A Case Study By Marianna Chantziara, Leadership and Career Coach, GREECE
In one of my peer coaching sessions, I applied the FlipIt coaching framework to assist my client in addressing his concerns. Below you may find all the information about the topic and key concerns of my client.
Topic:
My client’s main concern revolves around a shift in his professional confidence and satisfaction in his job. Initially, as a high performer, he has experienced a decline in fulfillment and productivity over the last 1.5 years due to changes in the management team. This shift led to feelings of uncertainty, disappointment, and being overwhelmed, resulting in doubts about their capabilities and skills. Moreover, my client expressed a significant reliance on external validation, especially in the form of positive feedback from his superiors. The absence of this positive reinforcement under the new management style became a pivotal issue. This lack of recognition impacted his confidence and performance, leaving him feeling stuck and uncertain about his career trajectory.
Flipit Framework Application
Step 1: Find it
I started our coaching discussion by encouraging my client to choose 2 images that resonate for him regarding the topic/problem that he would like to discuss with me today. He chose the following images:
As per my request, my client proceeded by describing the above images. In the first picture, there is a lady who avoids whatever is in front of her. And in the second one, there are barriers just holding someone back from being truly free.
I asked him how these images and their descriptions resonated for him. He said he’s feeling exactly as he described. Stuck in his present job, he feels a lack of way out and pursue what truly resonates with him. In the second image, he perceives himself, as intentionally turning a blind eye to reality and consistently sidestepping the challenges he needs to confront.
I noticed a shift in his emotions as his body language and voice took on a weightier tone. I shared this observation with my client and inquired about his reaction. He explained that this particular issue had been lingering, something he’d attempted to brush aside for an extended period. It was the first time that he was opening up, even though he couldn’t pinpoint why it was surfacing at this moment.
I encouraged him to share more details about his current situation. Over the past 8 years, my client has been dedicated to the same company. During the initial 6.5 years, he was consistently recognized as a high performer by the management team. Experiencing significant growth in both knowledge and professional stature, he enjoyed almost yearly promotions and found deep satisfaction in his work. However, in the last 1.5 years, with changes in the management team, his work life has taken a different turn. He no longer finds fulfillment in his role, yet, he hasn’t actively sought out other opportunities in the job market.
Step 2: Feel it
I prompted my client to choose from the Feelings Cards some feelings that resonated with his situation. He selected ‘Uncertain,’ ‘Disappointed,’ and ‘Overwhelmed,’ rating their intensity at 9 on a scale of 0 to 10. Explaining further, he expressed that he was feeling accountable for his lack of productivity and agility in adapting to new circumstances.
His self-directed blame contributed to a heavy emotional burden, hindering not just his ability to ignore these feelings but also to take action. He was feeling disappointed and unsure how to regain his previous high-performance level. He conveyed a sense of vagueness about overcoming these challenges, reflecting doubts about his capabilities and skills.
Observing a shift in his facial expressions, I allowed a moment of silence before inquiring about his thoughts. He admitted that he was feeling confused, overwhelmed, and incapable, of dealing with challenges that seemed impossible to overcome.
Encouraging reflection on what altered his professional confidence over the past 1.5 years, his response was: ‘I don’t know.’ I stayed silent for a moment, and he told me that his previous manager always supported him, focusing on the good and lessons to learn, even when he made mistakes. But his new manager gives feedback more directly without that positive approach.
Detecting a change in his expressions during his last sentence, I probed further. He acknowledged that the primary missing element in his current work dynamic was the lack of positive and uplifting feedback. He recognized the importance of positive reinforcement and perceived negative or constructive feedback as a direct challenge to his capabilities.
When I asked him about the values related to his feelings, he chose ‘Courage’ and ‘Recognition.’ He said he wants the ‘courage’ to deal with his tough feelings and doesn’t want to focus too much on seeking ‘recognition’ from others, which is something very important for him right now.
Step 3: Frame it
Moving ahead in exploring my client’s challenge, I asked him to select a card that resonated most with him. He chose ‘doubt.’ Reviewing its definition together, he explained it mirrored exactly how he feels – lacking confidence in his abilities, skills, and overall performance.
Upon my question, he delved into the emotions linked to this doubt. He expressed feeling powerless, signifying an inability to alter his current situation. He recognized a pivotal issue: his sense of ‘power’ relies solely on validation from others.
Encouraging him to think about what might happen if he kept thinking this way, he paused to consider. His thought: things might get worse. He’d feel even more powerless, making it harder to get back to being a high performer and growing in his career.
Noticing a shift in his tone, I inquired about this change. He acknowledged a shift in emotions and further explained that while initially feeling powerless, he couldn’t pinpoint why. However, realizing that he lets others control his power and emotions made him feel angry with himself. When I asked about this anger, he saw it as a strong feeling that could help him get out of his situation.
Step 3: Flip It
As we neared the final phase, I asked my client to flip the ‘doubt’ card and consider its hidden perspective.
I then prompted my client to share how he felt about addressing his problem from this viewpoint. He explained that ‘trust’ had a different vibe for him—it empowered him to take action and face the current situation head-on.
When he looked at the issue through the lens of ‘trust,’ it seemed more like a roadblock than something impossible to overcome. He recognized that ‘trust’ was a key element missing in his approach, something he needed to cultivate.
I observed a shift in his body language and tone, indicating a sense of empowerment mixed with contemplation. Leaving a pause in our conversations, I later shared my observation, and he agreed. He felt the need to trust in his own skills and experience rather than seeking external validation.
He expressed that by trusting in himself and his capabilities, he believed he could alter his current situation. For him, visualizing his strengths and goals would bring the clarity he needed, freeing him from reliance on external validation.
In reaching the final stage, the ‘trust’ perspective opened new doors for my client. It became a catalyst for self-empowerment, allowing him to envision a proactive approach to his challenges. Embracing ‘trust’ transformed the issue into a manageable obstacle rather than an overwhelming barrier. Recognizing the absence of this trust within himself, he found a crucial missing piece in his journey. As our conversation unfolded, a shift occurred—a fusion of empowerment and introspection. This realization underscored the importance of self-reliance over external affirmations. He acknowledged that placing trust in his abilities could pave the way for change. His plan to visualize strengths and aspirations emerged as a way to gain clarity, liberating him from the need for external validation and signaling a path toward personal growth and progress without having doubts.
Next Steps
Excited by the ‘trust‘ idea, my client decided to act on it. He saw ‘trust’ as a way to change how he faces work challenges. He realized he could trust himself to move forward instead of feeling stuck.
This big realization was a turning point. He felt more powerful and clear about relying on himself. He understood that trusting his abilities was the key to making progress. This switch in thinking was crucial, valuing his own trust more than needing approval from others in his career.
To make the most of this new clarity, my client planned his next steps. He found that imagining his strengths and goals helped him see things clearer. It was like a map, guiding him through doubts, and showing him how to grow personally and professionally.
He’s chosen to document all his past projects and his current performance. He plans to list all the key results objectively. He’ll outline his personal OKRs (Objectives and Key Results) that need attention, updating them weekly. This visual representation will serve as a progress tracker, helping him stay focused and motivated.
He believes that with trust in himself and clear goals, he began his journey with confidence. It wasn’t just a plan; it was a commitment to growing stronger. By focusing on trusting himself, he unlocked a path to personal growth without always seeking approval from others. As he described at the end of our session, his future now looks like a journey led by his own confidence and clear thinking.
FlipIt Coaching Framework Significant Impact
The FlipIt coaching framework had a significant impact in transforming my client’s approach to his challenges. Through its structured steps, it enabled him to navigate from a state of doubt and dependency on external validation to a more empowered and self-trusted perspective. Also the “FlipIt” helped me but also my client to probe deeper into perspectives and emotions. This model facilitated a profound introspection, empowering him to recognize the importance of relying on his own capabilities. It provided a framework for self-discovery and actionable steps, culminating in a shift that allowed him to unlock his potential for growth.