An action research study on the development of a coaching model which optimises rapport in cross-ethnicity dyads

A literature review resulted in a theoretical coaching model which underscored the importance to rapport development of coach reflections on whiteness and its effect on POC. Appropriate reflection, research and experience aids the development of cross-ethnicity coaching skills including cultural-humility, cultural-immediacy, and cultural-comfort (Day-vines, et al, 2021). These skills are recommended for the practice of broaching-behaviours, defined as intentional conversations on REC issues, which improve rapport in cross-ethnicity dyads (Chan, Yeh and Krumboltz, 2015). However, the learning from the AR cycles resulted in a preference for allowing space for REC discussions over deliberate broaching-behaviours. Cross-ethnicity skills remained critical to rapport development. In the final model, maintenance of an equitable dyadic power balance was central to rapport. The factors found to disempower the coachee required adjustments within and external to the dyad. These included an awareness of coaching as a White space and the independent study effect. They resulted from mistrust of the coaching industry and the White coach. Consequent to this was the need for my endorsement as a coach which prompted trust in my ability to coach cross-ethnically. Factors within the dyad which empowered coachees and sustained rapport included allowing space for REC discussions, determining appropriate terms to address coachees, and use of generic and cross-ethnicity coaching skills. The model suggests actions individual White coaches could take to optimise rapport development. However, due to the discernment of coaching as an exclusionary White space, there are limitations on what individual coaches can accomplish. Actions beyond the dyad are required