7/12/2015

CoachingExplained

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PersonalorLifeCoaching
Someoneoncesaid,

"Coachingislikehavingapersonaltrainer
foryourlife."
Ofteninlife,weneedassistancewithsomeofthemore
personalaspectsoflife.Forexample,clientsconsultwithme
onanyrangeofprivateissuessuchas:
howcanIcommunicatemoreeffectivelyandbetter
thanIdo?
howcanIgaininmoreconfidence?
howcanIbemoreassertiveandsaywhat'sonmy
mind?
howcanItakemorerisksandstepoutmore?
howcanIbemoreorganised?
howcanIbemoredisciplined?
howcanIstopprocrastinating?
Theissuesaremanyandvaried,butmyclientsknowwheretheycurrentlyare(anddon'twanttobe)and
instead,wantassistancetomovetowardsabetterplace.

CoachingExplained
CoachingDefined
Coachingisquicklybecomingoneoftheleadingtoolsandstrategiesthatsuccessfulpeopleareusinginorderto
enhancetheirlivesfurtherandallowthemtoleadextraordinarylives.
Butlet'sstepbackamomentintime...
Whatisacoach?Acoachwasoriginallyaformoftransportandfirstusedaround1556.
Itwasdefinedas..."Acoachtransportsavaluedpersonfromwheretheyaretowheretheywantto
be."(OldWebsterDictionary)
Interestingnotion.Inotherwords,coachingunlocksaperson'spotentialtomaximisehis/herownperformance.
Ithelpsthemlearnratherthanteachingthem(CentreforCreativeLeadership).
"Whenlookingtoenhanceknowledgeandability,eventhemosteliteandtalentedathletesneeda
coach,someonewhowillhelpthemanalysetheirperformanceandsetgoalsforwhattheywantto
achieveinthefuture,anddirectioninachievingthosegoals.Businessisnodifferent."(Rebecca
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Spicer,"TheCoachingDrill",DynamicBusiness,July2007)

Acoachthereforeisa"trustedrolemodel,advisor,wiseperson,friend,Mensch,stewardorguideaperson
whoworkswithemerginghumanandorganisationalforcestotapnewenergyandpurpose,toshapenew
visionsandplans,andtogeneratedesiredresults.Acoachissomeonetrainedanddevotedtoguidingothers
intoincreasedcompetence,commitmentandconfidence."(F.Hudson,HandbookofCoaching,1999)
Finally,let'sunderstandthedifferences...aONEsentenceVignette...

Mentor:Showyoutheway
Therapist:Followthetrailoftears
Consultant:Followtheexpertadvice
Trainer:Followtheinstruction
Coach:Followthetrailofdreams
...orevenatabletoshowthedifferences...

PROCESS
Thought

MENTORING
Myexperienceis...
Iknowhow...

Statement

"ThisishowI
woulddoit."

Action

Guidanceand
advice.

CONSULTING
I'manexpert.
Thisiswhatyou
arepayingme
totellyou.
"Thisishowto
doit."
"Thisishowyou
shoulddoit."
Direction,method,
technique&
information.

THERAPY
Iwillhelpyou
healfromthe
cause.
"Tellmeabout
yourpast?"
"Whatwasit
youwentthrough?"
Probe,psycho
analyse,deep
reflection,cometo
termswithit.

COACHING
HowcanIsupportyour
learning?
Wherewouldyou
liketogofromhere?
"Whathaveyoutried?"
"Howhasthatserved
ordisservedyou"
Whatelseispossible?"
Explore,experiment,
learnnewwaysofworking,
thinking,doing,personally
&professionally.

WhyisCoachingNecessary?
1. Becausetheworldischangingandfast.Businessesmustkeepreinventingthemselvesiftheyareto
surviveandpeoplemustkeepreinventingthemselvesandupdatingtheirskillsinallareasoftheirlivesif
theyaretobeemployedbythesebusinesses.

