How do you adapt your coaching style for a client with a dominant personality in a business setting?

Ich hole dominante Menschen in der Coachingpraxis ab, indem sie bei mir eine andere Erfahrung machen als üblicherweise. Ich lasse mich von ihrem Verhalten nicht einschüchtern. Ich schaue mehr "durch es hindurch". Durch die Art der Fragestellung und den Fokus auf die innere Welt der Person verlagert sich ihre Aufmerksamkeit. Dadurch verlassen wir die Ebene von dominant/ unterwürfig und tauchen ich eine Welt ein, bei der ich dann oft führen darf. Menschen fassen Vertrauen, wenn man ihnen die Sicherheit gibt, dass sie ok sind, wie sie sind und das Gefühl haben, hier nichts beweisen zu müssen.

Dominance Decoder here, cracking the code to successful coaching! Mirror, Mirror: Match their energy (with a calmer tone). Be a wave, not a tsunami (unless using humor strategically). Active Listening Anchor: Truly hear their concerns. Validate their feelings, don't dismiss them (like a lifeguard rescuing them from a misunderstanding). Challenge & Collaborate: Present opposing viewpoints, but frame it as a collaborative challenge. Two minds are better than one, even if one is a bit louder! Focus on "We": Shift from "you" to "we" language. It's a team effort, not a solo act (even if they're a powerhouse performer). Results Roadmap: Focus on achieving concrete results. Dominant personalities love action, show them the path to success!

When coaching someone with a strong leadership style, it's essential to grasp their behavioral tendencies and what drives them. Individuals with dominant personalities prioritize control, efficiency, and achieving outcomes. They prefer direct communication and may find excessive detail or perceived inefficiencies frustrating. Understanding these characteristics enables you to adapt your coaching approach: emphasize clarity, set precise goals, and deliver information succinctly, catering to their preference for swift, actionable guidance. Additionally, fostering a collaborative environment that respects their leadership qualities can enhance their development journey and align coaching efforts with their overarching objectives effectively.

Dominant personalities want to be heard. They want you to have those listening skills so they can be understood. So listen then act on want they are trying to get across. This way you can both work on creating an action plan to execute those goals.

La posture est fondamentale. La démarche proposée en tant que coach est d'écouter, questionner et d'aiguiller le coaché dans ses pistes de réflexions. Le jugement est proscrit. Par une approche holistique et systémique, dans le respect et la bienveillance, il est important de fixer un cadre de travail commun qui va clarifier et définir la relation. Chaque relation est unique. Rester flexible, ouvert et s'adapter sont nécessaires lors du coaching. Notre rôle sera de comprendre les enjeux, clarifier ses besoins, préconiser et engager des pistes de travail en accord avec le coaché.

Creating a solid foundation of respect is crucial when coaching someone with a dominant personality. These individuals typically appreciate coaches who display expertise and assurance. To cultivate respect, effectively communicate your own knowledge and experience. Demonstrate a deep understanding of their industry and the specific hurdles they encounter. Rather than questioning their authority, position yourself as a trusted ally capable of enhancing their effectiveness in achieving goals. Building mutual respect establishes a constructive coaching dynamic where your guidance and suggestions carry weight, fostering a collaborative path towards success.

Building respect involves consistently demonstrating integrity, empathy, and professionalism in your interactions. Show genuine interest in others' perspectives, listen actively, and acknowledge their contributions. Be reliable by keeping your promises and meeting your commitments. Treat everyone with kindness and fairness, regardless of their position. By maintaining high ethical standards and valuing others' input, you create a foundation of mutual respect that encourages strong, positive relationships.

Establishing respect is vital when coaching a dominant personality. These individuals respond well to coaches who demonstrate expertise and confidence. Here’s how to build that respect: 1. Clearly share your expertise and experience, showing you understand their industry and challenges. 2. Approach each session with assurance and authority. 3. Instead of challenging their authority, present yourself as a valuable ally who can help them achieve their objectives more effectively. 4. Offer actionable recommendations that align with their goals and priorities. 5. Illustrate that you grasp the nuances of their business environment and the specific hurdles they face.

Respect is a precondition to start the cooperation and it´s not something which needs to be built up. May be to strengthen, but not to establish it. Therefore, independantly of the coachees personality, take it as it is and respect and accept it. It´s not your task/role to change this. You are the coach and you decided to coach this person within his topic, he/she wants to get along or solve it.

