photo credit: Artotem

One of the aspects of narrative work that has most fascinated me over the years has been what do with all of the shadow stories that don’t quite fit into the larger and more convenient stories about our past or present. So much of the work in narrative coaching is about helping clients to befriend, mature and embody parts of themselves that have been held back for any number of reasons.

Little change is possible without the reincorporation or adaption of our stories to provide a stronger foundation for the changes we want to make in our life. For a recent client, it was about recognising that she had been pretending to be a flamingo—making others in her swamp at work quite uneasy in the process — and needed to make more space for her nature as an ‘eagle’. [I sense a career change is in the works for her . . .]

At a time when our economies are in great flux and we participate in ever-increasing networks, we need to find ways to express more and more of ourselves — even those parts of ourselves which we may have previously not used or not used well.

Given that this is not often an easy task, it helps to have others who can guide us in doing so. In this context, we can see the value of the other connotation of the word ‘shadow’ as skillfully observing someone. In coaching, this relates to our ability to provide real-time, in-the-moment feedback and inquiry for our clients.

New Workshop!

I am excited to announce that I will be co-facilitating an extraordinary three-day workshop with my dear friend and colleague Donna Karlin called “Stories, Shadows & Self-Discovery” on April 12th-14th in Toronto.

For the first time ever, the founder of narrative coaching and the founder of shadow coaching are offering a workshop together! It will be a highly experiential session, designed to transform how coaching practitioners view and deliver their work. For more information and to register, visit the special page on Donna’s website or here.

Please share the news with others you know in the region. Thanks.

photo credit: Andreas Øverland

What does this simple photo evoke in you?

Among other things, it reminds me of how much of our daily life is a screen onto which we project our narrative frames. Does the photo stir excitement in imagining what you might find if you climbed the stairs? Does it stir a sense of foreboding as you imagine what might come down the stairs? Or something else altogether? I’ve been vividly reminded in recent weeks of the impact of our choices in how we construct our views of people, places and events. Even though we know that this story-making is central to how our individual and collective minds work, it is not always an easy task.

I’ve come to believe, however, that the art and discipline of noticing our stories as they emerge in the moment is at the core of narrative coaching and of being more fully human. This is particularly important when we feel ensnared in events that are challenging for us. With a tip of the hat to Irving Yalom and Byron Katie, in these times I ask myself questions like, “What is the ‘story’ I am telling myself? How is that ‘story’ serving me? What do I need to release so that I can see the situation with a bigger heart and a bigger mind? What would I gain if I did so?

Waking up in a New Year

As I look out across a new year, I am reminded of a quote from the famous photographer, the late Henri Cartier-Bresson. While in Vienna recently for some holiday and lining up two projects there for later this year, I had the unexpected pleasure of seeing a major exhibit of his work as well as another of my favorites, René Magritte. Each of these artists was gifted in helping us to question how we see the world. As Cartier-Bresson wrote in 1994, “My passion has never been for photography in itself, but for the possibility—through forgetting myself—of recording in a fraction of a second the emotion of the subject and the beauty of the form, the geometry awakened by what is offered.” He describes it as a ‘decisive moment’ when the head, heart and eye are aligned along the same line of sight.

Beauty is indeed in the eye of the beholder. As you make your way into a new year, spend five minutes right now reflecting on a story you’ve recently told yourself (and perhaps others) that now feels limiting to you.

1. Where is there an opening to release your ‘narrative grip’ to make room for new possibilities?
2. What part of the story needs to be released, like a drop back into the ocean?
3. What other part of the story wants to be told?
4. What space would open up in your heart, mind and life if you shifted your frame?

Resolutions in the new year are less about grand promises and more about the daily practices of increasing our awareness and our courage in the stories we choose to tell. Every moment can be a decisive one. Peace to each of us on our journey…

photo credit: xoque

Do you ever get to the place in your work where you feel like there is too much to do, to remember, to track? I used to pride myself in being able to hold a lot at once — in my mind, for my clients, and about my work. As the complexity of our world increases almost geometrically and I find myself affected by the simple arithmetic progression of aging, I find that harder and harder to do.

I thought about this the other day in the context of launching a narrative coaching center with a team in Toronto and the first narrative design lab in Sydney. Add that to my full-time practice, research and writing projects, and a personal life — and it started to feel a bit much.  I had the chance to talk with my  friend and colleague Andrea J. Lee about my plans. In the course of doing so, she suggested that I might need to release my need to understand it all — and just do the next thing that needs doing. It was a wonderful insight that really hit home for me.