2. Becausecoachingcanhelpresolveaproblemwithinarelativelyshorttimeperiod.

3. Becausecoachinghasthepotentialtoaddressanumberofhumanresourcesissuessuchas:
(i)decreasedsatisfactionormotivationwithwork,
(ii)strongdesiretoadvancewithintheorganisation,butwithouttheabilityordirectiontodoso,
(iii)needtopassexpertisefromvaluedseniorworkerstonewworkers,
(iv)toretainworkersandprovidemorecommitment.
4.Becausecoachinghasthemeanstoallowindividualstoreachtheirgoalsandtheirdreamsina
waythattheycouldnotdoalonethemselves.

WherehasCoachingComeFrom?
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Duringthe1960's,thebusinessworldstartedtolookatsportscoachingandadaptthetechniquesforusein
traininganddevelopment.Thesetechniqueshavebeendevelopedandenhancedandtodaycoachingisoneof
thefastestgrowingpersonaldevelopmentstrategiesusedbyCEO's,seniormanagers,entrepreneurs,
professionalsandpeoplegenerallywantingtoimprovetheirsituation.
It'saPartnership
Thecoachingrelationshipisapartnershipanequalrelationshipallowingtheclientroomtomoveyetbeing
accountablesothathe/shecanbethekindofpersonthattheywouldliketobe,toachievethekindoflifethat
theywouldliketohave,andtoachievethegoalsthattheywouldliketogain.
TheCoreofCoaching

1. Atthecoreofcoachingistheprincipleofgoalsettingwhichisabasicparadigmthatisfundamentalto
bothindividualandorganisationalchange.Weneedtoknowwherewearegoingandwhatweareaiming
forotherwiseweprobablywon'tgetthere.
2. Coachingalsousesasolutionsfocusedapproachtodealingwithproblems.
Asolutionfocusedapproachsaysthatwhenfacedwithanissue,itisimportantto:
clarifythegoals
decidewhatyouwanttochange
seetheproblemassomethingyouhave(notare)
focusontimeswhenyouhavecopedorbeensuccessful
chartyourprogresstowardsthesolution
clarifythecentralgoalorissue
lookatyourstrengthsandtalents
WhatistheRoleoftheCoach?
"TheGuideontheside,nottheSageontheStage"
Itisakindofjourneythroughthewoods,butthecoachisnotlikeatourleaderwhohasnecessarilybeenthere
beforeandknowsthetrackwell.Instead,itismoreakintoafellowtravellerwhohasneverbeeninthose
woods,butwhoisskilledindealingwiththeundergrowthanddealingwiththeelementsandfindingaway
throughsometimesthecoachwalksinfront,sometimesbehindandsometimesalongside,butalwaysthere.

WhatistheCoach'sResponsibility?
Itisthecoach'sresponsibilityto:
1. Discover,clarify,andalignwithwhatclients/employeeswanttoachieve,
2. Encourageclient/employeeselfdiscovery,
3. Elicitclient/employeegeneratedsolutionsandstrategies,
4. Holdtheclient/employeeaccountable.

HowisCoachingDifferentfromTherapyorCounselling?
Coachingisnotcounsellingortherapy,butitdoesusetechniquesderivedfromclinicalpsychology.Themain
differencesare:
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Coachingdealswithclientswhoarebasicallyfunctional,albeitdissatisfiedwithsomeaspect
oftheirlives.Sopeoplemaycometocoachingforavarietyofreasons,butnotnecessarily
becausetheyhaveaproblem.Itmaybesimplythat,likeanathlete,theywanttoimprove
theirperformanceinaparticularareaoftheirlife.
Theemphasisincoachingislessonunravellingtheproblemanddealingwiththepastas
itisfocusingonthepresentandexaminingsolutionsitisveryfutureoriented.
Coachingdoesnotdealwithclinicalissuessuchasdepressionorhighlevelsofanxiety
forthose,youneedtoseeaclinicalpsychologistorpsychiatrist.

WhatarethePreRequisitesforCoachingSuccess?
Coachingworkswellwhentwoprimefactorsarepresent:

theclientismotivatedtolearn,growandtakeaction.
thereisagapwhereheorsheisnowandwhereheorshewantstobe.
Thesearethecriticalingredientsforasuccessfulcoachingrelationshipwherewithsupport,youcandevelopthe
rightstrategy,implementaplanofactionandachieveyourgoals.

WhataretheBenefitsofCoaching?
TrainingVSCoaching

"Thirtyonemanagersunderwentaconventionalmangerialtrainingprogramwhichwasfollowedby
eightweeksofoneononeexecutivecoaching.Trainingincreasedproductivityby22.4%.The
coachingwhichincluded:goalsetting,collaborativeproblemsolving,practice,feedback,
supervisoryinvolvement,evaluationofendresults,andapublicpresentation,increased
productivityby88.0%,asignificantlygreatergaincomparedtotrainingalone".
Olivero,Getal.,"ExecutiveTrainingasTransferofTrainingTool:EffectsonProductivityina
PublicAgency",PublicPersonnelManagement,26(4),1997,p461469.)
ASurveyof4000Corporations

"Asurveyofmorethan4000corporationsrevealedthatcorporatecoachingimprovesthe
performanceofindividuals,leadstobetterclientservice,raisesconfidence,improvesrelationships
thatwork,developspeopleforthenextlevelandincreasesgoalachievement.Thesebenefitslead
toincreasedprofitsandcompetitivenessforthecompanyandbetteremployeeretention".
("Coachingcanbeagoodthingfororganisationsandemployeesalike"TrainingandDevelopment,February
2000.)
ManagementCoachinginUSA

AsurveyintheUSAfoundthat90%ofAmericanworkerswhohavehadonthejobcoachingor
mentoringbelieveitwasaneffectivedevelopmenttool,yetonly38%oftheworkforcehasever
hadacoachormentor.
The"mostuseful"factorsthatmanagersreceivedintheircoachingwerethefollowing:
Clear,constructivefeedback
Supportivetrustingrelationship
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Informationondevelopingspecificskills
Informationonorganisationalstrategy
Specificactionableadvice
(Peterson,Detal.,ManagementCoachingatWork:CurrentPracticeinMultinationalandFortune

250Companies,PersonnelDecisionsInternational,1997)
TheLeadershipEmploymentAndDirection2001Survey(LEADSurvey)

ConductedbyLeadershipManagementAustralia(LMA),theLEADsurveyisoneofthemost
significantsurveysconductedintoworkplaceissuesinAustralianbusiness.Itresearched2,300
businessleaders,seniormanagers,andemployeesduring2001.Specificallythisincluded:300
businessleaders,495seniormanagers,and1560employees.
SomeoftheKeyFindings:
"Oneofthemajortrendstoemergethisyearisthepositiverolethatmentoring/coachingcanplay
inbusiness.Proactivepoliciesandpracticesthatencouragethedevelopmentofformaland
informalmentoring/coachingmodelswilladdressanumberoftheconcernswehaveseen
emergethisyear.Inparticular,coachingwillhelpkeepolderworkersengaged,ensureskillsare
transferredandassistcareeradvancementwhilestrengtheningtheunderstandingandrespect
acrossalllevelswithinorganisations"(GrantSexton,ManagingDirector,LEADSurvey).
InrelationtoCareerDevelopment:
AmongSeniorManagers
55%hadexperiencedmentoring/coachinginacareerdevelopment
97%foundcoachingbeneficial
AmongEmployees

33%hadamentor/coachintheircurrentworkrole
91%ofthosewhohadreceivedmentoring/coachingfounditbeneficial
61%ofthosewithoutamentor/coachwouldfindhavingsuchacoachbeneficial
InrelationtoExecutiveCoaching:
AmongBusinessLeaders
19%haveanexecutivecoach
95%ofthosewithacoachfindhavingsuchacoachbeneficial
56%ofthosewithoutcoachwouldfindhavingsuchacoachbeneficial
AmongSeniorManagers

10%haveanexecutivecoach
88%ofthosewithacoachfindhavingsuchacoachbeneficial
59%ofthosewithoutacoachwouldfindhavingsuchacoachbeneficial
Finally,mostBusinessLeadersandSeniormanagementsurveyedbelievedthatworkpressuresfor

employeeswillincreaseinthefuture.
Thekeytherefore,istobetterutilisetheavailableresourcesinanorganisationandbecome
morecleverintheharnessingofpeople'stalents.Inthiscontext,coachingcanplayamuch
moreprominentpartinthedevelopmentofstaffandisessentialinthedevelopingand
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