Coaching

CoachingOur Approach

Coaching is about ‘unleashing a person’s potential’ and fundamental to effective coaching is the development of a trusting relationship between two people. To achieve this the coach must establish effective rapport with the coachee.

Thus a primary objective when starting a coaching assignment with a new client is to determine what type of person they are, who they are, some background information and so on to build rapport, but also to base this building of rapport around the specific needs of the coachee and the required outcomes of the organisation.

Building rapport is about understanding and getting on the wavelength of the other person and recognising that there’s going to be an interaction between yourself as coach and them as coachee. Interestingly this interaction may not always be a comfortable one. It can be healthy to have an element of discomfort in a coaching relationship as long as the discomfort is based on agreed outcomes and the genuine needs of the coachee. 

There must also be a need or aspiration from the coachee that is clearly understood by the coach. This may be either work or behaviour related or even a combination of the two. It’s important that the coach helps the coachee to recognise and fully understand this need. This requires effective questioning, listening and prompting by the coach to ensure that the coachee knows where they are going and what they are trying to achieve and to help them to progress towards their outcomes.

At this stage the coach’s approach is to encourage the coachee to open up and to make suggestions and to make it clear about what they want to achieve, and just as importantly why they want to achieve it. What may be uncertain is how, and that’s where a lot of discussion and investigation needs to take place.

The third objective is to get the coachee to commit to doing something, even if that something is a very small step. The coach needs to encourage action and encourage commitment to action, and between sessions it is anticipated that the coachee will try things out. If they don’t then that’s quite an interesting discussion for the next session anyway, and when they do and when they’re successful this can be an enlightening experience for them and a very proud moment for the coach.

So coaching is about questioning, about listening; it is about building rapport, but it is also about ensuring that the coachee takes action and moves towards what they deem as their resolution of a problem or even pursuit of an opportunity.

A range of 360 feedback development surveys can also be used to gain greater personal insight, open new avenues of thought and accelerate the process of setting clear goals for the coaching assignment.

If you want to discuss coaching and your coaching requirements then please contact us.