Enjoy the vista, but watch your feet

As I put this approach into practice the next day on a planning call with Toronto, there was a much greater sense of ease and grace in our conversation. What had become long lists of tasks quickly distilled into some immediate actions to take. It felt liberating. This is not about ticking lots of ‘to do’ boxes like a mouse running in a wheel; it’s about building toward something meaningful one step at a time. The era of seeing the whole picture, knowing everything about something, and planning the entire journey is over. Now, it is about doing what needs to be done next — and from there seeing what the world looks like and acting accordingly.

It’s like a good story. The magic is in the suspense of wondering what will happen next, and long arc of the plot often only becomes apparent in the end. I think our work is more and more like that. How about you? We take the steps we need to take in order to respond to and create what is emerging . . . and soon marvel at how far we have come and where we have arrived! Like stories, understanding is in retrospect, not a requirement for getting started.

If you feel stuck or daunted by all that needs to be done, ask yourself right now, “What’s the next thing that needs doing?”

photo credit: Koshyk

As you are wont to do when you are young, I had been traveling across thousands of miles of Alaska by thumb and by foot. Near the end of my journey, I came to a small town in the middle a majestic nowhere. I had been eating quite simply for weeks but was starting to crave the foods of my native California. While resting on the porch of the only store in town, I struck up a conversation with an old man who had been traveling by bike. He offered me his last orange as a gift, the first fresh fruit I had eaten in almost a month. I savored each bite, both for its sweetness and for the graciousness of the gift for a young man traveling far from home. Somehow, the best that is our humanity was captured in that moment as two people who had never met and would likely never do so again connected for a brief time. As he rode off, I was struck by the simplicity of the gift yet the profundity of the experience.

Creating moments of meaning

The title for this month’s post came from close friend in high school (here’s to you CW) if I recall. I thought of it again in light of this story as a way to illustrate how the ordinary can become the extraordinary. It reminds me of a principle of narrative coaching: to generate powerful experiences with clients to help them move toward the not-yet-known rather than to gather information in order to move them toward the known. When we create ‘moments’ of meaning’ for our clients that which was unknown becomes known in ways that can be quite eye-opening and empowering. For example, I didn’t realize how much I was ready to head for home until I took the first bite of that well-traveled and juicy orange. Even more, I’ve never forgot that simple, yet timely gesture.

My invitation to you is to find someone today — a client, a colleague, a loved one— who needs an ‘orange’ from you. Amid the din and rush of our days, give this person a few moments where they feel ‘met’ and cared for. It is those experiences, where the unknown skies open, that will bring about the insight and inspiration we all need. It is about grace more than about goals. If each of us gave a few more ‘oranges’ and allowed ourselves to receive them more easily, imagine what a difference it would make!

photo credit: ginnerobot

One of the trends I’ve noticed with my clients and in other organizations is a need for a greater integration of coaching skills and conversations within teams. The reasons include:

1. the recalibration of the spend on external coaches and how they are used
2. the growing need for more agile and conscious decision making
3. the increasing capabilities of internal staff to facilitate and coach issues in real-time
4. the recognition that the sources of many challenging behaviors are environmental

For example, I am working with one client, a large professional services firm, to develop a team-centered coaching model to enable hundreds of teams to use a common, team-centered approach to address the real business issues they face. The work is part of a broader effort to (1) reframe some of the internal narratives about what it means to be a ‘good’ team through research on exemplar teams, unpacking how they work, and sharing their stories with others; and to (2) instill greater accountability at the personal and team level for learning, development, and performance. In a conversation the other day, a team leader asked me how to help his team become more ready for these types of conversations. I immediately thought of a simple metaphor to use in answering his question and coupled it with familiar model to describe the evolution of a team:

Growing a team is like making a cupcake

Storming: The first phase is getting the group together to decide what they are going to make, assemble the ingredients they will need, and stir the batter.

Norming: The second phase is about confirming they still want to make cupcakes, deciding what size and shape they want, and what is important to them about the final products.

Forming: The third phase is finding the right pan in which to cook them and lining the pan for a smooth outcome, turning on the oven to the right temperature, pouring in right amount of batter, and placing the pain in the oven.

Performing: The fourth phase involves taking them out of the oven at the right time (often a true test for the bakers), letting them cool (again, a call for good judgment), taking them out of the pan, and then decorating them (often an occasion for friction as preferences emerge about beauty versus efficacy, for example).

Transforming: The final phase is an important one in that the true purpose of this process is not just good performance but to use the result to achieve a higher purpose — in this case serving them to others for their enjoyment. While teams often provide valuable experience for people at many levels, they are perhaps more of a means rather than the end themselves. It comes down to, “what do you want to accomplish with this team?”

