For workplace coaching to be effective a coach much manage the process in order to get the best out of the coachee. Whilst it is the coachee who is going to find their own solutions the coach must have the skills and correct techniques to help this become a reality. The coach must allow a two way conversation to occur where the coachee is encouraged to participate with the use of open questions and active listening. A coach should ideally be allowing the coachee to speak more than being spoken to. The process should be interactive, well structured but fluid enough to revisit certain areas if necessary. The sessions should ideally last 60-90 minutes and can be conducted face to face or telephone. Coaching confidentiality boundaries are set in …show more content…
This is possibly one of the most important pieces of the coaching jigsaw as without well set and defined goals you cannot have direction and the motivation will be lost very quickly. Most successful people are goal orientated so the coach and coachee must establish what the coachee wants and what that will look and feel like. Only then can you move forward to setting the goals. The coach may encourage the coachee write down the goal and the coachee must understand why they want to achieve their goal in order to maintain motivation. Goals must be SMART (more on this later) and the coach must ask the coachee “How will you know when you have achieved that goal?”. The use of open questioning at any stage of the coaching process is key to allow the coachee to really think about their answers rather than giving a “yes” or “no” response. Some good questions to ask at this stage …show more content…
It is an opportunity for the coach to get the coachee to increase awareness of their strengths and weaknesses This stage can really unearth the coachee’s issues and fears which may be holding the coachee back. It can be a sensitive phase and is not one to get lost in. Good questions to use in this stage are:
What’s happening to you now? Why is this theme a problem? What examples have you got of this problem? What went well? What have you done so far?
OPTIONS - Here, ideas are generated which will contribute to the solution. Brainstorming is a good tool to use and the coach must encourage creative thinking outside the box so that many options can be discovered. Only the options which the coachee is fully committed to should be considered viable. Questions may include:
What are your options? What could you do differently? Which options feel right to you? If this constraint was removed, would it change things? What obstacles stand in your way?
Way Forward/Will - This stage really starts to wrap things up into a concrete plan and a single option to work on. If the coaching process has been managed well the coachee will select their own option and plan. As it is their own work their sense of empowerment should give them the motivation to follow the plan through.
This constitutes the single largest barrier to successful coaching. Common barriers to
The helper helps the clients to explore and choose possibilities for a better future. In stage II, the key problem of deciding what type of key opportunities in asking the question what the future might be on manageability. The helper asks the client what do you want the future to look like? In thinking about a better future are often leads to finding ways to make the future a reality. The first relates to those that need help in managing specific problems. The principles for helping the client work on an issue is to find out if this a crisis. Begin with issues that needed to work on immediately. “Large, complicated problem situations often remain vague and unmanageable. Dividing a problem into pieces can clarify where the value lays Egan, G. (10 edition 2014)”.
A proper coaching philosophy contains principles which improve character development, teach step by step tactical and technical skills, form proper progressive physical training regimens, and carefully utilize team management to handle and control problems with administrative issues. A coach with a sound philosophy should mold a team with strong cohesion, and he should treat players not only as teammates, but as family and friends who are encouraged to develop communication and lifelong learning of skills through positive support and role modeling from the coach (Mergelsberg, 14-15). The philosophy should also contain written documents of implemented strategies and techniques, so that the coach will know what to improve upon season by season
The author shows how coaching differs from counseling. To start with, Collins supposes that counseling focuses on negative psychology that includes dealing with conflicts, spiritual struggles, and emotional matters like depression, while coaching focuses on improving team-building and performance, career growth and finding fulfillment (2009). According Collins, counseling fixes what is wrong, while coaching enables individuals to reach their goals. Coaching is centered on the present and future likelihood, getting unstuck and attaining the set goals, while counseling is centered on causes of the problems that are as a result of the past, and attaining healing and stability.
John Wooden, Vince Lombardi and Bill Walsh all have similar styles of coaching and philosophies. Each coach has had thier fair amount of championships and awards. None of them would have reached these goals without imputting their teachings and philosophies to their teams. One was a coach of a high division college, that has a history of winning. On the other hand two are well respected and known coaches in the football world.
My coaching philosophy will come from many experiences I’ve had over the years with different coaches. I’ve played on many different teams and was able to observe many different personalities in coaches. So I know what I like and what I do not like in a coach. I am blessed to have been around so many coaches, because after college I will want to coach for a living. The best part of me wanting to be a coach is that I’ve been in the player’s position, so I will understand more than others.
Coaching is not an easy task and figuring out the best way to lead and guide employees can be overwhelming and challenging. Alex is now in a position where she has to be a motivator, leader, and a coach to several employees. She needs to understand the concept of coaching and the behaviors that go along with her coaching style. The concept of coaching helps develop and grow employees to achieve performance improvement, but it also helps the managers see how the employees embrace their job tasks and asses their results in comparison to the overall mission of the company (Bawany, 2015). Therefore, Alex needs to look back at her previous managers and determine what qualities and behaviors they possessed in order to improve her performance. Also, she must look at what personality traits James has and look at his previous managers to see which manager coached James to perform the best while working for the company.
Coaching, however challenging, is a great way to influence the lives of others while also building their character. For as long as there have been sports, there have been people teaching the sport to the players and making them better at it. Coaches must have certain qualities in order to obtain success. One must also look at a coach’s motivation for his job, his passion for what he does, his methods for coaching, and how he became a coach in order to fully understand him. There are many questions someone may want to ask a coach about his profession if they are interested in coaching. Some questions would include: Why did he choose this as a profession? How did he get into coaching? What does one have to do to get a job as a coach? How does a coach become successful? I aim to answer all of these questions and more in my paper.
Starr, J. (2008) Coaching Manual: The Definitive Guide to the Process, Principles and Skills of Personal Coaching. (2nd edition) Harlow: Pearson Education Ltd.
I am always available to talk after practice or help with anything you need. If you need something before practice, shoot me a text or call me and I will work something out with the assistant coaches or captains so we can talk.
I wanted to start telling the story of our experience by sharing the feelings I brought into this exercise. A few years ago I underwent an experience of coaching through several sessions that left me this taste in the mouth that the coaching as a tool to develop others is not very effective. I have not taken the time to deeply analyze what went wrong but in general if I had to choose to do it again I think I would choose another methodology to foster change. Its objective in general is to assist in building behavioral skills, but in my opinion to really look for a long lasting change you need to give a deeper understanding to the lack of a certain skills, strongly reflect on the variables linked to it as could be the emotions, values and motivations that conduce you towards a behavior different that that one desired. Personally, I enjoy seeking information that allows me to jump beyond the facts, and staying on the behavioral side of the reality limits my passion for inspiration and insight.
From Nestor giving advice to his son on how to win a chariot race, to Pat Summitt strongly encouraging her team to play with more effort, coaches have always been seen as essential figures in terms of motivating athletes and developing and achieving both individual and team success in sports. Due to the important role coaches play, it is thus an interesting question to examine; how do the coaching strategies/philosophies and attitudes towards career planning in the modern world compare with those in the ancient one? Are similar strategies and ideas found across time? Several coaching methods, such as those of recruitment, altering training methods based on players’ individual differences, and the utilization of specific skills/traits in athletes
The word coach in a dictionary means a process that enables learning and development to occur and thus performance to improve. This means, being successful requires a knowledge and understanding of the process as well as the variety of styles, skills, and techniques that are appropriate to the context in which the coaching takes place. Next is mentoring, which means off-line help by one person to another in making significant transitions in knowledge, work or thinking. Both are very efficient whenever you’re dealing with student-athletes. However, mentoring, particularly in its traditional sense, enables an individual to follow in the path of an older and wiser colleague who can pass on knowledge, experience and open doors to otherwise out-of-reach opportunities. Coaching, on the other hand, is not generally performed on the basis that the coach has direct experience of their client’s formal occupational role unless the coaching is specific and skills focused. Given that shows there are professionals offering their services under the name of mentoring who have no direct experience of their clients’ roles and others offering services under the name of coaching who do. In other words, it is essential to determine what needs are productive, and to ensure that the coach or mentor can supply their student-athletes with the level of service that is required; whatever that service is
After the session, I feel there are lots of ways that myself, as a coach there are aspects of which are needed to be improved upon as suggested by Lyle (2002, P.101) suggests that “an improvement of sport performance, is the central purpose of the coaching process”. The most important part of the whole session is the reflection and evaluation to make sure if the session was or not in fact successful, according not only to Martens (1996) but to also Thomas and Nelson 2001 and Kidman (2010) effective evaluation is an important and necessary process to help on goals to become a better coach this is because it allows access to self-monitoring as well as whether your using the right sessions for the correct game based