There are two types of measures: external indicators of performance and internal indicators of success.
Examples of external measures include achievement of coaching goals (established at the start of the coaching relationship) - increased income, obtaining a promotion, performance feedback (from colleagues, managers, reportees, customers) or personal/business performance data. These should be things that the individual already measures and can directly influence.
Examples of internal measures include self-assessments administered initially and periodically during the coaching process, changes in awareness of self and others, shifts in thinking or organization to act more effectively, and shifts in confidence and emotional state.
If the answer to the above questions is YES, coaching could help you grow and develop.
Selecting a coach is just the first step. You need to design a coaching partnership in much the same way that you would build a personal/work relationship. Here are few tips
However coaching is not a linear process. The coach may use a variety of concepts or models drawn from behavioural science, management theory, spirituality, history, arts and literature within a coaching session to help the client increase awareness of self and others, take a fresh perspective, study opportunities and challenges through a new framework, and inspire forward actions.
The coach adopts an appreciative approach, using discovery based inquiry, proactive ways of managing opportunities and challenges, constructive framing of feedback to elicit positive responses from the client and picturing success rather than focussing on problems.
Therapy/Counselling - Therapy focuses on resolving difficulties arising in the past that hamper an individual's emotional functioning in the present, helping an individual to improve psychological function and deal with the present in an emotionally healthy way.
Coaching focuses on driving self initiated change to achieve personal/professional growth in the future, by creating actionable strategies to achieve specific personal/professional goals. Coaching relationships put emphasis on action, accountability, and follow through.
Consulting - The general approach in consulting is that of an external person diagnosing problems, prescribing and, sometimes, implementing solutions.
The coaching approach is to help clients generate their own solution, with support from the coach.
Mentoring - A mentor provides guidance based on his/her own experience, involving advising, counselling and coaching.
Coaching does not include advice or counsel, and focuses on individuals/groups setting and reaching their own objectives
Training - Training programs are designed around objectives set by the trainer, while coaching revolves around objects that are set by the individual/team, with guidance from the coach. Coaching is also a less linear process, without a set curriculum, than a training program.
Athletic Development - While an athletic coach guides individuals/teams based on experience, a professional coach determines direction based on their knowledge of the individual. Professional coaches seek to identify opportunity for development based on individual strengths, and not by focussing on behaviours that are being executed poorly or incorrectly.
The length of a coaching partnership will vary depending on client needs and preferences. Certain types of focussed coaching may require three to six months of working, while others may require a longer period for benefits to show. Factors influencing the length include - types of goals, preferred way of working, frequency of meetings and financial viability.
An individual/team may choose to work with a coach for several reasons including
In order to succeed, coaching requires certain things from an individual. The most important is intention. In addition, one must