Coaching - The Power to Change
Who says you cant teach an old dog some new tricks !
Whether a person is set in their ways or are very open to learning coaching can offer a vital resource in developing people and their capabilities at work.
A coach works with a person through a number of structured 1 :1 sessions to help them improve their work performance in an area they (or their organisation) have identified. The coach is independent and objective, supports analysis, provides decision making tools and enables the person to develop action plans.
It is difficult to change a person but you can change their behaviour. A coach acts as a conduit to enable behavioural change by initially raising self awareness in the person being coached so that they can better understand their own strengths and weaknesses and what is effective and less effective for them in work. The next phase of coaching involves a shift in attitude toward themselves, others and situations. This shift provides the basis for behavioural change in coaching. Along this journey the coach will use a range of tools to help the person gain greater insight, make decisins, plan and review actions.
A typical coaching assignment takes place over a number of sessions (4-6) in a 2-4 month time frame. At the start of coaching the person, their coach and their organisation (usually through their HR area and Line Manager) meet to agree the objective for the coaching sessions. This forms the basis of a coaching contract.
Confidentiality is crucial. Basically what is said to a coach stays within the coaching session unless it is illegal or poses a serious threat of injury or harm to the person or others in their organisation.
The effectiveness of coaching should be measured this can range from satisfaction of the coachee up to more objective measures e.g. 360 degree feedback.
