What is coaching?
The individual or team chooses the focus of conversation, while the coach listens and contributes observations and questions as well as concepts and principles which can assist in generating possibilities and identifying actions. Through the coaching process the clarity that is needed to support the most effective actions is achieved. Coaching accelerates the individual’s or team’s progress by providing greater focus and awareness of possibilities leading to more effective choices. Coaching concentrates on where individuals are now and what they are willing to do to get where they want to be in the future. ICF member coaches recognize that results are a matter of the individual’s or team’s intentions, choices and actions, supported by the coach’s efforts and application of coaching skills, approaches and methods.
What are the benefits of coaching?
How can you determine if coaching is right for you?
What are some typical reasons someone might work with a coach?
• There is something at stake (a challenge, stretch, goal or opportunity), and it is urgent, compelling or exciting or all of the above
• There is a gap in knowledge, skills, confidence, or resources
• A big stretch is being asked or required, and it is time sensitive
• There is a desire to accelerate results
• There is a need for a course correction in work or life due to a setback
• An individual has a style of relating that is ineffective or is not supporting the achievement of one’s personally relevant goals
• There is a lack of clarity, and there are choices to be made
• The individual is extremely successful, and success has started to become problematic
• Work and life are out of balance, and this is creating unwanted consequences
• One has not identified his or her core strengths and how best to leverage them
• The individual desires work and life to be simpler, less complicated
• There is a need and a desire to better organized and more self-managing
How is coaching delivered? What does the process look like?
Assessments — A variety of assessments are available to support the coaching process, depending upon the needs and circumstances of the individual. Assessments provide objective information which can enhance the individual’s self-awareness as well as awareness of others and their circumstances, provide a benchmark for creating coaching goals and actionable strategies, and offer a method for evaluating progress.
Concepts, models and principles — A variety of concepts, models and principles drawn from the behavioral sciences, management literature, spiritual traditions and/or the arts and humanities, may be incorporated into the coaching conversation in order to increase the individual’s self-awareness and awareness of others, foster shifts in perspective, promote fresh insights, provide new frameworks for looking at opportunities and challenges, and energize and inspire the individual’s forward actions.
Appreciative approach — Coaching incorporates an appreciative approach. The appreciative approach is grounded in what’s right, what’s working, what’s wanted, and what’s needed to get there. Using an appreciative approach, the coach models constructive communication skills and methods the individual or team can utilize to enhance personal communication effectiveness. The appreciative approach incorporates discovery-based inquiry, proactive (as opposed to reactive) ways of managing personal opportunities and challenges, constructive framing of observations and feedback in order to elicit the most positive responses from others, and envisioning success as contrasted with focusing on problems. The appreciative approach is simple to understand and employ, but its effects in harnessing possibility thinking and goal-oriented action can be profound.
What should someone look for when selecting a coach?
• What is your coaching experience? (number of individuals coaches, years of experience, types of situations)
• What is your coach specific training? Do you hold an ICF Credential, or are you enrolled in an ICF Accredited Training Program?
• What is your coaching specialty or client areas you most often work in?
• What specialized skills or experience do you bring to your coaching?
• What is your philosophy about coaching?
• What is your specific process for coaching? (how sessions are conducted, frequency, etc.)
• What are some coaching success stories? (specific examples of individuals who have done well and examples of how you have added value)
How long does a coach work with an individual?
How do you ensure a compatible partnership?
Have a personal interview with one or more coaches to determine “what feels right” in terms of the chemistry. Coaches are accustomed to being interviewed, and there is generally no charge for an introductory conversation of this type
Look for stylistic similarities and differences between the coach and you and how these might support your growth as an individual or the growth of your team
Discuss your goals for coaching within the context of the coach’s specialty or the coach’s preferred way of working with a individual or team
Talk with the coach about what to do if you ever feel things are not going well; make some agreements up front on how to handle questions or problems
Remember that coaching is a partnership, so be assertive about talking with the coach about anything that is of concern at anytime
Within the partnership, what does the coach do? The individual?
