching Deportivo (FICD) y de la Asociación Venezolana de Coaching Deportivo (ASOVECODE). Liderazgo|Deporte|Equipo|Inteligencia Emocional|Neuroeducación| ICF-CIC-GCC
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Según lo planteado, es fundamental que el coach evalúe sus propios sesgos. Esta evaluación es crucial para garantizar que el proceso de coaching sea inclusivo y equitativo. En este sentido, el coach, puede participar en formaciones y sensibilización sobre diversidad, equidad e inclusión, a los fines de que pueda identificar y comprender sus propios sesgos, así como desarrollar una mayor conciencia sobre la importancia de abordar estos sesgos: prejuicios, suposiciones, estereotipos, en el contexto del coaching. Asimismo, el coach puede realizar una autoevaluación honesta y reflexiva de sus propios sesgos para identificar situaciones, explorar creencias y actitudes en las que los sesgos personales hayan influido en el proceso de coaching.

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2 Understand your coachee's context

Once you have assessed your own biases, you need to understand your coachee's context, which includes their background, identity, culture, preferences, goals, challenges, and expectations. You can do this by asking open-ended questions, listening actively, showing empathy, and validating their feelings and perspectives. You can also use tools such as the Cultural Values Framework, or the Dimensions of Diversity Wheel, to explore the different aspects of your coachee's context, and how they affect their behavior, motivation, and learning style. By understanding your coachee's context, you can tailor your coaching approach to their specific needs and preferences, and avoid any potential misunderstandings or conflicts.

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Ana Cristina Pineda Muñoz, Master Coach.

Presidente de la Federación Internacional de Coaching Deportivo (FICD) y de la Asociación Venezolana de Coaching Deportivo (ASOVECODE). Liderazgo|Deporte|Equipo|Inteligencia Emocional|Neuroeducación| ICF-CIC-GCC
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Antes de crear un plan de coaching que priorice la diversidad e inclusión, es crucial comprender el contexto del coachee. A continuación, algunos aspectos a considerar: 1)Conocer el historial de vida, cultura y experiencias del coachee. 2)Es importante identificar los desafíos y situaciones actuales del coachee con relación a la diversidad. 3)Evaluar el nivel de conciencia y compromiso del coachee con la diversidad, la equidad y la inclusión lo que es esencial para adaptar el plan de coaching de manera adecuada. 4) Comprender las expectativas y objetivos del coachee en relación con la diversidad para diseñar un plan de coaching efectivo y alcanzable. 5) Reflexionar sobre situaciones pasadas y lecciones aprendidas en cuanto al tema.

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3 Set SMART and inclusive goals

Once you have a grasp on your coachee's context, it's time to set SMART and inclusive goals for your coaching plan. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound and helps you define realistic objectives. However, SMART goals alone aren't enough to prioritize DEI; you must also ensure that your goals are inclusive and respect your coachee's diversity, equity, and inclusion. To set inclusive goals, ask yourself if they are aligned with your coachee's values and interests; relevant to their role and responsibilities; respectful of their culture and identity; achievable based on their strengths and weaknesses; and flexible to changing needs. By setting SMART and inclusive goals, you can help your coachee reach meaningful outcomes and feel empowered in their development.

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4 Provide constructive and respectful feedback

Providing constructive and respectful feedback to your coachee is a significant part of coaching, but it can be a sensitive and complex issue, especially when it comes to diversity, equity, and inclusion. When providing feedback, you should consider how your coachee prefers to receive it, their culture, identity, and background, as well as how to balance praise and criticism. Additionally, you should link your feedback to their goals and expectations, provide specific examples and action steps for improvement, and encourage them to reflect on the feedback they receive. Through constructive and respectful feedback, you can help your coachee learn from mistakes, celebrate successes, and grow in their professional and personal life.

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Ana Cristina Pineda Muñoz, Master Coach.

Presidente de la Federación Internacional de Coaching Deportivo (FICD) y de la Asociación Venezolana de Coaching Deportivo (ASOVECODE). Liderazgo|Deporte|Equipo|Inteligencia Emocional|Neuroeducación| ICF-CIC-GCC
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La actitud de respeto del coach es fundamental y viene de la aceptación de la diversidad. Esto, es definitivamente, percibido por el coachee, lo que hace que se genere la confianza, apertura y compromiso con el proceso. Además, es parte de modelar una cultura de paz, donde exista una sinergia en la relación coach-coachee, utilizando sus palabras, indagando sobre su identidad y cultura, entre otros. Con esto, se ayuda al coachee a lograr los objetivos con apertura, satisfacción y felicidad, lo que se traduce en un gran aprendizaje.

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5 Monitor progress and adjust accordingly

The last step in creating a coaching plan that prioritizes DEI is to monitor your coachee's progress and adjust accordingly. You can do this by using tools such as the Coaching Progress Report, or the Coaching Feedback Form, to track your coachee's performance, skills, and behaviors, and to measure their results against their goals. You can also use regular check-ins, surveys, or interviews, to gather your coachee's feedback, opinions, and suggestions, and to evaluate their satisfaction and engagement with the coaching process. By monitoring progress and adjusting accordingly, you can ensure that your coaching plan is effective, relevant, and responsive to your coachee's needs and preferences, and that it supports their diversity, equity, and inclusion.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Brandon Manak

Executive Leader, Analyst, Editor, DEI pioneer
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Prioritizing diversity, equity, and inclusion (DEI) in a coaching plan means aligning the plan with institutional vision and values, ensuring senior leaders are top champions for DEI endeavors. Clearly define the roles and expectations of the coaches, pairing them with personnel based on character, interests, and objectives. Continually assist and critique coaches, holding them liable for DEI results. Raise awareness, challenge biases, and nurture empathy among those involved so their self-awareness, emotional intelligence, and communication skills grow as needed to be productive in diverse teams. Integrate DEI into leadership development and focus on creating safe and open spaces where employees can learn from their mistakes and successes.

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How can you create a coaching plan that prioritizes diversity, equity, and inclusion?

1

2

3

4

5

6

1 Assess your own biases

2 Understand your coachee's context

3 Set SMART and inclusive goals

4 Provide constructive and respectful feedback

5 Monitor progress and adjust accordingly

6 Here’s what else to consider

Business Management

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How can you create a coaching plan that prioritizes diversity, equity, and inclusion?

1

2

3

4

5

6

1 Assess your own biases

2 Understand your coachee's context

3 Set SMART and inclusive goals

4 Provide constructive and respectful feedback

5 Monitor progress and adjust accordingly

6 Here’s what else to consider

Business Management

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