Coaching as an Intervention

Coaching as an Intervention

By. Dr. Troy Davis

Research Question: What are the outcomes of integrating spirituality-based coaching interventions on clients’ sense of vitality and meaning?

            Coaching is unlocking a person's potential to maximize their own performance. It helps them learn rather than teaching them (Passmore, 2021). The models within the coaching profession focus on the development of the individual as a whole. (Cox et al., 2024). The coach acts as a supervisor to the coachee, developing a bond of Trust and reliability. The coaching process delves into the core of the coachee's functioning behaviors and patterns of interaction are revealed. The supervisor has a bird's eye view of how the coach interacts with people when forming relationships. Those interactions evoke patterns within us, and we are reacting to them, if it is only through reflection in our heads, never expressed to our interlocutors (English et al., 2018).

Given the intensity of the ministerial call or duty, good relational intentions could leave blind spots and void the ministry leader of the opportunity to achieve self-awareness and identity reinforcement.

Additionally, blind spots are areas where a person lacks awareness of their own behavior, impact, or limiting assumptions. In Whitmore's framework, blind spots are not seen as flaws but as opportunities for growth and learning (Whitmore, 2018). To ministry leaders, blind spots can manifest as disobedience, regret, or any behavioural patterns that overtly or cognitively oppose Philippines 4:8 (King James Version) Finally, brethren, whatsoever things are true, whatsoever things are honest, whatsoever things are just, whatsoever things are pure, whatsoever things are lovely, whatsoever things are of good report; if there be any virtue, and if there be any praise, think on these things (Philippians 4:8, King James Version).

Consequently, the weight of ministry duty, combined with their personal life, can exacerbate the leaders' stress levels. Barna research shows that nearly one in five pastors have considered self-harm or suicide in the past year, and that 18 percent of Protestant senior pastors said they had contemplated self-harm or suicide (Barna, 2024). The evidence suggests that coaching, utilizing cognitive and solution-focused approaches, is well-positioned to support behavioral change and enhance well-being (Passmore, 2021).

By integrating a coaching model within the framework of leadership, ministry leaders can become more self-aware and mindful of their calling.

Research on mindfulness has highlighted numerous benefits of developing mindfulness and compassion, which are also pertinent to supporting clients in operating effectively in today's world. These include increased adaptiveness (being better able to deal with the complexity and ambiguity, to dance in the moment"), improved emotional intelligence leading to greater capacity for collaboration; greater creativity and innovation; improved cognitive functioning; and enhanced ability for ethical and sustainable decision making and behavior (English et.al., 2018). 

Coaching helps individuals unlock their self-awareness and understand their self-worth, recognizing that it is not tied to their duty of ministry, but to God, the Creator. Building others' self-belief requires that we relinquish the desire to control them or maintain their belief in our superior abilities. We build self-belief when we make decisions, take successful actions, and recognize our full responsibility for both our successes and our failures. However, nothing succeeds like success (Whitmore, 2018).

The task of ministry training could limit one's ability to be self-aware and hinder their self-belief in their skills, talents, and giftedness. Our giftedness fits us to bring God glory, yet we are told that all of us "fall short of the glory of God. For that reason, I call giftedness "incarnational truth." That is: when God designs human beings, He takes some dimension of Himself that He does in an infinite way and fashions a human being to do that same thing in a finite way (Hendricks, 2014).

            Leading a ministry can bring a certain level of turmoil into one's life but understanding one's giftedness and how to navigate the inner self is the role of a coach. A mentor can offer guidance, a therapist can counsel from the broken pieces of you, but a coach partners in the discovery of you, which is a powerful foundation for building a successful career.

The Situation

 As life quakes or disruptions continue in the ministry leader’s life, one must question their mental fortitude.

Several studies have demonstrated a direct relationship between religiosity and psychological well-being, including life satisfaction, happiness, and moral values. In a comprehensive review, religiosity was positively associated with social support (95%), purpose and meaning in life (93.7%), and well-being, optimism, and hope (79%). Despite these positive associations, researchers have also identified negative dimensions of religiosity. Certain religious appraisals—such as the belief that “God is punishing me,” “God does not like me,” or “God has abandoned me”—are associated with poorer psychological outcomes. When these negative religious cognitions are present, individuals tend to experience higher levels of depression and anxiety, as well as increased mortality risk (Gonçalves et al., 2015).

Solution

Trust is the foundation of coaching. The coach and coachee build a relationship by trusting each other, not the system.

Findings suggested that formation of Trust is impacted by values-based attachment, confidentiality, and the capacity of peers to make themselves vulnerable. Individual bonds are important at the start of coaching, but trust is further strengthened through contracting and reciprocity within the relationship itself and by an open culture within the organization. Organizational culture was found to influence Trust and the Need for a combination of benign organizational support, transparency, and non-intervention was seen as vital (Cox, 2012)

Whitmore (2018) argues that the coach must believe in the hidden gift for the coachee. He goes on to suggest that Trust opens the coachee up to self-awareness. As Trust builds, so does responsibility towards the coachee’s inherited skills, talents, and inner strengths. This thinking aligns with Genesis 2:20 (King James Version), after God created man in His image, man named each animal. Man has an inherited ability and inner strength to be resourceful.

Conclusion

Unlike leadership development, coaching is not a systematic approach unlocking the strengths and resources of a person, rather it is built on a trusted relationship that reminds one of his inherent giftedness. Through his giftedness develops a flourishing culture both personally, within his organization, and throughout the community.

References

Cox, E., Bachkirova, T., & Clutterbuck, D. A. (2024). The Complete Handbook of Coaching.

English, S., Sabatine, J., & Brownell, P. (2018). Professional Coaching: Principles and Practice.

            Springer Publishing Company

Gonçalves, J. P. B., Lucchetti, G., Menezes, P. R., & Vallada, H. (2015). Religious and spiritual

Interventions in mental health care: A systematic review and meta-analysis of randomized controlled clinical trials. Psychological Medicine, 45(14), 2937–2949.

Hendricks, B. (2014). The person called you: Why You are Here, Why You Matter, and What You Should Do With Your Life. Moody Publishers

Passmore, J. (2021). Excellence in Coaching: Theory, Tools, and Techniques to Achieve

            Outstanding Coaching Performance. Kogan Page Publishers.

Whitmore, J. (2018). Coaching for performance: GROWing People, Performance and

            Purpose. Nicholas Brealey International.