The role of the coach is to provide objective assessment and observations that foster the individual’s or team members’ enhanced self-awareness and awareness of others, practice astute listening in order to garner a full understanding of the individual’s or team’s circumstances, be a sounding board in support of possibility thinking and thoughtful planning and decision making, champion opportunities and potential, encourage stretch and challenge commensurate with personal strengths and aspirations, foster the shifts in thinking that reveal fresh perspectives, challenge blind spots in order to illuminate new possibilities, and support the creation of alternative scenarios. Finally, the coach maintains professional boundaries in the coaching relationship, including confidentiality, and adheres to the coaching profession’s code of ethics.
The role of the individual or team is to create the coaching agenda based on personally meaningful coaching goals, utilize assessment and observations to enhance self-awareness and awareness of others, envision personal and/or organizational success, assume full responsibility for personal decisions and actions, utilize the coaching process to promote possibility thinking and fresh perspectives, take courageous action in alignment with personal goals and aspirations, engage big picture thinking and problem solving skills, and utilize the tools, concepts, models and principles provided by the coach to engage effective forward actions.
How is coaching distinct from other service professions?
Professional coaching is a distinct service which focuses on an individual’s life as it relates to goal setting, outcome creation and personal change management. In an effort to understand what a coach is, it can be helpful to distinguish coaching from other professions that provide personal or organizational support.
Therapy. Coaching can be distinguished from therapy in a number of ways. First, coaching is a profession that supports personal and professional growth and development based on individual-initiated change in pursuit of specific actionable outcomes. These outcomes are linked to personal or professional success. Coaching is forward moving and future focused. Therapy, on the other hand, deals with healing pain, dysfunction and conflict within an individual or a relationship between two or more individuals. The focus is often on resolving difficulties arising from the past which hamper an individual’s emotional functioning in the present, improving overall psychological functioning, and dealing with present life and work circumstances in more emotionally healthy ways. Therapy outcomes often include improved emotional/feeling states. While positive feelings/emotions may be a natural outcome of coaching, the primary focus is on creating actionable strategies for achieving specific goals in one’s work or personal life. The emphasis in a coaching relationship is on action, accountability and follow through.
Consulting. Consultants may be retained by individuals or organizations or the purpose of accessing specialized expertise. While consulting approaches vary widely, there is often an assumption that the consultant diagnoses problems and prescribes and sometimes implements solutions. In general, the assumption with coaching is that individuals or teams are capable of generating their own solutions, with the coach supplying supportive, discovery-based approaches and frameworks.
Mentoring. Mentoring, which can be thought of as guiding from one’s own experience or sharing of experience in a specific area of industry or career development, is sometimes confused with coaching. Although some coaches provide mentoring as part of their coaching, such as in mentor coaching new coaches, coaches are not typically mentors to those they coach.
Training. Training programs are based on the acquisition of certain learning objectives as set out by the trainer or instructor. Though objectives are clarified in the coaching process, they are set by the individual or team being coached with guidance provided by the coach. Training also assumes a linear learning path which coincides with an established curriculum. Coaching is less linear without a set curriculum plan.
Athletic Development. Though sports metaphors are often used, professional coaching is different from the traditional sports coach. The athletic coach is often seen as an expert who guides and directs the behavior of individuals or teams based on his or her greater experience and knowledge. Professional coaches possess these qualities, but it is the experience and knowledge of the individual or team that determines the direction. Additionally, professional coaching, unlike athletic development, does not focus on behaviors that are being executed poorly or incorrectly. Instead, the focus is on identifying opportunity for development based on individual strengths and capabilities.
For further inquiries, please feel free to contact me Josh@JHMExecutiveCoaching.com
Source: Branding and Marketing Subcommittee (Jan Austin, MCC, Val Williams, MCC, Nora Klaver, MCC and Ariane Cherbuliez, PCC) www.coachfederation.org