Permission to Help

October 17, 2004 at 4:05 pm — Coaching

One of the most important elements of a helping relationship is permission to help. This applies to all kinds of helping relationships: coaching, consulting, teaching, psychological counseling, medical practice. If you don’t give me permission to help you, it’s dangerous for me to imagine that we have a helping relationship at all.

I’ve learned that if I am to help someone, I must first secure the person’s permission to help. That’s easy when someone asks for help. But what about if someone simply describes a frustrating problem? Is that a request for help? I say no. I’ve learned that permission must be explicit, and must be continually renegotiated after it’s given, because:

  • Your experiencing pain does not necessarily mean that you see the pain as a problem.
  • Your having a problem does not necessarily mean that you want help.
  • Your wanting help does not necessarily mean that you want my help.
  • Your wanting my help does not necessarily mean that you want my help right now.
  • Your wanting my help does not necessarily mean that you want the kind of help I’m offering.
  • Your wanting my help right now does not necessarily mean that you will want my help tomorrow, or three minutes from now.

If I want to help, I must repeatedly make sure I have your permission at all of these levels.

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4 Comments »

Comment by Chris Morris — October 18, 2004 at 1:40 pm

Preach it, brother!

Maybe one addition, which really doesn’t fit the list, but part of the process of an explicit request for help may clarify what the person is looking for. Nothing more confusing than someone asking for help, but not sure what they need when someone else jumps in to solve the assumed problem.

Comment by Jürgen Ahting — October 24, 2004 at 11:48 am

Should every person by “simply describing a frustrating problem” be able gain veto-power over the use of your help to improve on that problem ?

Comment by Tim Bacon — October 29, 2004 at 3:24 pm

Great advice: I’ve been tripped up before by my own hurriedness to offer help when it wasn’t asked for!
I find that active listening is an effective way to overcome the temptation to jump straight into someone else’s problem with my own solutions.

Comment by Dan Oestreich — January 18, 2005 at 5:18 pm

Thank you, Dale. These are great points. It took me ever so long to figure out that my feedback — or any feedback — is NOT the same as someone else’s change process. Start from THEIR energy, find out what it is, ask for the permissions, offer what you can when you can. That’s my take on it anyway.

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