Type and Coaching
For an overview of the e-coaches approach to type and coaching, see our coaching section.
The following are some examples of ways in which a knowledge of type - both your own and that of the people you are coaching - can be applied in a coaching environment.
Not sure of your own type? Take the online YourPreferences test to find out, and see our section on Type Theory to find out about the theory behind type preferences.
'Cross-Type' Coaching
| 'Cross-Type' | Tips |
|---|---|
| E coaching I | allow space and time for independent reflection - let those you coach work on their own |
| I coaching E | open up to those you are coaching - putting forward your own personality will encourage them to engage with the material you present |
| S coaching N | be prepared to appreciate a 'hunch-based' attitude |
| N coaching S | encourage a 'hands-on' approach to personal development |
| T coaching F | establish a personal relationship with those you coach |
| F coaching T | ensure that your presentation of coaching materials is always logical |
| J coaching P | avoid cramping those you are coaching by enforcing too much structure |
| P coaching J | remember that not all preferences are good at working under pressure and finishing things at the deadline |
Same Type - Possible Blind Spots
| Same Type | Tips |
|---|---|
| E and E | your E preference may blind you to the fact that the extraversion of someone you are coaching is causing them to rush their work |
| I and I | your preference for introspection may prevent you from noticing when someone you coach becomes withdrawn |
| S and S | don't let your shared sensing preference side-track you into becoming fixated on details |
| N and N | don't let preferred intuition lead you to skimp on the importance of theory in your coaching sessions |
| T and T | remember not to let your preference for logical analysis allow complete personal detachment |
| F and F | your shared preference for personal engagement may make your relationship with those you are coaching overly informal and lacking in discipline, or not challenging enough |
| J and J | as getting things done energises you and those you are coaching, be aware that you all may be prone to rushing things |
| P and P | exploring new things and keeping options open might mean you may not help those you coach to focus on delivering to deadlines - something that they will have a natural difficulty with anyway |