Part I: Plus One Manifesto for Coaching and Change

“Plus One” Manifesto for Coaching and Change 

Plus One uses discovery coaching and experiential learning as the core elements of self-development. The “process with structure” is a proven methodology of inquiry that encourages client participation, engagement and motivation by asking reflective questions. This collaborative approach to coaching builds on prior knowledge through experience based exercises that support independence, problem solving and improvement of communication skills. With tools such as, deliberative practice and feedback clients take action based on their individualized develop plan to find more meaning and purpose in their work and personal life.

In Plus One Discovery Coaching we take a similar path as proposed by, Faye Borthick and Donald Jones but we add feedback  to the process “In discovery learning, participants learn to recognize a problem, characterize what a solution would look like, search for relevant information, develop a solution strategy, execute the chosen strategy” and I added the necessity of seeking feedback to update and complete the circle of learning and growth.

Pros and Cons of Discovery Learning And how Plus One Coaching handles these concerns.

Advocates of discovery learning explain that this theory:

  • Actively engages the person in the learning process. We want this in a a good coaching experience.
  • Motivates person to participate. Paricipation and motivation are critical keys to successful coaching process.
  • Encourages autonomy and independence
  • Promotes the development of curiosity, creativity and problem-solving skills
  • Provides an individualized learning experience.

Critics of this discovery learning caution that this theory:

  • May be overwhelming for learners who need more structure. Our “process with structure” framework solves this problem
  • May allow for possible misunderstanding of learning and failures without more direct contact, observation or face to face conversations. Plus One’s weekly goal setting and feedback eliminate this issue.
  • May prevent coach from gauging whether client’s are learning , stuck or just ignoring obstacles that prevent learning and change. Our structure of weekly conversations track and confront the in-completions in following through on plans and why it is happening so as to reduce these type of interferences of non-compliance. 
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