What is Coaching?
You have probably heard people speaking about coaching in workplaces. You even might have received some form of coaching in the past, or have used coaching as a means to improve someone else’s performance, even if you did not actually define it as “coaching” at that particular time.
But the question is, what is coaching and how can one use it? And if you are considering to become a Coach, you might also need to consider following up on the skills one needs to possess to become an effective Coach.
In the bid to help you better understand coaching in the workplace, this article will be looking at some of the basics of workplace coaching. Through it, we will be discussing what workplace training involves and will be reviewing the main approaches that you can employ to become a successful Coach. We will also be reviewing some of the situations coaching can be useful, and will also be looking at some examples of questions asked when it comes to coaching.
About Workplace Coaching
Coaching is one of the most effective ways to develop the skills and abilities of people, and boosting their performance. Coaching can also come in handy in addressing the different challenges and issues people encounter before they can become major problems.
Coaching sessions typically take place as conversations between a coach and the person being coached (the “coachee”) and typically focus on helping the person (the “coachee”) know more about themselves. After all, individuals are more likely to absorb solutions that they’ve come up with themselves, over those that have been forced on them.
In some establishments, coaching is still considered to be a corrective tool and is only used when things have gone terribly wrong. However, in most companies, it is considered to be a proven approach to positively help others explore their ambitions and goals, and then working on achieving them.
Workplace Coaches are not Gurus, Psychotherapists, Counsellors, Trainers, Consultants, or Teachers – although they tend to use some of the same tools and skills.
Most formal forms of professional coaching are generally carried out by professionals that are qualified and who work with their clients to improve their performance and effectiveness, helping them to achieve their full capabilities. Coaches can be contracted by organisations or even individuals. However, for coaching in organisations to work, everyone involved should fully understand the reason why a coach was hired in the first place and should have a common consensus of what it is they want to attain at the end of the coaching.
However, it is important to understand that the Leaders and Managers of an organisation could also be as effective as coaches who have been hired. Managers do not have to receive formal training to become coaches. Just as long as they limit themselves and work on staying within their specific skill sets while maintaining a well-structured approach, they too can add value to the organisation and could help develop the abilities and skills of those being coached.
Coaching is Founded on Trust and Confidentiality
Coaching can only be successful if those being coached are able open up and discuss every aspect of a challenge or issue they are facing with the person coaching them. Coaches generally have to listen to the personal problems and private matters of a Coachee and such information is strictly confidential. (Well, unless it is information that: reveals activities that can harm the well being of others within the team or organisation; reveals criminal activities; or could affect the welfare and safety of others either within or outside the organisation).
Solutions To All Of The Coachee’s Issues Lie Within Him/Herself
While this sounds somewhat absurd, it generally is the only way to help a Coachee and is the most effective way to come up with a solution to the challenges or issues he or she is facing. No one understands the background of a problem better than the Coachee and it is only him or her who fully understands the options he or she has when it comes to solving the problem. The Coach’s main task is to make sure that he asks all the right questions – questions that will drive the Coachee to arrive at his or her own conclusions. As stated earlier, coaching is an extremely effective and efficient way of helping individuals change.
While the Coach could give insightful inputs and suggestions, the best solutions will generally come from the person being coached.