Part of the value of working metaphorically and narratively with clients is being able to use their everyday experiences rather than lots of complex models and long lists to help them achieve their goals. As far as I know, no team in history has every been transformed by bullet points on a PowerPoint slide. It comes down to getting in the ‘kitchen’, rolling up your sleeves and having meaningful, authentic conversations about things that matter.

Nine ethical guidelines for narrative coaches

As part of our due diligence as professionals, it is incumbent upon coaches to be aware of our own unconscious biases and preferences that shape what we see and do with people and the stories they share with us. What are the acceptable shapes of a life we find ourselves promoting based on our training, professional/business pressures and aesthetic preferences? What our preferred formulation patterns and how do they keep us from more courageously and cleanly meeting others and their stories? In closing, I would offer the following nine ethical considerations in working with peoples’ stories; they serve as the bedrock of a narrative approach to coaching:

1. Coachees expect their coach to create a safe container for their storytelling.
2. Coachees expect their stories to be heard in a nonjudgmental, non-assumptive manner.
3. Coachees expect to have their community and cultural stories taken seriously.
4. Coachees have the right to tell their own story in their own way.
5. Coachees tell and understand their story as best as they can at the time.
6. Coachees have the right to change their stories, lives and selves as they choose.
7. Coachees are accountable for the impact of their stories on themselves and others.
8. Coachees expect their coach to manage their own stories, agendas and participation.
9. Coachees expect their coach to be exemplary stewards of the stories that are told.

I hope you have found these posts helpful in giving you some practical strategies for taking a more narrative approach to your work. We are scheduling master classes in various parts of the world for the latter half of 2010 and in 2011. It looks like Zurich and London will be next. Let us know if you’d like to host one in your area. You can reach us an director [at] narrativecoaching.com

Listening narratively

Narrative coaches stay in the lived experience of the conversation as much as possible. Some of the practices they use in doing so:

1. Create a rich narrative field, notice what appears, remain connected even in silence, and actively engage with the coachee’s narration as it emerges. Invite coachees to stay in their stories as they unfold across a series of present moments. As they do so, the characters, context, and conclusions will become more apparent and available for renegotiation.
2. Help people come to their stories with less judgment in order to loosen their group on their identity and lives and provide an opening for greater awareness, more trust in themselves, more conscious choices and better results.
3. Put more emphasis on generating experiences and less on rushing to interpretation, meaning, or action. Doing so, will more likely and fully engage the whole person and create conditions more similar to what they will encounter after the session.
4. Trust that people will begin at the level at which they are ready and the critical themes will be forthcoming regardless of which stories they share first. Any story or set of stories can be a portal into the larger issues at play for people and the path to reaching their resolution or aspiration.
5. Build rapport through hemispheric resonance by starting with coachee’s preference but then invite them onto the path of change by drawing on the other hemisphere to bring in elements that were not part of the original story (Siegel, 2007).  Draw on the factual, sequential, and verbal parts of the story, largely a product of the left hemisphere and the more personal, contextual, nonverbal parts of the story, largely a product of the right hemisphere, as needed to elicit the whole story.
6. Help coachees identify narrative data from their lives that support an alternate view of who they are and how they want to be in the world—what White and Epston (1990) called “unique outcomes,” Hewson (1991) called “exceptions” and the Heaths (Heath & Heath, 2010) called “bright spots.” At the same time, realize that in order for new stories or new relations between stories to take hold in coachees’ lives, they must build on elements of familiar stories in order to ‘scaffold’ their ascendance.

Therefore: (1) help people to become more aware of the contours of their available narratives and either reframe them or their relationship to them; (2) guide them in discovering and developing new options (often hidden as gems in their own stories) and a more evolved repertoire; and (3) help them to successfully launch their new story as the basis for fulfilling their aspirations. Any story told in a coaching session, even if it has served as a transformational vehicle in that setting, must survive the ‘retellings’ if coachees are to sustain the changes they have begun.

Narrative Identity

A distinguishing feature of a narrative approach to coaching is its emphasis on the critical role of situated (e.g., somatic, relational, contextual, and adaptive) identity in understanding and supporting coachees’ development and performance. It exemplifies a shift in thinking of identity as a set of static properties to a reflection of dynamic and relational action — and from seeing it as a fixed object to an adaptive performance. There is an intimate connection between the ways in which we construe ourselves and the ways in which we are likely to behave.

