Social media displays countless articles about managing teams dislocated from their normal, intact work location to working from home. Many offer novel suggestions to deal with the novel virus. However, do they fall into one of three less effective categories of “science” (or research), namely popularist, puerile or pedantic, see Figure (1) below.
Coaching is a trusting relationship, and not exclusive to the coaching journey it is also applicable to leadership relationships between leaders and their followers.
In the midst of own research with learners in formal educational settings and those coached through virtual reality technologies, I discovered what formed the bedrock to my coaching and leadership interactions – Five Levers. The associations between one’s Identity, Presence, Co-Presence, Emotional Intelligence and Immersion produce an effective sense of being in those experiences.
According to Chartered Institute of Personnel and Development ([CIPD] 2017) coaching supports individuals become high-performers in their workplace activities. The coaching relationship is targeted at the specific skills, behaviour and goals identified by the individual and their employer. The duration of the relationship is variable and has no fixed timescale; it is proportional to the individual’s development and Mastery of practice (Pink 2011). From the onset, a coaching relationship has a purpose of aligning human abilities to organisational leadership. The Coachee has a goal to unlock and fulfil their potential; they may wish to become better furnished with know-how in dealing with complex and challenging organisational situations.