| Overview Coaching as a management skill is primarily concerned with the relationship between the coach and the coachee and can be summarised as a method of interaction designed to unlock a person’s potential to maximise their own performance. The real difference between the manager as a coach and the more traditional role of that of trainer or mentor is that in coaching, the manager helps the individual to learn for themselves rather than teaching them. The coaching model suggests that the individual has within them, all the potential necessary for achievement, all they require is the recognition of the goal and the encouragement to achieve it. Therefore the way we help others to learn must be by their direction and not ours and this, for some people, is a revelation. Traditionally, coaching has been used in a business context as a remedial process rather than a process of achieving excellence and mastery. The coaching process assumes that the individual is already functioning and successful in what he or she does. The coachee benefits from the opportunity to reflect upon what works well for them, how to sustain excellence, how to be creative and embrace change in a positive & innovative manner. It should be noted that coaching is fundamentally a psychological process. It works best if the coach has a fundamental understanding of what makes people tick. A good understanding of a range of psychological principles, approaches and techniques will enhance the coaching process. The lens through which we view coaching for excellence is one where we focus on preventing problems rather than waiting for people to fall off their perches. The popular image of coaching is still often seen as an erroneous one of rooting out dark secrets and underlying issues rather than celebrating our ability to have powerful impact on here & now emotions, behaviour, well being and success. The successful coach can hold up a mirror to the coachee with integrity and objectivity. This has the outcome of raising self awareness, generating responsibility and increasing self-image. Recent validated research shows that coaching when applied successfully, yields a 500% return for the time invested in it.
This is a 3 day programme – the first two days are spent building skills and knowledge of the coaching process and the fundamental underpinning psychological principles that make people tick. Participants are then provided with a 4 – 6 week window in which to apply what they have learned so that they can provide feedback on their coaching experiences at the 1 day follow up workshop to their fellow delegates and share key learning experiences. They will also have the opportunity to acquire additional tools and techniques to augment their coaching toolkit. |