The Seven Habits Of Coaching

Sports management is a really broad field, therefore I decided to focus on my minor and one of my major interests of this field: coaching. In this paper I will be explaining my personal five building blocks that make up a well-rounded coaching philosophy and coach. Those blocks are; leadership, organization, attitude, respect, and resiliency. Each of these five aspects are equally important and balance each other out. Leadership, the action of leading a group of athletes towards a goal. Organization, being able to organize a team and have a plan in order to help the team achieve goals. Attitude, it is very important for a coach to have a winning and positive attitude that is contagious to the players. Respect, there has to be a good

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.

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

* 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.

The use of coaching by individuals and organizations has increased rapidly in last decade. As role of coaching is growing over the time, so has the need to find ways of assuring quality of the coaching services being provided. Coaching supervision is an essential part for continuous professional development of coaches. It’s the essential link between theory and coaching practice, the main source of assuring quality, to mitigate the risks may inherent in coaching. It can also help to increase the return on an investment in coaching and to provide evidence of that return.

The concept of coaching originated in the context of sport however has been applied within the business environment throughout the past twenty years.

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.

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.

As previously mentioned, the concept of workplace coaching can be defined as the knowledge, skills, and processes through which people engage themselves in making the maximum impact and continually developing themselves and organizations in light of constant change. While this coaching process utilizes similar communication processes with therapy or counseling, it is not the same as counseling or therapy. The difference between the two is attributed to the fact that therapy focuses on resolution and healing of the past while workplace coaching focuses on creativity, action,