Coaching
There is some confusion about what exactly coaching is,
and how it differs from other ‘helping behaviours’ such as
counseling and mentoring.
Broadly speaking, the CIPD defines coaching as
‘developing a person’s skills
and knowledge so that their job performance improves,
hopefully leading to the achievement of organisational
objectives. It targets high performance and improvement at
work, although it may also have an impact on an individual’s
private life. It usually lasts for a short period and
focuses on specific skills and goals.’
Although there is a lack of agreement among coaching
professionals about precise definitions, these are some
generally agreed characteristics of coaching in
organisations:
- It is essentially a non-directive form of
development.
- It focuses on improving performance and developing
individuals’ skills.
- Personal issues may be discussed but the emphasis is
on performance at work.
- Coaching activities have both organisational and
individual goals.
- It assumes that the individual is psychologically
well and does not require a clinical intervention.
- It provides people with feedback on both their
strengths and their weaknesses.
- It is a skilled activity which should be delivered
by trained people.
WHAT ARE THE KEY
ELEMENTS VITAL FOR USING COACHING TECHNIQUES?
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