Transformational coaching: beliefs as a stepping stone to truth and greater success

If it's true, you don't need to believe it. If it's not true, why bother to?

"Out beyond ideas of wrong-doing and right-doing, there is a field. I'll meet you there." - Rumi (From the book)

The practical definition of 'truth' here is that if something's true it works. Our belief systems exert an awesome influence over our lives. When we believe stuff that is false and doesn't work, if we persist in holding on to it we rail against truth and lose - big time. We apply these skills and principles in our work and you can learn them when you train with us.

Example 1: the fourth way

As a 'transformational coach' we don't merely aim to replace one false belief with another. We aim to replace it with the higher truth that the false belief stands for. Often when working with a client, the solution to a dimemma becomes intuitively obvious - to us. But our solution is of little value to the client because it could easily be just a self-projection.

But the value to the coach is that it says 'a solution is possible'. From that sense of possibility, we can more easily hold an intention to support you, the client, in connecting with your own source of possibility and strength until you find your own truth - a solution and a direction that is true for you.

I was working with a client last year who resented his CEO because he felt she was neglecting her board and staff in favour of taking care of the plc board. His solution was to oust and replace said CEO with himself. He wanted me to help him. His belief was a classic I'm right-you're wrong / I win-you lose belief in action. The 3rd way solution I sought from my 'above the issue' perspective was a win-win. My 'bleedin obvious solution' was that if the board created a new role of say, Managing Director, it would free up the CEO to fulfil her equally crucial role and give someone else the opportunity to take on greater responsibility to the operation. The higher 'truth' was there was no right-wrong/win-lose issue at all - just an opportunity for growth and learning.

The challenge of the work I did with him was to facilitate his awareness of a greater opportunity in a way that was true for him. It was not the same as 'my' solution might have been. He decided to apply for a job as CEO in another organisation and his No. 2 got his job. His truth turned out to be he no longer cared enough for the business he was in to keep going!

Example 2: A happier ending

A certain manager was about to be fired. He was a bit of a quirky character, very passionate about his work and sometimes a bit fiery. A few people thought him weird. Some a tad tyrannical. The head of department was afraid to give him feedback in case he over-reacted (Truth, belief - or self-fulfilling prophesy?). So they fired him and sure enough he over-reacted. He was going to sue for wrongful dismissal!

I spoke to all parties independently, got the withheld feedback, delivered the essence of it as best I could and set up a round table meeting. The truth was everybody was dealing in fears, fantasies and assumptions and acting on them as if they were true - but they were not. The truth was, yes, he is a difficult character, but also very open to feedback given in a caring, honest way. He only over-reacts when those around him act dishonestly and avoid the truth in their communications.

They were all big enough to take responsibility, stop blaming and forgive each other.

They decided not to fire, but to promote him!