La base de toute séance de coaching est la construction d'une relation de confiance avec le coaché. Qui dit relation de confiance dit respect. Le respect est montré dans l'acceptation du récit de la personne sans montrer une émotion qui fait partie de la carte du coach. Le respect des valeurs de la personne est indispensable. Insister aussi sur le fait que c'est la personne qui est experte de sa vie et qu'on est expert dans les techniques utilisées

Every coaching trajectory needs to start with clearly defining the role of the actors involved during an intake meeting. I always indicate clearly what I will be bringing to the table and how I will steer the process. Then of course you need to make sure that you are both on the same page and elaborate on the coachee’s expectations. Key to success is the intake. This could also sometimes lead to a conclusion that there is no match but that is fine as you avoid wasting each other’s precious time.

Setting boundaries involves clearly defining your limits and communicating them assertively to others. Identify what behaviors and situations you are comfortable with and what you are not. Use clear and respectful language to express your boundaries, ensuring they are understood. Consistently enforce these boundaries by standing firm when they are tested. This helps protect your well-being, maintain healthy relationships, and create a balanced environment where mutual respect is prioritised.

Setting clear boundaries is essential when working with dominant personalities. They may tend to take charge of the coaching process, so it's important to define roles and expectations from the outset. Here’s how to establish those boundaries effectively: 1. Define Roles Clearly 2. Set Expectations Early 3. Value Their Input 4. Maintain Professionalism 5. Reinforce Boundaries regularly Boundaries help maintain a professional relationship and ensure that the coaching process remains focused and effective. By setting these parameters, you create a space where growth and reflection can thrive under your guidance.

Le premier contact et présentation permet de cadrer l'entretien de coaching. La définition des rôles du coach et du coaché et des objectifs du coaché est essentielle au bon déroulement de la séance. Pour une personne dominante, installer un cadre dans une relation de confiance et de respect va le rassurer et l'amener à s'y conformer

Building collaboration involves creating an environment where teamwork is encouraged and valued. Start by encouraging open communication, ensuring that all team members feel heard and respected. Establish clear, shared goals to give everyone a common purpose. Promote trust by being transparent and dependable, and encourage the sharing of ideas and resources. Provide opportunities for team bonding and collaboration through projects and activities that require cooperation. By supporting a culture of mutual respect and collective effort, you can enhance team synergy and productivity.

Coaching ist Teamwork. Das Verständnis muss auf beiden Seiten gegeben sein. Kommen mir Zweifel an der Bereitschaft zur respektvollen Zusammenarbeit, hinterfrage ich dies umgehend mit einer geschlossenen Frage. Meine Erfahrung ist, dass es keinen Sinn macht, das Coaching fortzuführen, wenn die Rahmenbedingungen nicht gegeben sind. Offenheit seitens des Coaches – im wertschätzenden Sinne – ist hier ein Erfolgsschlüssel.

I believe selfawareness is a key to such personality. Sometimes we sink into Transactional Analysis and my client decides which is his mostly used attitude. If the topic is communication issue I might invite them to John Gottman's communication toxins concept. Sometimes we use 360 degrees tool. Sometimes Johari window brings more selfawareness of the impact they are having on their environment. There is no one way of approaching this issue. It depends on the client, whether there is resistance or not, their MBTI profile etc...

Quelque soit le type de personnalité, la relation de coaching est une relation de collaboration. une confrontation braquerait le caoché et donc couperait la relation de confiance. L'utilisation de certains types de reformulation donne l'impression au coaché qu'il trouve les solutions tout seul, puique en fait, le réulstat dépend de lui.

Dominant personalities often thrive on challenges and competition. Here’s how to present these opportunities: 1. Present challenges that push their boundaries and encourage critical thinking about their decisions and strategies. 2. Position these challenges as chances to outperform their past achievements and innovate within their industry. 3. Use their natural drive for competition to motivate them deeply. 4. Highlight how overcoming these challenges leads to personal and professional growth. 5. Acknowledge their successes along the way to reinforce their engagement and dedication. By appealing to their competitive nature, you can motivate them to engage deeply with the coaching process and strive for continuous improvement.

Les techniques de recadrage sont efficaces dans le changement de perception des situations. Je les utilise souvent dans le cas d'une personne dominante pour faire apparaitre les challenges cachés derrière les contraintes de la vie ou même les possibilités de communication cachées sous certains comportements s'ils sont appréhendés d'une autre manière

In my experience with coaching clients with a dominant personality, when providing feedback it is much easier to discuss the goals of the individual client and their desired outcomes and then provide them with recommended actions that would not only challenge them, but provide them with better results and greater success. When you allow a dominant personality to seize control of the session it will become extremely difficult to regain that control, so it is very important to set a structured process to ensure you are able to effectively communicate the criticism's to your client as well as setting challenges to overcome those obstacles in order for the client to see how this will close the gap to ensure identified outcomes are achieved.