The Answers Within Part II - How, When and Who of Coaching ?
How, When and Who of Coaching ?
COACHING: THE HOW
As with all other disciplines, various Frameworks, Models and Tools of Coaching have developed over a period, and this field continues to evolve.
Neuro-Linguistic Programming (NLP), GROW, SCORE, Strength-Based…. Be it the framework or model or tools, the list is long & all have their own value.
Applied Psychology and Behavioural Science have given a lot of attention to Coaching as an important discipline and Coach as a profession.
While there are various ways of conducting coaching, the most fundamental is — “Asking the right questions”.
Goal is to Unlock Inherent Potential; Ignite Inner Resourcefulness and Generate Answers Within. Right Questions and Active Listening can create Positive Breakthroughs.
It is also important that the Coach is neither getting influenced by his own thinking about the individual or the situation, nor asking leading questions towards what he/she feels are the right answers.
The person getting coached, facilitated through by right questions, goes into exploration mode, building self-awareness, seeking The Answers Within.
COACHING: THE WHEN
Ric Charlesworth said, “The interesting thing about coaching is that you have to trouble the comfortable and comfort the troubled”.
A Coaching intervention is essentially there to take someone from current state to the desired state. It can be of value when someone is not succeeding, as much as when someone is succeeding.
Coaching need not be a troubleshooting or failure addressing intervention. Coach can take individuals or teams from good to great. Coaching can facilitate, discover, and optimize the dormant opportunities.
American Management Association puts it nicely “Coaching is a dialogue that leads to awareness and action. When an employee has the skills and ability to complete the task at hand, but for some reason is struggling with the confidence, focus, motivation, drive, or bandwidth to be at their best, coaching can help.”
The ongoing pandemic has unfortunately created huge disruptions in the corporate world. Many careers have been adversely affected; coaching can be of great help.
COACHING: THE WHO
Coaching has its application and relevance throughout the corporate hierarchy. Be it by Front Line Manager to the Customer facing Sales Force or Head-Business to Functional Heads.
Coaching as a mode of leadership is developmental for the one getting coached and even for the one who is coaching. Recommendation is to build a strong coaching culture within the organization.
It is equally prudent that the organizations engage external coaches to develop leaders & teams. This can facilitate individual/collective change. Outside-in intervention can be a tremendous developmental value.
Aspiring young or mid-level professionals need not wait for the organization to provide them a coach. They can approach and hire one for themselves at an individual level. Coach can mean a valuable input for Career Development.
Those already in the leadership role need it even more. Higher one is in the hierarchy more is the need to have a Coach. When you are on the top, finding the next level of success or growth is even more difficult.
Coaching can unlock new perspectives for self, as a leader, as well as for the organization one is leading.
COACHING, MY FINAL TAKE
“Coaching is the art and science of Inner Resource optimization; needed to trigger Positive Change and Transformation; by Right Questions and Self-exploration; through success as well as failure and for all across age-group and hierarchy at individual or at team level.”
Let’s Be a Coach or Get a Coach!!