Coaching Applications

1. Provide both an interpersonal structure and a narrative structure in which coachees can safely and fully engage and explore their stories. In doing so, appreciate the centrality of “place” in creating a generative space for the conversation and in helping coachees’ ground their stories (past, present or future).
2. Realize that people tell stories to make, confirm or experiment with a way of being in the world/being seen by the world. Therefore, ask yourself, “What is this person trying to achieve through telling these stories, particularly at an emotional level, and how are their current narration strategies working for them?”
3. Draw on Bakan’s (1966) assertion that there are two primary drivers of human behavior—agency and communion—in observing coachees’ unique narration patterns and supporting the growth of their cognitive and behavioral repertoire.
4. Recognize that if you want people to adopt new behaviors or attain new results, you must help them build an identity, through an alternative narrative.  To sustain that new identity, people need to enact new behaviors—and the stories that go with them.
5. Realize that people can only see as far as their stories will take them; they can only act as far as their stories will back them (before and/or after they act). As such, it is important to help people to connect their personal stories with the social contexts from which they came and to which they will return in new ways.

Four general guidelines for taking a narrative approach to coaching

1. Create nonjudgmental and generative spaces in which coachees can work in the moment with their narrative material in order to discover, explore and potentially reframe their habitual narrative patterns and open up new possibilities for their development and outcomes. It is less about causation and more about creation.
2. Track how people organize their stories, e.g. which events are included, which themes they organize around, which characters are portrayed as significant, and which voices are privileged in the telling. Help people examine their assumptions about reality through deeply engaging in their stories.
3. Listen for the gaps, the thresholds where the person’s emplotment strategies (how they make sense and meaning of events) have broken down or are no longer working. These gaps in narration can be seen as “breaches”  and the stories coachees tell us as attempts to resolve the discrepancy between what they expected and what has transpired.
4. These gaps in coachees’ stories can be an opportune time to help coachees formulate a different story and outcome because it is in these liminal, in-between spaces where growth most often occurs. Stay present to what is happening in the session, in what narrative coaches think of as storytime and storyspace , in order to notice openings for change. Everything you need is right in front of you.

A client’s story

I believe that stories about the past, present and future all contribute to the shaping of people’s experience in any given moment. Who they once were, how they are now, and who they want to be all shape their current state, identity and behaviors. Each of these three temporal dimensions is represented in a person’s narrative patterns and can be accessed in coaching them to unlock new stories. I saw this in a recent conversation with a client who commented that I seemed to know what he would say next at times. I responded by saying that I was just noticing glimpses of the future as it curled back into our present experience because of the sense of relational flow (Moore, Drake, Tschannen-Moran, Campone & Kauffman, 2005) we had created. Stories about who he thought he was, what he was noticing about himself as he was telling his story, and who he was hoping to be when he ‘retired’ came together — resulting in some new insights about what he would do next.

When I am speaking on and demonstrating a narrative approach to coaching, many people are quick to recognize that it seems both quite powerful and quite different to more traditional approaches to coaching. I often get asked, “How do you do it?” Therefore, I decided that over the next few weeks I will share with you some of the foundational elements behind narrative coaching and some of the practical implications for our work. Much of this material will appear in my chapter in a forthcoming coaching encyclopedia edited by two colleagues from the evidence-based coaching program at Fielding Graduate University I helped to found. I look forward to hearing about your observations, reflections and experiences.

Narrative coaching is a body of knowledge that draws on millennia of ancient wisdom, a century of social science thinking, and breakthroughs in domains like the neurosciences to create an approach to development fitting for our times. It is a mindful, experiential, and holistic approach to helping people shift their stories about themselves, about others, and about life itself in order to create results that matter to them. Narrative coaches take a more “decentered” position in their role, a more nondirective approach to the coaching process, and a more contextual view of coachees’ identity, development and behavior.

Six philosophical assumptions which inform narrative coaching

1. People’s situated identity and their situational behaviors are mutually reinforcing and each can be tapped as a lever for change
2. The power created in the relational field between two people in coaching is more important than the specific techniques that are used
3. Margins, borders and the unconscious are more central to making meaningful change than linear plans focused on symptom relief
4. People’s own stories provide the primary material for coaching conversations and the language and vehicle for change
5. A keen awareness of the present without judgment and the ability to pay closer attention are as critical in coaching as external goals
6. The rites of passage model (a contextual frame) is more useful for guiding change than the medical model (a mechanistic frame)

A narrative approach to coaching works exceptionally well across cultures as it is less tied to western epistemologies and more easily tuned to local dynamics. It is quite useful in giving voice to non-dominant groups as part of a larger evolution in the systems in which they work and live, ie, in organizations embarking on culture change.