The origins of the term “Coaching” come from a small town in Budapest, where wheel wagons pulled by horses carried people from one place to another. These wheeled vehicles were called “Kotsche”, meaning a transportation vehicle to help people go from one place to another. The “coaching” term was used officially for the first time by a professor at Oxford University to describe a tutor who was referred to as a student ‘carrier’. Today, coaching is defined as a method used for driving, instructing, and training individuals or groups in order to achieve a goal and objective. Coaching has existed since the emergence of human beings. Since ancient times, older people with richer experiences guided nascent individuals and taught them how to hunt, fight, etc., so that they could become effective, useful, and powerful in the community in which they belonged. Even in the 21st century, coaching begins at birth; parents are our first coaches, who teach us how to do things in a certain way and show us what is right and wrong. Then, teachers become our coaches by motivating and directing us toward becoming more effective and successful at what we do. Ultimately, we become an adult and join an organization, and then our bosses and managers become our coaches.
Although the mutual goal of coaching is helping individuals to do their best by maximizing their performance, there are four different routes that can lead to this goal: Tutoring, Mentoring, Confronting, and High Performance
Coaching: helping another person to improve awareness, to set and achieve goals in order to improve a particular behavioural performance.
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.
It is my job as a coach to help develop athletes physically, psychologically, and socially while helping them have fun by playing a sport. I will do this by being enthusiastic and having a positive attitude in practice, games, and while not coaching. This cooperative approach to coaching will create a sense of community within the team I coach, and the athletes will feel more welcome to discuss their thoughts, ideas, questions, and concerns with me. Creating this setting and relationships with athletes will only benefit the team by creating a team culture necessary for the well-being and success of high school sports’ teams. Success in sports means accomplishing goals set by the team, not winning. Winning is important, but just striving to win is even more vital toward the success of teams. As a coach, I will also be a motivator for athletes. Athletes will see me come to practice with a positive attitude, displaying my passion. This is the beginning of how I will motivate athletes. Motivation starts with my attitude, and athletes pick up on this. In order to motivate and want to be motivated, there must be a reason, a why? I will use the teams’ goals they will set, in order to motivate them to give their best effort in order to achieve success by reaching their
Bluckert, P. (2005). Critical factors in executive coaching- the coaching relationship. Industrial and Commercial Training, 37(7), 336-340. doi:10.1108/00197850510626785
* Coaching This is a process that supports and enables an individual to unlock and maximise their own potential, to develop and improve performance. Coaching helps the individual to learn rather than be taught. Coaching believes the individual is best to take responsibility for own actions and solutions with subtle guidance and prompts. This is an excellent way of improving performance through reflection. Enabling control and development to remain with the individual with the coach helping to unlock own potential. The ‘GROW’ model of coaching (Whitmore, 2009) provides a structured model for the coach. G= Goal setting asks questions to encourage the
Coaching is a useful way to develop people’s skills and abilities, and of boosting performance. It can also help deal with issues and challenges before they become major problems. Coaching typically begins with a personal interview with the employee to assess the situation, review current opportunities and challenges. After the interview, priorities for action are established along with specific desired outcomes. Individuals may also be asked to complete specific action items in a certain period of time that support the achievement of desired goals. Resources may also be provided such as articles, checklists and assessments.
A Coach is somebody who develops, improves or promotes changes in a persons ability and understanding. Coaches work with another person or a group of people and develops them as people using sport to progress them in their development. All coaches have certain responsibilities towards performers, their sport, their profession and themselves. Below I have identified what a coach may be required to fulfil.
There are a number of definitions to what coaching is; I feel that I can personally relate to the following definition:
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 UK coaching framework was revised in 2012/13; it concluded that a more concise document around the topic of ‘Excellent Coaching Every Time for Everyone’ was needed; this therefore provided a focus on four key main objectives, which were as follows:
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.
Traditional coaching is rooted in behavioural models and are instruction based. Business coaching is about understanding people’s values, beliefs, attitudes and behaviours.
Hunt & Weintraub (2017) describe coaching as it applies to a coaching manager as “an ongoing dialogue to accelerate learning and development with the goal of improving performance now and in the future” (p.8). The key to this conception of a coaching manager is that managers cannot possibly know everything about the processes they manage, nor do they have to have specific answers to problems and issues that arise. Managers who can tap into and develop the talent of individuals in their work setting get results by expanding the intelligence (and the productivity) of their unit beyond their own knowledge