I would love to give you a case study regarding setting boundaries but I have a strict code of confidentiality and don’t want my clients to think that I’m writing about them so instead I’m going to write a short story about how my coaching sessions work:
Example of a possible case study
Setting Boundaries
Let’s call the imaginary lady, Lucretia.
Lucretia would come to me with a problem because she is not getting on with her colleague. They work side by side and have to collaborate on many issues. However, Lucretia’s colleague belittles her in front of other people - including their superior - and takes all the glory for herself.
Lucretia has a difficult time with conflict and she keeps quiet rather than causing any problems. However, it is eating her up inside and she is beginning to hate her colleague and get physically ill more and more often.
We would work together on this issue for a few sessions. At the end our coaching sessions, Lucretia would make a decision – most likely to not accept being belittled by her colleague.
The next time her colleague would belittle her, Lucretia will stand her ground and communicate her needs. Her colleague would most likely be a bit shocked at her change of attitude but will realise that Lucretia means business.
We would look at Lucretia learning to have compassion for her colleague so that she would be able to let go of the anger and resentment she is holding towards her. All of this would take two to four sessions to do – depending on how deep the issue is.
It’s not to say that her colleague will never slip up or that Lucretia won’t fall back into old patterns but she will have a much more respectful working relationship in the future and will be more content at work. She will carry a new awareness about what is really going on for her after our sessions together.
Example of a possible case study
Setting Boundaries
Let’s call the imaginary lady, Lucretia.
Lucretia would come to me with a problem because she is not getting on with her colleague. They work side by side and have to collaborate on many issues. However, Lucretia’s colleague belittles her in front of other people - including their superior - and takes all the glory for herself.
Lucretia has a difficult time with conflict and she keeps quiet rather than causing any problems. However, it is eating her up inside and she is beginning to hate her colleague and get physically ill more and more often.
We would work together on this issue for a few sessions. At the end our coaching sessions, Lucretia would make a decision – most likely to not accept being belittled by her colleague.
The next time her colleague would belittle her, Lucretia will stand her ground and communicate her needs. Her colleague would most likely be a bit shocked at her change of attitude but will realise that Lucretia means business.
We would look at Lucretia learning to have compassion for her colleague so that she would be able to let go of the anger and resentment she is holding towards her. All of this would take two to four sessions to do – depending on how deep the issue is.
It’s not to say that her colleague will never slip up or that Lucretia won’t fall back into old patterns but she will have a much more respectful working relationship in the future and will be more content at work. She will carry a new awareness about what is really going on for her after our sessions together.