(Aristotle 384-322 BCE)
Coaching is a deliberate and structured process which utilises focused conversations to create an environment for individual growth, purposeful action, and sustained improvement. It promotes and enhances the resilience of the individual and of the organisation.
Coaching is the art of guiding a person to:
- identify and develop their strengths;
- recognise and learn to compensate for or manage blind spots or developmental needs;
- strategise for career and personal development.
Increasingly, organisations are investing in coaching processes to build alignment, to develop current and future leaders, to promote individual resilience and productivity, and to ensure the success of corporate training programs by having them take root in individuals, teams and the culture of the organisation. Coaching is about action and results!
There are various reasons why an individual would enter into a coaching relationship. Generally these reasons relate to performance, development and job satisfaction. The need for a coaching process can arise from:
- Career/life transition
- Individual desire for targeted personal development
- Identification of next steps/stretch in a role
- Perceived performance gaps
- Identified leadership potential
- Succession planning issues
- Role underachievement
The focused conversations of a coaching process provide a forum in which various management and leadership issues can be addressed. These include:
- developing vision and values
- personal style
- team development and reorganisation
- providing feedback
- time management
- succession planning
- life balance
- conflict resolution
- handling difficult people
- promoting and enhancing psychological and emotional well-being
- cultural change and congruence
- leadership growth strategies
- coaching and mentoring
- role clarity
- staff satisfaction
- personal goals
- effective influencing strategies
- managing emotions
- effective listening and communication skills
- career planning
A coach is a facilitator, motivator, consultant and sounding board. While behavioural change will often be an objective of the process, the coach's role is not a therapeutic one. The coaching process is not about unravelling personalities, but will often involve people doing things differently in the workplace.
RICO's approach to coaching of individuals at various levels of an organisation is based on an individual's strengths and developmental needs in terms of five workplace competencies. Developing these essential competencies will prepare individuals and teams for the unique and complex challenges of the rapidly changing workplaces of the twenty-first-century.
Essential to the success of the coaching process are: