Maj (Rtd) Rusli Bujang, MSc, BA Ed (Hons), MBACP, Professional Member of ACA, IAC, APA, & Society for Military PsychologyFounder & Owner of EMPOWERIOR Counseling,

Life Coaching for Personnel Enhancement

Unit B1 2nd Floor, Mawar 2 Building, Jln Komersial Kiulap, Bandar Seri Begawan BE1518, Brunei Darussalam

is a professional relationship that EMPOWERS diverse individuals, families, and groups to accomplish mental health, wellness, 

education, and career goals.

COUNSELING

Source: On October 28, 2010, the American CounselingAssociation (ACA) Governing Council approved a newdefinition of counseling, per the recommendation of the20/20: A Vision for the Future of Counseling program.

is a transformative process for PERSONAL AND PROFESSIONAL awareness, discovery and growth.

COACHING

Source: The International Coach Federation (ICF), thelargest coaching credentialing and support organization inthe world, 2009

Counseling is a 

professional relationship

empowers clients

accomplish wellness

Coaching is an 

ongoing partnering 

inspires clients

maximize their potential

Why

Per

sonn

el D

on’t

Do W

hat

They

’re S

uppo

sed

To D

o?

1. They don’t know what they are suppose to do

2. They don’t know how to do it

3. They don’t know why they should do it

4. They think they are doing it (lack of feedback)

5. There are obstacles beyond their control

6. They think it will not work

7. They think their way is better

8. They think something else is more important (priorities)

9. There is no positive consequences to them for not doing it

10. There no negative consequences to them for not doing it

11. Personal limits (incapable)

12. Personal problems

13. Fear (They anticipate future negative consequences)

14. No one could do it

Why

Don

’t Pe

rson

nel D

o W

hat

They

’re S

uppo

sed

To D

o?

Lack of

Shared Perception

Why

Sup

ervi

sors

/Man

ager

s He

sita

te to

Giv

e Fe

edba

ck?

Lack of

SYMPATHY FOR THE PERSONNEL

ime ressureT P

Cultural Consideration

The Issue is Too Small

Intimidation by the Personnel

Lack of Believe it Might Work

IT WILL GET UGLY

ROOT CAUSE SYMPTOMDESIRED APPROACH

Lack of skill or knowledge about 

job responsibilities

Performance problem COACH

Personal problem or organizational changes affecting job performance

Performance problem COUNSEL

Coaching vs Counseling

Development of the individual

Ultimate Purpose or end result

Comparison of Helping Processes

Coaching

Psychotherapy

Group Work

Counseling

Improving Performance

Development of the Individual

Eliminating psychological problems or dysfunctionby or

Mentoring

Improvingservice

Source: Bachkirova, 2004

The use of silence, questions and challenge to ASSIST THE COACHEE towards defined work-based target often related to present issues or ones that related 

to the future.

A process of helping leaders understand themselves more fully so that they can DRAW THEIR STRENGTHS AND USE THEM MORE EFFECTIVELY and intentionally, 

improve identified development needs and develop untested potential.

What is Life Coaching?

Source: Ting & Scisco, 2006; McLeod, 2003

The

Tool

s Active ListeningQuestioningAcknowledgingChallenging

The

Obje

ctiv

e To help coacheeachieve their goals

The

Met

hod Encouraging more 

empowering perspectivesCreating higher motivationEncouraging personal accountability to results

Life Coaching Components

Younger generation are more expressive

Personnel’s work values have changed

Personnel are more informed – the internet, satellite news, social network

There are greater choices and work opportunities – people are more mobile

Organizations are getting flatter – span of control has expanded

Organizations are going regional – cross cultural influences

Customer demands and the market is changing rapidly

New research evidences – a more powerful way to enable and engage personnel on change

The Need for a Mindset Shift

Challenge 1:  Preserving harmonyChallenge 2:  Respecting elders and superiorsChallenge 3:  “I don’t have the time”Challenge 4:  Technical strengthChallenge 5:  Ingrained habitsChallenge 6:  The need to feel respected (personal ego)Challenge 7:  The need to be right (related to our ego)Challenge 8:  Feeling threatenedChallenge 9:  Lack of coaching skillChallenge 10: The conflict in agendaChallenge 11: Patience

Challenge to Effective Coaching

Role 1:  Accountability partner - Encouragement and positive reinforcements

Role 2:  Building self-esteem - Helping people believe in themselves

Role 3:  Challenging and stretching - Explore beyond their comfort zone

Role 4:  Developing ideas – Inviting the coachee to throw out ideas

Role 5:  Expanding perspectives - Looking at situation in a more empowering and positive manner

Role 6:  Enhancing clarity - Clarity in their thinking

Role 7:  Feedback source - Give feedback regularly as the coachee progressing along

Role 8:  Generating self-awareness - Helping the coachee discover their strength

Role 9:  Helping, encouraging and support - With noble intention and sincerity

Role 10: Imparting knowledge - Play the role of a teacher and a trainer

Role of Counselor as Life Coach

Mindset Shift 1: From PROBLEM FOCUSED to SOLUTION FOCUSEDMindset Shift 2: From DICTATING GOALS to ALIGNING GOALSMindset Shift 3: From GIVING ADVICE to GENERATING AWARENESSMindset Shift 4: From KNOWING ALL to BEING CURIOUSMindset Shift 5: From DIRECTING to INFLUENCINGMindset Shift 6: From CRITICIZING/PUNISHING to ACKNOWLEDGING/PRAISINGMindset Shift 7: From MANAGING to EMPOWERINGMindset Shift 8: From PROVIDING SOLUTIONS to EXPLORING POSSIBILITIESMindset Shift 9: From DEMANDING to REQUESTING

The Mindset Shifts

The power of relationships and trust

The power of questions

The power of active listening

The power of silence

The power of acknowledgments

The power of feedback

The power of challenge

The Coaching Process

GOALS REALITY

OPTIONSWAY

FORWARD

HRD Model

Stage 3 – WorkingWork productively by applying the Knowledge, Skills and Attitude required

Stage 2 – LearningLearn the Knowledge, Skills and Attitude to work in the work environment

Stage 1 – LivingRelate to the work environment and the people in it

Life Coaching Masteries – Note Sheet

Establishing and maintaining a relationship of 

trust

Perceiving, affirming and expanding the client’s potential

Engaged Listening

Processing in the present

Expressing

Clarifying

Helping the client set and keep clear intentions

Inviting possibility

Helping the client to create and use support systems and structures

Life Coaching – The Discussion Plan

Problem definition What is the employee doing or 

not doing that is causing the problem? (Behavior)

Why is this a problem? (Outcome/result/impact behavior)

What would be the possible reasons for the employee’s behavior?

What are the logical consequences if the employee’s behavior continues?

What are the alternative solutions to the problem?

and be well.Thanks