Coaching: types and main features

Coaching - the last decade, frequent buzzword in modern management and consulting. If you make a query in any search engine for the word "coaching", you can see the issue a lot of links on consulting and training company, and coaching as a service provided by these companies, along with training, consulting, professional development, etc. You can also find such language "Coaching as a management style and the ROK," "coaching (U1r Consulting)", "coaching or counseling on career growth and development." It is noteworthy that the roots of coaching go to sports. With English coach is translated as a coach and coaching as coaching. When coaching was used as a term of business advisory, meaning invested in the word, has changed somewhat. One of the founders of coaching John Whitmore (former racer and now a consultant and lecturer in Human Resources Management) explains the essence of this change in his book "Coaching - a new style of management and personnel management." Trainer and coach is not someone who "stands with a stick," shouts a bad voice and curses on the ward was worth. This is a man who sees that as his client is doing and give him feedback, teaches, inspires. The task of the coach, a coach to help him whom he trains, discover their inner resources and make the best of what he can do. And while he does not have to coach to achieve better success than his client. It is known that the best in the profession can not always be the best teacher. They say that there is no Russian equivalent to the word coaching. Maybe that's why-and there are so many of its definitions. Authors of books and articles about coaching, school coaching and coaches themselves often give their definition of this concept ... Coaching - "a system of principles and methods to promote the development of individuals and groups of people working together, as well as providing maximum disclosure and effective realization of this potential" The main features of coaching. A separate issue is raised due coaching and psychotherapy, coaching and mentoring. In coaching there are elements of both the first and second and third. For example, in coaching you can find ideas, principles and theories of famous psychologists. Thus, in coaching reflected the ideas of such famous psychologists as Alfred Adler and Carl Gustav Jung. Inherited from Adler coaching relationship to each person as a creator of his own life. Young coaches have learned spodvigaet client to review their life and convince him to develop the first of their natural talents and find use for them in life and specifically to improve their coaching job training zhizn.S combine: - Encouraging active changes - support for the initiative - to help creation of internal and external stimuli, challenge, joint activities. Types and forms of coaching are two types of coaching: coaching as individual counseling (external coaching) and the style of management (internal coaching). In the first case in the form of coaching is coaching conversations with the client. Typically, clients coaching - business leaders. This is justified - the head no one to share his plans to discuss the problem. They do not allow myself to admit to difficulties, because regards them as a weakness, often trying to cope with everything yourself, rejecting any help. Often organizations are sending their executives to coaching to enhance their capabilities and abilities. Through the development of the company's management is the development and the company. Another important reason that customers are becoming a coach, as a rule, managers, is that coaching, as well as any individual work, enjoy relatively expensive. Individual coaching conversation with a client may take the form of personal meetings, telephone communication or e-mail correspondence. Over Russia's coaching can meet different looks. Some believe that Russia will not coaching by phone and e-mail, only in person, explaining that the great emotion of Russian man who needs a personal touch for the emergence of trust. A coaching involves openness, so the client need to see the other person, his response. Another view is diametrically opposed: in our country to take coaching, as well as in the west, phone form, because of the large employment and lack of time with customers. The second type of coaching - coaching as a management style, in this case becomes the head coach for his subordinates, is an organization of coaching principles and approaches, and develops its staff. The company's management is coaching coaching and training, and then uses it as a management tool. As well as individual coaching aims to develop client and manager focused on the development of their subordinates, the awakening of creativity in them, forming a non-standard employees approach to labor problems. The task of coaching - helping people in the realization and implementation of important decisions for him and, consequently, coaching can take place on various issues relating to various spheres of human life. Some sources can be found coaching division for the following types: - Corporate Coaching - here the authors attributed the classification and executive coaching, coaching and organizational development and HR-coaching - coaching Marketing - all marketing issues - Coaching age - youth coaching, coaching retirees and others - coaching success - career coaching, and others creativity and a few species. The principles of coaching