Less Niche Marketing

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.

Backinsell, D., & Garner, C. (2008, Nov 15). All about coaching: Building relationships to achieve goals. South China Morning Post. Retrieved from http://search.proquest.com/docview/266685669?accountid=12085

“‘ In coaching, you’re following the trail of dreams. When you see little sparks of interest, excitement or increased energy, that’s where to go,” says psychologist Carol Kauffman, PhD, director of the Institute of Coaching, a nonprofit organization at Harvard Medical School’s McLean Hospital dedicated to enhancing the scientific foundation and credibility of coaching.” (DeAngelis, T.,2010, November 1).

Executive Coaching is an exciting field of opportunity; an opportunity for the executive to grow out of their old self and into something (situation) or someone new. The growth may be tremendous or it can be more subtle getting the executive or manager to reach a place of improved performance and through the process they come from the strain of stress to the gain of satisfaction of a job well done. Coaching shifts the executives into a new process of being, in the executive’s personal life and professional life.

Coaching is generally link to high emotional intelligence, coaches should be good at understanding and relating to people as they are interested in people. Coaching is also about showing empathy and relationship building. Coaches/ managers should be able to transfer their knowledge and skills to their subordinates. Imagine how inefficient it would be if the manager or coach is not able to relay correct instructions or knowhow to his staff in order to perform the job. A communication

Stout-Rostron, Van Renburg, & Sampaio (2014, p. 238 ) argue that today’s organizations are procuring coaching services today are well informed about the business coaching process and the value of coaching for their executives and their business overall. Organizations are requesting three major

Coaching, normally utilized at the managerial level, provides employees with resources that they might not normally have access to, such as mentors, courses and job experiences (Noe, 2010). It is imperative that the right coaches are selected for these developmental programs. The best coaches are those that are empathetic, supportive, practical, and self-confident while appearing to not know it all or want to tell others what to do (Noe, 2010). By providing coaching to new managers, it teaches them how to deal with a variety of situations in the workplace while maintaining professionalism and the corporate goals.

As three coaches-in-training at Queens University, we attend class each week to learn coaching techniques for facilitating desired change for current and future clients. To better understand the perspective of the individuals on the client side of the coaching equation, we complimented our class studies by exploring the modern qualitative research of Erik de Hann, Vicki Culpin, and Judy Curd. In this paper, we synopsize their research, offer thoughts and comments about various aspects, and offer thought provoking questions and areas for future investigation.

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.

According to Life Coach, Dwight Bain, “Coaching is about results” (AACC, n.d.). For a coach to achieved results, they must help the clients achieved success in their lives. Furthermore, it is imperative for a coach to have a resourceful tool box. In other words, the coach should have multiple resources to assist better their clients. Dwight Bain additionally mentioned at the beginning of this lecture that it is important for all coaches to match their knowledge and expertise strategically to the appropriate population being target to build successfully clientele and be fruitful in the process (AACC, n.d.).

Collins is very detailed throughout his book and gives great examples to follow. He goes over a few specialties or niches such as career coaching, business coaching, life coaching, etc. but one thing that the author of this paper would like to know more on is how to develop and find the special niche for the coach. The reason behind this question is because coaching field is growing tremendously with many niches and a coach may have several passions to help with but how to narrow the broader niches to a pinpoint. Another great aspect of Collins book is that he gives a Christian and secular view in how to coach which is very important if a non-Christian comes in for coaching and how the same skills can be used still as if the client was a Christian.

Coaching is an exceptionally perplexing and requesting calling. It requires many specialized and individual skills. All coaches have their own style of educating. There is no set in stone system for instructing. All things considered, the coach’s philosophy decides his coaching points and targets, while having competitors and its encompassing surroundings.

Thank you for sharing your thoughts, however, I would like to add to your statement, “…coaches have to understand that it is not about what works best for them, but what works best for their clients.” While discernment may be readily available to help the coach understand the client’s issues and what is best for them, Stoltzfus (2005) suggests coaches should be careful not to think they have the solution after a rapid round of discernment. The job of the coach is to “invite each individual to discover his or her own greatness” and assist them in goal setting that leads to transformation (Hargrove, 2008, p. 63).

There are many different types of coaches: athletic, personal appearance, image, executive, life, financial, gardening, and weight loss/fitness coaches. A personal coach can help a person establish a work-life balance, become more productive, and set and achieve goals (Lockwood, n.d.). A personal coach is not a therapist; they deal with the present and help the client reach their greatest potential. While some see coaching as a selfish luxury, those who have benefitted from it would disagree. Friends will often tell us what we want to hear and accept the excuses we make for ourselves as to why we haven’t met our goals. A personal coach is a neutral third party whose job is to hold their client accountable for meeting the goals they have set, provide support and be a sounding board (Lockwood, n.d.). Sometimes a coach will have to first help a client determine what the solutions are and how they will achieve them. Once the plan is in place, the coach is there to provide accountability and support. A personal coach will provide skill-based tools and strategies to encourage success as well as ask questions and provide assignments that push them past their comfort

1. Currently, Matrix industry is growing into strong industries and is responsible for huge gains in capital markets in Ottawa. Matrix marketer’s forecasts within the year 75% of the country’s total population of about 25 million will have bought a Matrix glasses in today society. Our company will try too take advantage of theses developments and serve it to customers with new innovation that take advantage of all the latest new trend.