How do I incorporate coaching with the IDI?

We define coaching as a QA taking a leadership or facilitated role in engaging IDI respondents in ongoing development, balancing challenge and support, based on the individual or group’s Developmental Orientation (DO).

Coaching skills are not required to utilize the Intercultural Development Inventory (IDI) and IDI, LLC does not have a coaching program. The IDI Qualifying Seminar (QS) is required to become licensed to purchase and administer the IDI, and to provide IDI results through Individual and Group Debriefs. Some individuals who become certified as an IDI Qualified Administrator also engage in coaching, however any training they may have received would be external to IDI, LLC. 

The IDI Qualifying Seminar prepares IDI Qualified Administrators (QAs) to:

• Administer the IDI to groups and individuals
• Share individual IDI results via IDI Individual Profile Reports and introduce the Intercultural
  Development Plan (IDP) in an Individual Debrief
• Share group IDI results via IDI Group Profile Reports in a Group Debrief
• Engage groups in basic action planning using IDI group results

QAs may also use IDI results to inform individual and group development including delivering IDI-based
individual and/or group coaching, should their skillset support it.

When considering whether or not coaching may be a competency for you, review the set of
competencies and best practices below for successfully undertaking IDI assessment coaching to guide your reflections. Each competency or best practice is described with reference to your client.

IDI Coaching Competencies & Best Practices

1. I am able to describe in my own words the difference between IDI Debriefs and guided coaching  a and am able to articulate my coaching experience and philosophy with my client.
   
   
2. I understand what is necessary to establish a coaching engagement and can provide guidelines and
   parameters for an agreement (e.g., logistics, fees, scheduling, etc.).
   
   
3. I am able to demonstrate a deep understanding of the Intercultural Development Continuum (IDC)
   by articulating the strengths and developmental opportunities for each Orientation using various examples (e.g., metaphors, analogies, stories) and language that make the content accessible to the client.
   
   
4. I am able to ask questions that prompt client reflection and provide clarity regarding the client’s perspective and experiences around navigating cultural differences and commonalities.
   
   
5. I am able to implement various strategies that foster an environment where the client feels supported to learn and grow, taking into account their intercultural communication style, background, learning styles, and other personal and cultural traits and characteristics.
   
   
6. I am able to help my client articulate their goals for intercultural growth and help translate those goals into actions steps.
   
   
7. I am able to co-create an ongoing intercultural learning process and identify resources based on the client’s goals, learning preferences, and intercultural competence capacity.
   
   
8. I am able to use multiple sources (e.g., IDI results, client context and experiences, etc.) to challenge (e.g., offering different and alternative ideas, perspectives, and suggestions) and support (e.g., encouragement and affirmation) my client to make progress toward their intercultural competence goals.
   
   
9. I am able to implement successful practices and structures for managing client accountability and
   progress towards their goals for effectively navigating cultural differences and commonalities.
   
   
10. My Developmental Orientation (DO) is at least one Orientation ahead of the person(s) I am coaching.
    
    
11. I am continuously working to develop my own intercultural competence.

• Coaching and the IDI.pdf200 KB