What is coaching, actually?
Coaching – it is a very “trendy” word nowadays. For some associated exclusively with business; for others it means working with someone, most often a psychologist or a highly trained person, on personal development.
Coaching has recently become so popular that it often looses it’s true meaning. Unfortunately, the term is over-used, mainly to attract customers, and what’s offered has very little, or noting, to do with the real coaching.
I have come across so many different ways of understanding and interpreting coaching. Ultimately, “What is coaching, actually?” is one of the very first questions people ask me. Before I answer, I ask back “What do you think it is? How do you understand it?” and the replies I get sometimes stuns me. There’s no right or wrong answer here however if someone thinks a coach will find all the answers for them, solve all their problems and tell them what to do… that’s a rather big misunderstanding.
So I’ve decided to write a few words about coaching and explain what it entails. This prompted me to start a series of blog posts covering different aspects of coaching, the techniques, benefits and what to expect – questions frequently asked by my clients.
If there’s anything in particular you’d like to know more about and you haven’t found it in my blog, just drop me a line.
In the first post I start with the basics:
What is coaching, actually?”
The “pure” coaching “is one of the most dynamic techniques for personal development. It brings concrete results by adjusting behaviours.
Coaching is the process to enable an individual find and implement solutions most compatible with their world-view and adequate to themselves. After all, the highest engagement and enthusiasm levels are achieved if people come up with the problem solutions themselves, not if they are forced upon them.
It is achieved through a dialogue with the coach who uses suitable techniques and directs the conversation in such a way it helps the coachee (person being coached) reach new perspectives and better understand their own thoughts, emotions and actions, as well as people and their own reality.
For many organisations coaching is a proven way for assisting leaders and team members in exploring their ambitions and achieving them, and by doing so, increasing performance and general “happiness” in the workplace.
It is different from other forms of development such as therapy, training, counselling – coaches in the workplace are not psychotherapists, trainers, consultants or counsellors – although some of their work may address similar issues.