Scribd
Upload
151 views

Considering Coaching For Yourself and For Your Organization?

Coaching can help employees improve performance through rigorous self-appraisal and support in making changes over months. Employees may choose coaching when they recognize needs beyond new skills or knowledge, and are willing to devote time to work honestly with a coach. Potential benefits include better decisions, goals, self-awareness, relationships, and performance aligning with organizational values. Coaching approaches vary in duration from short-term feedback to long-term partnerships addressing specific leadership development needs.

Uploaded by

hypnobaba
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
151 views

Considering Coaching For Yourself and For Your Organization?

Coaching can help employees improve performance through rigorous self-appraisal and support in making changes over months. Employees may choose coaching when they recognize needs beyond new skills or knowledge, and are willing to devote time to work honestly with a coach. Potential benefits include better decisions, goals, self-awareness, relationships, and performance aligning with organizational values. Coaching approaches vary in duration from short-term feedback to long-term partnerships addressing specific leadership development needs.

Uploaded by

hypnobaba
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
You are on page 1/ 4

Considering coaching for yourself and for your organization?

It is important that you know about coaching before you get into it. So please
read this carefully.
One of the more recent approaches to executive development has been
called coaching. Under a coaching paradigm, it is believed that “the more an
individual is involved in identifying strengths, possibilities and problems, in
working out and applying solutions for them and in reviewing the results, the
more complete and the more long-lasting the learning is. This form of self-
learning tends to bring about learning with a deeper understanding than
learning that is taught. To give this more perspective, “coaching is very
different than teaching or instructing. It is best described as facilitating. The
coach encourages the learner to learn for him/herself...As well as acquiring
new job competencies; the learner gradually develops new and more effective
learning skills. He/she becomes a proactive learner, capable of learning from
almost any experience encountered.

Process Supervision Mentoring Consulting Coaching


Driving I know how. My I am an How can I support
Thought Do it my way Experience expert. That your learning?
is is what you
are paying
me to tell
you.
Public “Do it this “This is “This is how “What have you tried?
Statement way” how I to do it.” How has it
would do it” “This is how served/disserved
you should you? What else is
do it.” possible?”
Public Required Guidance Direction, Explore, experiment,
Action Compliance & Advice Method, and learn new ways
Technique, of working, thinking
& and being, personally
Information and professionally.

Why Would One Choose to Work With a Coach?

A critical aspect of working with a coach is to know what is a good use of a


coach. Employees may choose to work with a coach when they:

• Recognize the need to improve their performance and that it


requires more than the acquisition of new knowledge or the
development of new skills;
• Are willing and wanting to participate in a rigorous and honest self-
appraisal;
• Recognize the need and are willing to ask for support to become

OD Alternatives Pvt. Ltd. Page 1


more effective;
• Are willing to devote the time, energy, and resources to work with
the coach to make changes over a period of months;
• Are willing to trust another person and genuinely talk about their
strengths and challenges.

Employees considering coaching generally think about career goals and


how coaching could help achieve them. Employees may also find it helpful
to ask questions to clarify their expectations for the coaching partnership,
such as:

• How do I expect coaching to help me reach my personal, career, or


professional goals?
• Are there other activities that better fit my developmental needs at
this time, such as counseling, training, or mentoring?

Potential benefits of coaching to the employee include: better decisions,


clearer goals and roles, increased self awareness, more ideas and options,
better relationships, better teamwork, reduced conflict, and renewed
organizational commitment. Potential benefits to the organization include:
improvements in productivity, quality, organizational strength, customer
service, and shareholder value. Moreover, when coaching produces better
alignment between personal and organizational values and goals, the results
often include increased job satisfaction and organizational commitment and
improved performance.
Coaching relationships can vary in duration and complexity. Short-term,
feedback coaching generally takes from one to six months and is intended to
provide immediate feedback to the individual to help him or her develop a plan
to address specific needs. Longer term, in-depth coaching involves a close,
long-term relationship between the coach and individual to address specific
needs, and generally lasts from six to twelve months.

Our Philosophy of Coaching


Most of our coaching has been at the Leadership Level. Leadership coaching
supports leaders in achieving the results that are important to his or her
personal success and the long-term success of his or her organization. We
assume that the client is the expert on his or her own leadership. The
Coach’s role is to draw out the client’s expertise through inquiry, curiosity and
gentle challenges. We help the client to stretch into his or her best self as a
leader. We are attentive to client’s physical, emotional, cognitive and spiritual
state. We help the client to focus on his or her presence and behaviors. We
seek mutual understanding of the organizational culture and systems
(including policies and practices) within which the client leads. Our role as a
coach is distinct from consulting, advising, therapy, or counseling. However,
coaching does address personal issues or life conditions that impact a

OD Alternatives Pvt. Ltd. Page 2


leader’s professional effectiveness. Our assumptions around leadership are:
Leadership is about making a difference versus merely being
successful.
Leadership arises in taking a stand that a difference can be made
Leadership is about creating what never existed before, vs. managing
what already exist (Running the Business—”RTB”)
All you have as a leader is “who you are being” in any given moment.

Coachabillity

As much as there are different types of coaching, there are several


requirements of being effectively coached. The learning executive typically,
would have most, if not all, of the following behavioral traits. He or she will:

• Be assertive—the learner needs to make it clear about what


they want to achieve.
• Take initiative—learners tell the coach when they need help.
• Be open and honest—learners need to inform the coach when
not doing a task and explain why.
• Ask for feedback and suggestions—reminds the coach to
provide a full review of successes and mistakes so the big
picture can be developed.
• Clarify objectives—develop a written statement of objectives and
monitor the progress toward completion.
• Take responsibility—to learn is a personal process that no one
can manage but yourself.

Have you started to notice how coaching could help you? What areas of your
life would you like to improve? What is a powerful goal that you have now and
possibly a coach could help you in achieving that?
About ODA
We are a boutique OD Consultancy facilitating growth and transformation of
organizations and communities using behavioural skills knowledge. Our
interventions focus on subjective and the objective parts of the organization
using one to one interaction methodologies, small group dynamics and Large
Group Intervention(LGI) tools. We have partnered with a large number of
multinational organizations, as well as with public sector organizations in the
past 13 years, in their learning and development, change and transformation
and their growth journeys.

OD Alternatives Pvt. Ltd. Page 3


We do International Coach Federation approved coach certification
workshops in India and have trained around 30 senior people as certified
coaches. Our Coaches work with some senior executives like country heads,
CEOs and Business Unit heads.

OD Alternatives Pvt. Ltd. Page 4

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy