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Experimenting in coaching is often a great way to try out a new behaviour in a »safe space«. An experiment often enables full contact with the coaching problem. Here is one example of a very common experiment in Gestalt, called the empty chair experiment.

A client is engaged in the coaching process in order to develop his managerial skills. During the process a new issue arises: there is confusion in the client’s perception of the organizational structure because a peer colleague is acting as his informal boss. The coach invites the client to engage in an »empty chair« experiment, giving voice to his boss and engaging in a dialogue with him in order to stimulate an understanding and a feeling of the situation. The client is directed towards talking to his boss whom he imagines seated in an empty chair across of himself, shifting back and forth between chairs.

Client: »You have asked me to work on my managerial skills, but it seems to me that we have another problem here. Martin is constantly interrupting me and my team with his demands, and it seems to me that you approve of this behavior.«

Boss: »I trust Martin. He has achieved great results in sales and the management respects this. I am positive that he is acting in the best interest of the company.«

Client: »It is very hard for me to work like this. When Martin interrupts me with his demands I feel obliged to follow him as if he were my boss. Sometimes I have a feeling as if he actually was my boss and that confuses me. It makes me feel bad about myself.«

Boss: »I see that this situation really upsets you. I don’t want you to be upset and to feel bad. I am sure that there must be another way around. What would you like me to do about it?«

Client: »I would like you to support me in talking this through with Martin. And I would like to feel that your doors are open for me when needed.«

Boss: »This seems totally fine with me.«

This imagined conversation helps the client to feel and reconcile two polarities, two opposite sides of his character: the inferior, week part that makes him allow the colleagues’ bossy behaviour and the strong, rebellious part that wants to take full responsibility for his job and team. It also may help the client to prepare for the real life conversation with his boss, in order to clarify the issue.