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An extensive overview on coaching

An extensive overview on coaching

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Published by Gerber
article about coaching
article about coaching

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Published by: Gerber on Apr 25, 2008
Copyright:Attribution Non-commercial

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12/20/2012

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An extensive overview on coaching
To successfully achieve one's life goals or work objectives takes persistence and staying ontrack.Coaches provide constructive feedback, support, encouragement and motivation to theirclients to improve self-awareness and stimulate personal growth! Here's what my internetresearch show up:
What is coaching
Definition:
Coaching is a time-limited function of applying techniques, which enablesthe client to untap their full potential in life or work through assessment, analysis andreflection of their knowledge, experience, personal style, maturity and ambitions andto take action - amplifying learning and creativity, improving competence. Therelationship between coach and client is based on a shared commitment to achievingresults, open-mindedness and mutual respect.
Core:
Coaching is concerned with the practical issues of setting goals and achievingresults within specific time-scales.
Coach:
A coach is highly motivated primary thelp their client succeed and thereforemust be able to be objective and apply and understand a variety of techniques,processes and skills appropriate to the context in which the coaching takes place.
Style:
Development may be done in facilitative or directive style to suit client'spersonal needs and learning styles.
Its not:
Coaching is not a therapeutic intervention to resolve underlying issues thatcause problems with motivation, self-esteem and job performance. Coaches do not'
teach
'.
Sourcing a coach:
It is essential to choose a coach who can supply you with the typeand level of service you require - consider the following factors:
o
 
Rapport:
There must be strong rapport between the coach and the client.
o
 
Objective:
Choose a coach best suited for what the client is trying to achieve.
o
 
Motivated:
The coach must be creative and energetic and immersethemselves into the process.
o
 
Track record:
The coach must have a track record of satisfied clients.
o
 
Skills-transfer:
The coach must be competent in performing the skills theyneed to transfer.
o
 
Communication:
The coach must demonstrate good interpersonal andcommunication skills.
o
 
Internal/External:
The business has to determine whether it would be mostuseful having internal or external coaching.
Service delivery:
Coaches offer their services in a structured manner, usingcombinations of one-on-one or group sessions, face-to-face, telephonic and emailsessions or observing while the client works. Coaching services may be offered in aprofessional or philanthropic role.
Format design:
The coach ascertains which interventions would be needed in orderto design a format, content and timescale. Sometimes it's useful to have a third partyhelp with designing the format.
 
 
Formal agreement:
A simple legal contract sets ground rules pertaining to thecoaching relationship, format, content, timescale, schedule, costs - including extrasor expenses, payment terms, confidentiality and copyright, etc. so that both partiesknow their rights and obligations. It demonstrates that the coach is a professionaland offers both parties protection and peace of mind ...and this makes it much easierto get paid. Both parties must sign the contract before commencing.
Coaching practises:
Practices range from independent one-man operations to largeconsultancies.
Coaching vs Mentoring:
These two approaches are complementary and there aremany similarities between them, as well as many differences. Mentees follow in thepath of a senior colleague (mentor) who can pass on knowledge, experience andopen doors to otherwise out-of-reach opportunities. Coaches do not generally havedirect experience in their client's role, unless the coaching is skills focused.
o
 
Mentoring:
Traditionally mentoring is a highly effective structure for guidanceby senior employees of hand-holding juniors to become as knowledgeable asthe mentor, ensuring that services are delivered seamlessly, transferring keyskills, procedures, culture, politics and is on-hand to answer questions.Another mentoring system is peer-based 'buddy' systems to share anddevelop technical expertise.
Types of coaching
o
 
Life coach:
These coaches offer their clients a highly supportive andmotivating one-on-one coaching environment to explore what they want,how to actualise their life aspirations and fulfil their needs - allowing theclient the personal space they need to grow and develop.
o
 
Business coach:
This is similar tlife coaching, but is conducted within thecontext and the focus determined by the business. Assist in identifying anetwork of alliances to achieve goals. May also creatively manage the transferof skills and knowledge, training, facilitating, counselling, networkingthroughout the business.
o
 
Managerial coach:
Effective managerial coaches are able to delegate more, tocreate a sense of purpose within the team and to motivate the performanceof others, free up time, focus on the most important tasks.
o
 
Coaching as a business structure:
 
 
Plan:
To ensure coherent effort and success, create a robust plan forincorporating a coaching business structure.
 
Integrate:
Personal, team and business objectives must be integratedand clearly understood.
 
Training:
Provide advanced coaching training to all managers and keystaff with the talent for developing others.
 
Structures:
Replace management structures with flatter, more efficientcoaching structures.
 
Daily activity:
Teach all staff how to be coached and how to makecoaching a daily activity.
 
Focus:
Focus on improving competence, making just-in-time sources of advice available and creating a supportive environment.
 
 
Ideas:
Share strategic information with key staff coaches early on togain improved ideas.
 
Improvements:
External coaches can be utilised to assess feedback onthe improvement of the coaching structures.
 
Rewards:
Provide recognition and rewards to committed coaches.
o
 
Skills coach:
Skills coaching focuses purely on the development of specificcompetencies required by a specific individual, based on an assessment, toperform specific, well-defined functions at a pace that suits the changing
needs of the business. Skills coaching offers a ‘just
-in-time' approach to learnfast changing job functions while you do the work and addresses barriers tolearning new skills. Some skills cannot be properly transferred with trainingcourses.
o
 
Change coach:
The coach assists the business or client to deal with change.
o
 
 Job coach:
The purpose may be to maximise potential, boosting performance,improving interpersonal relationships, manage career or role changes andachieving job satisfaction.
 
High-flyers:
Coaches work with high profile industry leaderssupporting them to become stronger and more effective.
 
Directors:
Staff who are promoted to board level may requireimprovement in skills like strategic thinking and interpersonal skills.
 
Management:
Many businesses fund one-on-one coachingprogrammes for all senior and middle management to learn to be apositive role model.
 
Executive:
The coach is an ideal sounding board and will facilitatebehavioural and attitudinal change. Executives need to get feedbackfrom co-workers, learn how to enlist support and understand what isrequired of them tbe effective.
 
Teamwork:
When teams learn how to operate cohesively, the resultscan be phenomenal improvement in communication and co-operation.
o
 
Workshops:
Clients and business can benefit by attending once-off coachingworkshops to address specific challenges. At the bottom of the page is list of topics, which are typically addressed.
Benefits of coaching
Growth:
Tailored programmes are embraced as rapid personal growth opportunitiesand ensures that clients become continually more competent, confident and self-reliant.
Balance:
Coaching achieves a greater balance between work and personal life andthe time taken for reflection is valued.
Perspective:
A coach brings fresh perspectives, ideas and insights and clients canbounce ideas off them whenever they want.
Commitment:
The coach assists the client in making a strong commitment toempowering themselves, to taking action, to understand their potential, to learn andgrow.

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