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-John Whitmore
(Coaching for Performance)
“The essential part of coaching is to help people to learn to silence their inner voice and allow their instincts, or their subconscious, to take over. Sometimes that means distracting it, and sometimes it’s about exploring the ‘worst case scenario’ and removing the fear.”
The first thought which rushes to our mind when we think about coaching is about sports coaching. This is because coaching is very well-developed in the sports arena. Coaching helps them to learn rather than teaching them. Hence, coaching has traditionally been associated with sports. Every top athlete has a coach.
Business (and Professional) Coaching helps an entrepreneur / employee be flexible and adapt to changing business environment which is essential for survival in a competitive business market. Coaching aids in quickly adapting to every kind of change in today’s business world.
Personal Coaching sessions unlock hidden resources and potentials of an individual. Coaching creates an atmosphere of trust and confidence, where a person discovers inner resources that they may not have known. It helps the Coachee to see various ways of achieving their goals.
Comprehensive Coaching program helps an individual to unleash their potential as an individual and balance their Professional and Personal life. Important steps of Coaching are:
The beginning of any coaching interaction needs to start with a clear purpose. The purpose tends to be one of three types of conversations: developmental (optimizing strengths), career (preparing for another role), or performance (overcoming obstacles or dealing with performance gaps).
It is important to ask and confirm this objective so there is mutual understanding and agreement. Clearly mutual agreement can be challenging when there is a performance gap, however this is the first step in creating a successful coaching conversation and needs to be clarified as much as possible.
This is a key step in any coaching conversation in which the coach asks insightful questions, actively listens, is comfortable with silence, and sees the situation through multiple perspectives. Leaders may assume they know the situation already or feel they have all of the facts. However, it is critical to create a safe, accurate, and positive environment for the coaching participants to open up, self-discover, and effectively work with the coach.
This step provides the opportunity for the coach to share observations with the coachee. In the role of a coach, it is important to allow the other person to identify their own focus areas whenever possible. However, hearing fact-based observations and suggestions from the coach is a powerful source for increasing self-awareness and seeing new ideas. Connect the feedback to the purpose of the conversation, focus on the behaviour and not your own interpretation of the behaviour, and emphasize the impact of the behaviour and how it helps or hinders the coachee from accomplishing the desired business and people results. Consider making these kinds of statements:
Goal setting is where the assessment and feedback turn into action to accomplish the purpose of the conversation. It is an important step in helping the coachee move forward and achieve a positive outcome. Guide the coachee to select a measurable goal that will stretch and challenge them.
This last step ensures accountability and provides encouragement to the coachee as they reach their goals. Unfortunately, this step is too often forgotten or not valued. Following up on the coachee’s agreed upon goals is critical in making sure actions happen. To this end, a great coach exhibits two skills: 1) recognizing progress and wins, and 2) encouraging the coachee to manage through obstacles and secure the needed guidance to be successful. These two skills are essential to implementing and supporting action plans.
Even the best athletes need coaches. The better they get, the more they need coaching. The same is true in the race to the top, you need a coach.