With the advent of coaching certification, most professional coaches who have gone through such a program have developed similar processes. However, coaching effectiveness varies widely. Here is how we approach coaching.
What Is Coaching?
Coaching is a process that improves human performance and satisfaction. The right client and the right coach work together in a relationship built on trust, commitment, honesty, accountability, and results. It focuses on the here-and-now rather than on what has happened in the past. Performance usually means on-the-job; to achieve that, most of our clients look for improvement in their personal lives as well.
Why Have a Coach?
- Increased Productivity. Coaching turns your potential into performance: work performance, business management, time management, team effectiveness.
- Positivity. Improved self-confidence, relationships, communication skills, life/work balance.
- Return On Investment: According to an International Coach Federation research report, “The majority of the 43 participants who provided a numerical estimate reported between $100,000 and $1 million as the return on their investment in executive coaching.”
- Satisfaction with Coaching: According to the same report, “Eight-six percent of participants and 74 percent of stakeholders indicated that they were ‘very satisfied’ or ‘extremely satisfied’ with the coaching process.”
Why Does Coaching Work?
It’s a powerful form of development that leads to change and results. That’s because what differentiates high performers from the rest are the soft skills that create alignment, connection, and joint purpose. Alignment drives connection, and the way you get things done is through human connection(*).
Coaching is a personalized process that provides clarity on what success looks like, defines the obstacles and barriers that get in the way of achieving it, and sets up specific action steps to lead to a positive outcome.
Coaching works because it provide much needed support, strategies, and feedback. You learn to not only survive but thrive under the difficult circumstances of what it takes to achieve results today.
Coaching Compared to Consulting, Mentoring, and Training
From the ICF web site:
- Consulting: Individuals or organizations retain consultants for their expertise. While consulting approaches vary widely, the assumption is the consultant will diagnose problems and prescribe and, sometimes, implement solutions. With coaching, the assumption is that individuals or teams are capable of generating their own solutions, with the coach supplying supportive, discovery-based approaches and frameworks.
- Mentoring: A mentor is an expert who provides wisdom and guidance based on his or her own experience. Mentoring may include advising, counseling and coaching. The coaching process does not include advising or counseling, and focuses instead on individuals or groups setting and reaching their own objectives.
- Training: Training programs are based on objectives set out by the trainer or instructor. Though objectives are clarified in the coaching process, they are set by the individual or team being coached, with guidance provided by the coach. Training also assumes a linear learning path that coincides with an established curriculum. Coaching is less linear without a set curriculum.
(*) Chief Learning Officer Magazine, Jan/Feb 2018, “Investing for Soft Skills,” p.17, Roland Cloutier quoted by Tim Rahschulte, article author.