Coaching is unlocking a person’s potential to maximise their own performance.
Coaching is a process that allows an individual or team to reflect and gain awareness of who they are, what is important to them, their strengths and weaknesses, their challenges, and action they need to take in order to make the changes they want. Unlike training where the focus is on the lecturer / facilitator imparting their knowledge to you, coaching focuses on helping the coachee to take responsibility for identifying their own goals and areas for development and thus being able to identify their own solutions to move forward. This is achieved by the coach providing a safe, non-judgemental space, asking thought-provoking questions, and deep authentic listening to help the coachee explore, and reflect to enable insights and lead to more effective decision making.
There are numerous benefits of coaching in organisations. Coaching is an immensely powerful process and means of developing an individual whatever their role is and it can be applied in a variety of ways in an organisation.
Coaching has many benefits –
- 80% of people who receive coaching report increased self-confidence
- Over 70% benefit from improved work performance, relationships, and more effective communication skills.
- 86% of companies report that they recouped their investment on coaching and more
(source: ICF 2009).
The definition of Leadership Coaching is a developmental process where a leader gets tailored help from a coach to help them achieve a goal and become a more effective leader. The leader gets to spend time understanding themselves and their impact on individuals and teams by observing and understanding their own leadership style and subconscious motivations.
The coach plays a role in enabling the client to recognise their obstacles and come up with solutions to attain their goals.
Coaching as a management style means the leader or supervisor uses a coaching approach in their interactions with subordinates. Leaders use key coaching skills such as questioning, listening and building rapport to provide an alternative way of managing and leading their people. Whilst there are times when it is appropriate to ‘instruct’, the danger is that if the individual’s ideas are not their own and they do not feel that they are able to contribute to the goals of their team or the organisation, then they may feel undervalued, will lack ownership and commitment to the task in hand and can be highly de-motivating. Conversely, if you adopt a coaching approach and ask questions to allow an individual to think through problems, assess their own performance, explore options and decide a course of action this can result in increased ownership and commitment and increased engagement in the task or job.
Life coaching or Executive Coaching
Here the emphasis is on developing the client in order that they can better perform in their role. Often this is termed executive coaching and is reserved for those more senior in the organisation or those regarded as ‘high flyers’ simply because of the perceived cost.
Taking the time out in a more formal coaching session can really help an individual reflect upon what is important to them, their skills, attitudes, qualities. This will raise their own awareness and increase their own responsibility for taking action and their success.