COACHING PRACTISE

Coaching Practise

Coaching Practise

Overview of Coaching

A coaching program is specifically designed to help people enhance their performance in times of corporate change. It is a discipline that allows for increased job performance, training staff in proactive work rather than administration as it seeks to improve the quality of life and position of the individual during the lifelong learning process. Coaching is an essential tool for the development of a new organizational paradigm. It is a methodology designed to work with individuals to achieve results in their lives or their organizations could not achieve by themselves and are committed to achieve. This discipline is based on the committed and responsible relationship between two people, the coach (coach) and the coachee (trained) -, which both operate, essential but not exclusive manner with conversational tools, ie, based on dialogue. The purpose of this relationship is the growth of the coachee in an area previously agreed, where the coach acts as a social facilitator of learning. As a first benefit, coaching aims to boost performance at key points in an organization, for example in situations of corporate change. It also facilitates the understanding and acceptance of change, and enables learning spaces that reduce the emotional cost that generates a time of instability, thus expanding the possibilities for effective action. The intervention of a professional coach, working groups or individual work on managers, is rapidly becoming a competitive advantage for the organization (Bartram, 2004, 170).

The basic purpose of coaching

It enables people to adapt to changes efficiently and effectively. It mobilizes the core values ??and commitments of human beings. It encourages people to produce unprecedented results. It even renews relationships and makes effective communication in human systems because it would predisposes people for collaboration, teamwork and consensus building. The concept of coaching will uncover the potential of individuals, enabling them to achieve goals that otherwise are considered unreachable. It enables people to find meaning and value in its function, and work motivated and responsibly. It helps to clarify the objectives of the organization and strategically plan goals. There are several ways to detect the need for coaching. One may be through tools such as Map 360, Performance Evaluation and Satisfaction Survey. Another is that the same participant, their immediate supervisor or the HR department request coaching sessions. Worldwide managers begin to provide coaching to their people. This is very positive but when the coach has an external access, it keeps an advantage of greater objectivity and to see reality from another point of view. It might also be kept in some kind of a person because it prevents the feeling of exposure experienced when this role is played by the boss or anyone else in the organization (Dougherty, 2007, 93).

Importance of Reflection

Along coaching it is also important that we reflect upon our actions, progress or any other thing in our life. Reflection in my opinion is very important as it gives a person more of a view or opinion from an outsider's point ...