Coaching
Coaching is a development tool offered for professional purposes.
- It is provided to enhance capability and skills in a particular challenging current role and/or in anticipation of a future role and aims at enhancing performance
- It is business driven and performance oriented
- It is not training or counselling or mentoring
- The person coached is the prime actor
- There is a clear development goal
- The participant knows the purpose of the coaching sessions, how the process will run, the conditions of confidentiality and handling of information
- The participant has complete confidence in the coach
- There is no resistance or closed attitude
- The participant accepts that coaching requires time and effort and is ready to make a commitment
- The participant takes responsibility for changing his or her behaviour
- The participant is an informed and willing actor
- Coaching process and methods, practicalities
- Development plan
- 360° feedback results
The participant needs to fix the expected results that will be assessed at the end of the coaching, as desired performance improvements (individual, team, organisation).
The participant’s goals must be specific (easily understandable), measurable, achievable, realistic, and with clear milestones of progress.
The coaching relationship will last several months and the participant will need to assess his or her progress on the way as well as the end of the process.
The coaching content is confidential: what happens and is discussed in a coaching session belongs only to the participant and the coach.
Duration
5 to 10 coaching sessions for individuals to define and achieve expected performance.
Coaching should never be perceived as a therapy, even if coaches often have a psychoanalytical background. Professional coaches are fully aware of this impervious border. The coach helps and makes sure that participants find and put in place solutions to achieve their own objectives.
The objective of coaching is to give to the participant, the client, the capacity to step back from complex business or management issues and to turn them into opportunities to learn and to improve. Coaching concentrates on clear objectives, identified by the participant. Those objectives can only be met by implementing the necessary changes in behaviours and attitudes. The coach will help accelerate the participants’ effort to adapt behaviours and attitudes to changing organisational environments.
Conditions of success – Coaching is most effective when:
The coaching process
The coach will contact the participant to make the first appointment: