Coaching

Coaching: helping another person to improve awareness, to set and achieve goals in order to improve a particular behavioural performance.

The primary goal of any training program is to prepare trainees to perform effectively on a specific post-training task. The trainer usually determines the training agenda, and trainees must adapt themselves to the process and structure of the training. In coaching the client sets the agenda and determines the goals to be achieved (Druckman.D and Bjork.R, 1991). That having been said, many trainers have excellent coaching skills, and coaches can be

I think it is safe to say that the coach has several roles to perform; with the main objective being to develop the person being coached. This can be achieved by increasing self-confidence, identifying relevant and suitable topics for coaching as well as agreeing the setting of suitable planned tasks to support the learning process.

Experiencing a coaching management style will ease some staff into this method of communicating without the need for all of the planned coaching and mentoring programme. The session about using the GROW model or different coaching styles could be combined depending on the needs of the staff. Flexibility will be required with the implementation.

I find this an excellent definition & explanation of what coaching is because to me coaching is about facilitating others to find their own paths through life, assisting them to reach their own answers & way forward by using open questioning, active listening & feeding back,

Joe Ehrmann explains the two types of coaches as one a transactional coach whose focus is solely on winning and meeting their personal needs. The second type of coach is transformational coaches that use their platform to teach the Xs and Os, but also teach the Ys of life. They help young people grow into responsible adults; they leave a lasting legacy.

The main difference between a Coach and a Mentor is that, the mentor has a deep personal interest, personally involved for example a friend who cares about the person and the long term development. Whereas a coach develops specific skills for the task, like challenges and performance expectations at work.

but at the same time a coachee will need a push to reach and achieve

There are a number of definitions to what coaching is; I feel that I can personally relate to the following definition:

Susan M. Heathfield a Human Resource expert states that “the goal of performance coaching is not to make the employee feel badly, or show how much Human Resource professional or supervisor knows. The goal of coaching is to work with the employee to solve performance problems and improve the work of the employee, the team, and the organization.

What is coaching – “The coach works with the clients to achieve a speedy, increased and sustainable effectiveness in their lives and careers through focused learning. The coach’s sole aim is to work with the client to achieve all of the client’s potential-as defined by the client” The Coaching Manual Starr, J 2008.

Coaching as best described by Sir John Whitmore is "unlocking a person’s potential to maximize their own performance. It is helping them learn rather than teaching them." Coaching is a relationship, usually found in the workplace, focused more on task and performance. A coach would likely set goals for the learner and evaluate performance upon completion of a task or at the end of a period. Coaches are usually assigned. John C. Crosby says, “Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” A mentor is a more experienced person that is willing to share knowledge with a mentee in a trusted relationship. Mentorship influences personal development as a whole and his or her career. This relationship does not have to be a formal one; mentors can be beneficial from a distance. Mentors are usually self-chosen. As human nature dictates, we all have to be motivated or see the potential benefits of the things we do. Will taking this course of action make us happier, place us in a better financial position, or get you that promotion? Both mentoring and coaching can benefit individuals in progressing successfully in their careers. Using coaching can increase productivity, build self-confidence, improve skills, and ensure satisfaction of clients. There is a saying in the Bahamas, “fisherman don’t call his fish stink.” Essentially, it means that we often are not aware of or willing to acknowledge our downfalls and deficiencies. In a coaching relationship,

Coaching is the art of facilitating another person’s learning, development and performance. Through coaching people are able to find their own solutions, develop their own skills and change their own behaviors and attitudes.

Coaching a client to success is not simple or for the faint of heart. When a client approaches a coach, the expectation is that the coach is competent and can help that client begin to set and reach goals. Since the coach is the product that is being sold, he or she should possess the required skills to facilitate a positive result. Skilled and successful coaches are the coaches that produce skilled and successful clients. Without an array of coaching skills, a coach cannot facilitate the success of their clients. Though there are many skills that coaches need in the coaching arena, questioning skills, challenging skills, and motivational skills are especially important because they help start, guide, and complete the coaching journey.

Learning mentors tend to work on a one to one level or in small numbered groups, a learning mentor must be a good listener, be able to encourage and motivate and act as a role model and encourage the build up of a mutually respectful relationship (Hayward, 2001).