So, keywords coaching - development, new vision, revelation and realization of the potential, personal growth, achieving the goal. Through work with their wards, coach should be guided by the following principles: Belief in man's ability. John Whitmore notes that the fundamental principle of coaching is the firm belief that almost all people have a much greater internal capacity, than what they show in their daily lives. The coach believes that inside every man has the answers to his concerns. Faith in the subordinate manager can significantly increase their motivation, staff will try to justify their confidence. The principle of unity and interdependence. "Here we apply the" law of the unified field. " Positive results in one area of ​​activity lead to advances in others. Working through personal issues in relationships, such as personnel, affect other activities. " Deciding to own and difficult task well, the employee may find the need to change the principles of other work or changes will occur in respect of his colleagues. The principle of equality. A necessary condition for coaching - so-called 'communicative co-operation "and the relationship between a coach on an equal footing and its customers. "The method of coaching is aimed at building partnerships between the coach and manager, also within the firm and with clients." Coaching is not intended to teach the client anything and send it "on the right path." The partnership also creates a fertile ground for cooperation. Already relation to another person as an equal level increases, the culture and productivity of the interaction. The lack of ready answers. A coach does not offer a ready answer his charge, he must himself to just walk, coach just helps, stimulates the activity of the client. This is due to the fact that "to know the road and go through it - not one and the same." If the objective is to develop, we offer ready-made answers will be "lip service" to the client. Furthermore, the proposal merely provokes the finished version of the other person to say "yes, but ..." and put a thousand and one reason why he can not do. In the case where the solution is generated by the client, he takes it himself and is responsible for implementing this decision. The basic tool of coaching - developing questions. Head, using the questions can not only learn a lot about his own organization, but also to develop staff, increase motivation and efficiency of their work. The questions in the style of coaching (developmental issues) stimulate the activity, helping people to understand, break it on the shelves. Questions to ask the coach versatile, can look at the problem from different angles. Results Coaching Coaching is often perceived as something ephemeral. In combination with the high price of this service, this image has led many to turn away from coaching. But the results are tangible and measurable.: According to the study of "Manchester Inc.", Which determines quantitatively the effect of coaching on business development company, ordering coaching for their leaders, noted improvements in: - performance (53% of executives noted) - As (48%) - strengthening the organization (48%) - customer service (39%) - reducing customer complaints (34%) - the absence of stress management, who used coaching (32%) - lower costs (23% ) - the final yield (22%). The leaders also noted improvements in: - working relationships with direct reports (direct reports) (77% of executives noted) - working relationships with line managers (71%) - team work (67%) - working relationships with colleagues (63%) - Satisfaction work (61%) - reducing conflicts (52%) - the company's commitment (44%) - Customer service (37%). To the direct results of coaching can also include the following. Defining goals, setting priorities. "I have achieved so much. Where to go from here?" - Questions, often visiting of successful people. If the answers are not found, then it becomes boring to live and work. No less often leaders are set in such a matter, when in front of them opens a lot of different options for further development, almost the same attractive, and make the choice very difficult. In this case, the result will be coaching the client prevailing understanding of what is really important to him, the definition in the process of coaching priorities. Development of a "strategy for success." Much more common problem for coaching - helping clients to find solutions to problems, achieve the goal. When an external coaching with a coach developing an action plan, with the task of coaching - to show the customer different views on the issue, increase the ability of the ward for a decision. Problem-solving skills, samostoyatelnost. It is only natural that the coaching approach, a person learns and learns to use his experience and knowledge in solving various problems. Responsibility. A man takes responsibility for his life for his actions and decisions. For example, someone says, "I did so then because he was not in itself or because they do not understand something." This is a typical case of passing the buck, in this case, the state of misunderstanding. Active position. "I am responsible for myself, I want to change their lives for the better. If the previous and present my work product, 1, and hence the future, too. I can change in my life that I want" follows from the preceding paragraphs. This position leads to activation of a man appears internal motivation to take action and change.