Q: What is coaching?
There are many definitions of coaching. However the definition
which would have most resonance for me would be the definition
provided by Tim Gallwey in his book "The Inner game of Tennis":
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Coaching is unlocking a person's potential to maximise their own performance.
It is helping the person being coached to learn rather than telling them or teaching them.
Obviously in the context of coaching in a business
environment, the primary focus is on achieving goals within
that environment, rather than in other aspects of our lives.
Q: Why does someone work with a coach?
There can be any number of events that may trigger the use of
a coach. The range of issues and opportunities can
include the following:
· A commitment to personal development.
· Increased self-awareness - recent feedback.
· Recent promotion.
· Current crisis.
· Poor work performance.
· Unclear career direction.
· Recent success or failure.
· Long-term business / career goals.
Q: Is coaching the same as counseling?
No it is not. coaching is a process a person embarks on, in order to improve their performance in a work environment. While similar skills of questioning and listening are used in
counseling, the issues dealt with are entirely different.
Counselling is a form of therapy which can be used in the treatment
of some types of depression and as a behavioural therapy. Obviously
coaching has no such application. In the rare event
that a coach encounters issues, more appropriately
dealt with by a counsellor, then the coaching process would
stop and the person would be referred on to a suitably qualified
medical person / counsellor.
Q: Surely, the coach does not have all the answers?
Off course not and providing answers and advice in not the coach's role. In many situations that we face in a work environment, we ourselves have the answers or at least are in the best position to find the answers. An effective coach acting as a "sounding board" can help the person, frame the issue (problem or opportunity) and consider the various options.
A coach is not being effective if they seek to "second guess"
the person being coached or by "jumping in" to offer advice.
The person being coached will usually be more committed to an
option they have choosen themselves, rather than advice or options
presented by a coach.
Q: My boss has insisted that I work with a
coach - is this advisable?
No. The person entering into a coaching relationship, should do so on a voluntary basis and not under duress. Coaching requires the person to be open to development and requires a significant degree of self-motivation from the individual. Therefore the process must be driven by the person being coached and not the motives / agenda of his or her boss.
Q: What should I look for in an effective
coach?
The following are some of the characteristics you should look for in an effective coach:
· An ability to develop rapport and trust.
· Empathy.
· An effective questioner and active listener.
· A strong business focus.
· An ability to be constructive and to challenge.
· Motivation skills.
· Strong action orientation.
· Takes a planned / structured approach to the coaching process.
· Operates to a set of ethical / professional standards.
· Avoids conflicts of interest.
Q: I use a coach - I must have a
problem?
At times we assume that looking for assistance is a sign of weakness, a negative thing and therefore a problem. Sometimes the culture within our Organisation, can be the reason for this reaction.
In many businesses, the culture can make it difficult for people
to seek help and assistance, even if the individual is seeking
to fulfil their true potential. There can be a perception that
using a coach, is in some way an admission of failure.
That said, no one questions the use of coaches by world class athletes, where it is universally accepted that the use of an effective coach is a key element to overall success.
Making a commitment to your own personal development and seeking to reach your true potential, demonstrates an openness to learning, which in the context of your
career, can only be positive.
Presumably, the only "real negative", is for us to believe, that at some point we "know it all" and have "no more to learn or understand".
Q: How long will it take?
This depends on the issue or opportunity being addressed. However for a coaching relationship to be effective there should have an agreed start (objectives / agenda), middle (process check) and end (final review) and this should be agreed up front with the person being coached.
A relatively "straightforward" issue could be dealt with in one meeting, whereas a more complex matter may take a number of meetings to address. What is important is that the agenda agreed with the person being coached, is the key driver for the overall process.
Q: How does coaching work?
Coaching can assist the person to develop a greater level of self-awareness and as a result become more attentive.
Through effective questioning and active listening a good coach, can help the person understand the core issues, examine and consider all available options and commit to clear action.
The person makes their own decision in terms of the best course of action to take. The coach acts as an objective sounding board, to ensure that all options and potential obstacles are considered. In addition, the level of commitment to the chosen course of action is also examined.
Once the agreed course of action is implemented, the outcomes are reviewed and any additional learning is identified.
Q: How can I get started?
Firstly, we have a face to face meeting, at no obligation.
The purpose of this meeting is to understand the issues and opportunities that the person wants to work on. In addition, we also explore the person's understanding and expectation of coaching, .i.e. what it is and what it is not and the commitment required.
We also discuss the professional and ethical standards within which a coaching relationship is undertaken and seek to provide an indication of the likely duration and costs involved.
Obviously, we also take the opportunity to discuss any concerns the person may have with regard coaching in general and any other specific issues, for example, confidentiality, establishing trust, etc.
Following this meeting, the person, then takes time to decide whether coaching is for them. At this point a clear agenda is agreed (where possible) and also the initial duration of the service, costs and review points are confirmed.
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