The more you know yourself, the better you are at adapting to situations, changes and the needs of others. This is why it was important to us to develop Spotlight so it was easy to integrate into all kinds of development frameworks and initiatives.
Because it doesn't require a full debrief with a practitioner, the short, meaningful and manageable insights can be introduced and used to fuel all kinds of reflection, discussion and development planning.
Spotlight in Individual Coaching
Coaches are often challenged with only having a limited number of sessions to work someone -maybe as few as 4, or only 1! The pressure is on to create self-awareness, build rapport, explore possibilities and integrate this into realistic next steps, all in a short space of time.
While a full personality profile is hugely powerful in coaching, when there isn't extra budget, time to commit a whole session towards this, or when all coaches are not accredited in the same model, Spotlight can be the perfect solution.
- It can be introduced to the individual ahead of the coaching for them to digest, or worked through together in part of a session.
- It can help the coach to accelerate thier understand and adapt to the individual they are coaching, as well as speed up the self-awareness of the individual. So you can both so much more from the coaching sessions you have together.
- The 5 core domains can help to highlight an area they might be currently struggling with, or feel would be most important for them to work on.
Here are some typical coachee challenges where Spotlight can be used
I don't know what my Strengths are.
Spotlight provides 13 focused strength statements, helping people to know and articulate what they're best at. Many people struggle with this and its human nature to focus on what we are not doing, doing wrong and need to do differently. But they are missing out on some of the greatest gains and areas that are authentic and naturally energising to them if they don't pay attention to their natural Strengths.
Which of these do they recognise? Which surprise them? Do they see all of these as strengths? Which could they use more in their current role.
Help me understand my impact.
Self-awareness isn't just about how we see ourselves from the outside in. In order to thrive in any role, individuals need to be aware how they might be perceived by others. A session exploring risk statements could help to reveal possible blind spots, especially when combined with feedback from others. Do they recognise these risks? Do they think others would know this about them? Which have they had feedback on before? Which would they like to get more feedback on?
This is especially important in Leadership roles. Not only do you have more influence on people around you, but the higher you progress, often then less direct and honest feedback you receive. Being a human and effective Leader requires humility and knowing we all have innate strengths and risks in our character.
Challenging relationships at work.
It can be all too easy to feel frustrated with other people we work with on a regular basis - especially when they seem to have a key difference to us in how they work, communicate or behave. Spotlight can help people to understand when frustration comes from their differences, and give them a language and framework to talk about this with others.
A key realisation for people is that there is no good or bad personality - just differences. Just because their approach is different to yours, does that make it wrong?
You can also use the frustration alongside the corresponding risk. Does this person I am frustrated with manage this risk better than me? What can I learn from them? How could we better communicate and understand each other? What is the middle ground between us?
Spotlight can help people to consider development areas they'd not given much thought to before, to develop a more rounded development plan, or pinpoint their next challenge to focus on. Rather than generic development goals, Spotlight can help people understand where they are starting from as an individual, and focus on challenges which are tailored and meaningful to them.
“Individuals are taking accountability for their development and contribution”
It also gives them something to take-away at the end of the coaching, to keep referring back to and using in their own self-directed development. By using it between sessions as well for reflection and learning, the coach can encourage the individual to take ownership for their own development and continue using this beyond their sessions.