Exploring The Value Performance Coaching

Robby wrote, coaching might mean many things to various people, as it is a word defined according to human behaviors applied to a particular setting. It is this reader’s belief his statement is true according one’s study. Robby stated, a definition proves to be difficult to quantify into meaning for every context and situation, in which, after this reader’s careful study on the subject matter, many definitions and characteristics of coaching were found. In addition to the writer’s descriptors used for coaching, which included: personal communication, relationship, passing on of wisdom and understanding, guidance, exemplification, motivation and confidence boosting, trust, sharing, and asking good questions, this reader found others that were relative as well. This reader concur with Robby’s findings in the required books of Edgar Schein, who stated, that coaching and feedback are necessary in order for learners to learn; James Rost, who suggested, that personal relationship based on multidirectional and noncoercive influence which

Coaching can take many forms, life coaching, business coaching, performance coaching etc. As with mentoring and counselling it is about helping the individual to gain self awareness, but it is goal focused and action is required so that the individual can move forward. The goal setting process has two components: skill development and psychological development. The outcome sought is that the "coachee" will achieve the goals set, and

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.

One definition of coaching is “Coaching is unlocking a person’s potential to maximize their own performance.” (Coaching for performance, Sir John Whitmore 1992). Or to expand on this; Simply defined, coaching is one person guiding another through a process, leading to performance enhancement. The applications can vary, support to achieve a specific project, helping an individual to do better what they already do well, or developing a skill they don't yet possess.

Bluckert, P. (2005). Critical factors in executive coaching- the coaching relationship. Industrial and Commercial Training, 37(7), 336-340. doi:10.1108/00197850510626785

Leadership and coaching go hand in hand in many ways because to coach is to lead, and to lead is to coach others. Indeed, leaders and coaches, whatever the title are really mentors within the context of a particular organization or activity. For centuries, scholars and philosophers alike have been trying to find a specific and complete definition for coaching and leadership, but have not had much success. True, leadership is, in part, decision making at the nth level; while coaching takes that decision making and often compartmentalizes it into split-second action (Rhodes, J., et al. 2000). In the era of gloablization, this has become even more critical now that there are so many divergent cultural opportunities that require new skills, approaches, and even that allow coaching to occur not just in the physical environment, but in the virtual as well, with no regard for geographic or political boundaries (Drucker, P.F., et al. 2001).

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

3. Patrick duffy, hazel hartley, john bales, miguel crespo, frank dick, desiree vardhan, lutz nordmann, josé curado, . 2017. Sport coaching as a ‘profession’: challenges and future directions. [Online]. [19 February 2017]. Available from: www.coach.ca/files/Duffy_et_al_2011.docx In-text citation: (Patrick duffy, hazel hartley, john bales, miguel crespo, frank dick, desiree vardhan, lutz nordmann, josé curado, 2017)

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.

A coaching philosophy is a base for which a coach works and seeks guidance from, said to be “built on a set of standards by which a coach influences, teaches, and models” (Van Mullen, 2013, p.29). Described as a collection of values, beliefs, assumptions, attitudes, principles and priorities which underpin practice (Lyle, 2002). When creating a Coaching Philosophy there are four aspects a coach should reflect upon, and scaffold their philosophy around-Axiology, Ontology, Epistemology and Pedagogy. Axiology, encompasses morals, values, ethics, and ideals which coaches place differing importance on. Important in a coaching context, as it informs the type of culture and environment a coach creates within a team(Fyall, 2017). Hardman (2008) suggests

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.

The coach tirelessly pursues personal education, formally and informally, both in the performance related sciences and in liberal arts. He sees the journey to coaching excellence as a never ending story; seen not only in terms of a chosen sport and coaching theory and practice, but in understanding how to successfully live a balanced and full life, while facing tougher and tougher challenges in the chosen field of endeavour.

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.

There has been a shift in role from ‘manager as expert’ to ‘manager as coach’. This is probably because internal training programmes are cheaper and more easily tailored to the specific needs of the employees and the organisation. The Coaching At Work article ‘Internal Coaching: if the shoe fits’ cites the latest Sherpa Coaching Survey, published in March 2016 and representing the coaching industry in 65 countries, showed that there is a rise of 40 per cent increase in in-house coaching from four years ago. The ILM (2011) survey stated 83% of organisations surveyed source coaches internally, while 65% hire them in. Coaching is predominantly directed at senior managers and directors (85%) and middle management (85%).

Coaching Coaching is when individuals in the work place are provided with their own personal coaches. The coach will need to firstly develop coaching skills in order to carry out this job. Not only does the person that is being coached benefit from coaching, but the person carrying out the coaching also benefits.