Counseling and Coaching Coaching: Case Study Key

Counseling and Coaching

Coaching: Case Study

Key Differences Between Coaching and Counseling

In considering the case of Antti Kytolandd it is critical to differentiate his possible mental health needs from those that are strictly work performance issues. As we consider the differences between formal psychological counseling and employment coaching models it is obvious that there are key differences in the approaches and the most useful and correct approach can often be determined by the client's specific needs (Egan, 1998). To that end it's critical to first consider Antti's overall mental health and stability prior to making key decisions regarding how to counsel or coach him.

The main differences between counseling and coaching lie in the fact that coaching clients are primarily well functioning individuals seeking ways in which to actively participate in the improvement of personal or employment issues. In a psychological counseling model clients may have an underlying mental health disorder or pathology that causes them to behave dysfunctionally, blocking their professional progress and personal growth. One key aspect of psychological treatment is to consider the medical and clinical aspects of the presenting issues. A psychologist or psychiatrist would likely make a full assessment of Antti's personal situation and develop a treatment plan based on a combination of counseling and any necessary medical interventions.

Antti's case is not completely well suited for basic coaching interventions in the employment or human resources setting because he is displaying symptoms of psychological distress. He has displayed increasingly erratic behavior including fits of inappropriate anger and disorganized thought, such as refusing a career promotion and displaying what may be paranoid thoughts regarding his present employers. His current situation seems characterized by obvious signs of mental distress and the possible onset of a major mental health disorder. He has lost weight, he is not sleeping, and close friends report a major change in his personality and interpersonal behaviors. It's fairly clear that a basic coaching intervention may not meet his physical and mental health needs. Antti should be encouraged to have a full medical and mental health assessment with screening for serious mental health disorders such as major depression, bipolar disorder, and even paranoid psychosis. At the same time, he should be fully evaluated to rule out any possible medical causes for his behavior, including substance abuse issues (Glassman & Haddad, 2009).

A traditional coaching model will likely not meet Antti's needs because his functioning is not at the level required to make proactive, action oriented changes without more intensive support outside of his workplace. He seems to be under specific health and financial stressors that the workplace most likely can't service to the level he will require. In addition, the human resources staff may not have the mental health training to intervene appropriately given his high level of anger and resistance to assistance from close friends and family members The workplace should consider using a coaching model to intervene and create an action plan that combines both coaching and counseling services (Egan, 1998).

Recommended Intervention for Antti

In identifying a proper intervention plan for Antti, human resources staff members should consider Egan's model of the Skilled Helper. Interventions should begin by helping Antti explore and clarify the problem and situations that are occurring with the workplace. It may be best to schedule a meeting with Antti, using his close friend Tomas and his wife to encourage a discussion about the recent events surrounding his promotion and his anger with the company. Clarifying the issues involved in Antti's anger at his former supervisor and his reasons for resisting or rejecting a promotion is a key part of any coaching intervention.

According to Eagan's model a human resources manager should first allow Antti to articulate the story and detail surround his current behavior and refusal to cooperate with members of the company. As is appropriate the coach could help him identify any blind spots by exploring the entirety of the situation and prioritizing the key issues that need to be dealt with. For instance, Antti seems to so resistant and in such a level of personal crisis that he is overlooking the fact that his friends and workplace want to help him stabilize his life and return to his job.

It's likely that Antti's workplace and family will need to help him develop and action-oriented plan that includes problem-solving for issues that are occurring outside of his work. His current issues involve serious levels of stress and anger and even financial instability that should be addressed in order of priority. In order to return to his place of employment and be an active member of the team Antti will have to prioritize these associated issues and begin to resolve them (Egan, 1998).

Egan notes that the process if creating a viable agenda is critical to the helping model. Any interventions that take place should focus on creating a concrete agenda to problem solve some of the major stressors that Antti is experiencing. It would be best if medical assessments and consultations without outside counselors or physiologists could be a part of the agenda. Returning to the workplace to resume job responsibilities should be a part of the actionable goals, but only once Antti behavior and health have been stabilized.