When a butterfly emerges, we cannot help it because it would die. To man was given the freedom to appear without help to achieve complete transformation and find his potential, pure beauty, possibilities and strength. All he needs is a choice and a decision. Coaching can facilitate this so that the change today has every chance of success.
Coaching is generative psychology, the positive side of psychology. It’s effective change and development. That is, we focus on “the better thinking, feeling better, improving health, better general state of being, sharper focus, skills, alertness, relaxation, etc.…”—this instead of putting the primary focus on solving problems or working on difficulties.
How can I make things better?
How can I develop more options and act more effectively?
While we can say that Coaching is a conversation, it is by no means a misty warm social conversation. Neither is it teaching, training or telling the other. There is not even an expert in a particular domain. Coaching is about “facilitating” by asking questions, giving feedback, and being an “expert” in the process of how we direct our brain so that it can function more efficiently and effectively.
Coaching is a Management Methodology that focuses on increasing the personal performance of the employees. This by appreciating each individual for their unique talents and possibilities
Coaching is ideal for allowing people to think for themselves, solve problems themselves, develop creativity, take responsibility for the actions taken, take steps, deal immediately with new issues, and build their abilities.
Coaching is touching on what is “really” important to people. It is bringing the passion in man to life. It is giving space, space to feel and to be who you are and can become (Teri-E Belf, 2002)
Coaching is different from the following professional branches:
3. Therapy / Counseling
One of the most critical tasks is to work with the customer so that he (manager/person) can develop clarity about his “personal” role, his skills and challenges. This means understanding the customer’s motivations, intentions, goals, capabilities, strategies, etc. To achieve this, the coach needs an elegant and highly accurate Communication Model. The customer, man or woman, needs questions that allow them to understand themselves and create clarity for themselves to act as leaders in their own lives.
Just as effective consultants do not provide Coaching or advice, a coach offers Coaching about performance:
Mental performance: clarity, precision, understanding, etc.
Emotional performance: emotional intelligence in working with people, teams, empathy, etc.
Verbal performance: skills and linguistic framing and reframing of meaning.
Behavioral performance: skills competencies to lead, influence, persuade, organize, etc.
Because Coaching focuses on performance – “empowering” people to achieve better and more efficient, more effective behaviour, Coaching focuses on the capabilities already present in people.
What capabilities do you need to achieve that remarkably improve performance?
What do you already need to know or need to learn about Coaching?
What must/can/and will you still want to implement in yourself?
To achieve this, an effective coach has a set of options (in particular interventions, processes, exercises) that allow him or her to coach the person so that he/she accepts, learns and applies the possibilities.
To know which intervention needs to be focused on, the coach needs a model of human functioning that allows him or her to read the person/manager (character sketch) to determine the correct skills.
There is room for training, mentoring, therapy and consulting. The focus is on knowing when and how to get in and out of the role of the Coach.
How we interact with people when we coach means that Coaching entails a collaborative relationship that allows us to function at higher levels.
Personal and relational: It is a collaborative relationship that creates a working relationship to strengthen (empowerment) the customer.
Facilitates and supports: The coach supports and enables excellent behaviour that serves the desired result.
Solution and goal-oriented: It strives to develop skills and find better solutions. It is neither therapeutic nor ameliorative or restorative.
Xerox Corporation conducted research that shows that 87% of newly learned skills can be lost when there is no follow-up coaching after training.
“The Coaching Controversy, Training and Development Journal, 1979,” (11), 14.
“The coach’s job is exactly like that of managers, to translate the purpose of the team (winning) into appropriate effort (performing at one’s best). No coach is in his right mind would waste player talent by not using them entirely or be satisfied with compliance rather than whole-hearted effort. Gary English (1998, p. 180.)
Coaching brings a new paradigm. As a paradigmatic shift, Coaching is increasingly accepted as a way of thinking about change, personal transformation and renewal.
Coaching asks us to think about change in terms of becoming more, refining and learning skills, focusing on direction and end results and getting feedback as information for constant improvement.
As a paradigm, Coaching has and implies different frameworks that support the transformation process and make it a positive experience. Unlike therapy and even consulting, Coaching does not mean that something is wrong or that the process involves pain.