Coaching
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What is coaching?
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What is mentoring?
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What is counselling
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How are the connected?
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How does training,
facilitating, consulting, etc., fit into the picture?
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Is there value in
differentiating these models and approaches to helping and bringing out the best
in others?
Many use coaching, mentoring,
counselling, etc. synonymously or interchangeably. No doubt, there are overlaps
in these activities and techniques. However, these appear to be distinct
and different approaches to helping people along their lives, career, etc.
The same person may perform any of
these functions at various times, situations and circumstances.
There is a set of core and overlapping skills that the coach, the mentor and
the counsellor would possess and use. Nevertheless, we need to clearly define and differentiate these models and
approaches so that we may choose the appropriate technique, tools, model
and process.
There are those who might say
that these definitions and distinctions are superficial and arbitrary, but if we
understand the subtle nuances and ramifications of each of the models and
approaches, we might be more effective. If we realize the "what" and the "why", it
might better help us to choose the "how" and the "when". Here is an attempt to
differentiate coaching, mentoring and counselling:
Coaching for competency:
Coaching appear to be a more appropriate
model and approach when the end result is development of a skill, strengthening
exiting ones and improving performance to achieve business goals. The focus appear to be on action or achievement.
Mentoring for mastery:
Mentoring appear to be a more appropriate
model and approach when the end result is preparing someone for succession, career change
or advancement. Usually the mentor is a more senior and experienced
person. The relationship is long-termed and outside of a line-management
relationship. The focus seem to be much more on advancement than on
achievement. It is not on the achievement of business goals, but the personal
development and advancement of the mentee.
Counselling in crisis:
Counselling appear to be the more appropriate
model and approach when the end result is helping a person through a crisis, providing
consolation, developing coping skills, etc. The occasion might be during or through a period of loss, grief, hurt
or pain. The focus is more on health and healing.
Coaching
What is coaching?
Can we coach effectively or
efficiently without knowing exactly what it is?
Who should coach?
When does one require or should
one seek
coaching?
What are the qualifications
of an effective coach?
What are the qualities or
characteristics of an effective coach?
What are some essential beliefs, values and
attitudes of an effective coach?
Why coaching? What is the purpose
of coaching?
What is the role of the coach?
Where does one do coaching?
What is the context of coaching?
What are the differences and the
advantages and disadvantages between the Directive and the Non-directive
approach to coaching?
Should one approach be used
exclusively or should the situation dictate the choice of either or a
combination?
The model and metaphor of
coaching becomes clearer when we think of it in terms of the sports or athletic scene. There
is much to be gained when we analyze coaching in the context of an athletic
coach or a personal trainer. Having done this, we might be better able to
transfer the lessons and model to the context of life, career, etc. Having said
this, one
needs to remember that often in the world of sports and athletics, the coach is
more of an expert rather than a facilitator. To be an effective coach, the
coach does not always have to be an expert. Sometimes being an expert can
get into the way of the learning and development of the coachee.
Coaching may be done by a
supervisor/manager, a peer or a professional.
Coaching focus on developmental
and performance issues and the acquiring of skills and knowledge
Basic Model of Coaching to
improve Job Performance:
1. Instruction
2. Demonstration by Coach
3. Demonstration by Coachee
4. Feedback - Correction and/or
recognition
The setting may be formal or
informal.
My guess is that anyone can be a
coach. With a little bit of training and a huge dose of humility, honesty
and integrity anyone can be an effective coach. A coach does not have to have all
the right answers. None of us do. We just have to be able to listen, ask
the right questions and raise the awareness of the coachee. Facilitate and allow
the coachee to come up with their own answers and solutions and watch them
increase their performance and excel in achievement.
More to come . . .
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more or want to fast-track becoming an Effective Coach, sign-up for a
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How of Coaching). You will also learn how to apply this model using 31
offshoot models of the basic 3-Step Coaching Model.
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