What I’ve learned: Coaching

What I’ve learned: Coaching

Some of the people closest to me are coaches. I became intrigued as to how and why is this term now involved in business, so I went through an online course to understand better. Here are some of the most interesting things I found.

Please note this is specific to coaching on a management position.

Useful terms:
Coach – a person coaching others, helping them to get better, so to speak
Coachee – a person receiving a coach’s help
Manager – as the name implies, a person managing usually a team of people reporting to them
Report – a term for a person reporting directly to the manager, doesn’t always have to be their direct subordinates or company employees

  • Any influential person in our lives can affect us in a way that would qualify as coaching.
  • Through coaching, people can maximize their strengths and overcome previously hindering obstacles. They will learn, grow and become better at what they do.
  • In order to coach effectively, there is a relationship created between a coach and a coachee, which is based on mutual trust and respect.
  • Managers are often taught how to coach their reports in order to improve their performance and make it easier to manage them.
  • A coach often doesn’t need to understand the coachee’s expertise.
  • A good coach works with people through motivating, encouraging, training and counseling. They are not teachers per se and they do not tell people what to do. They never get directly involved in what the coachee is doing.
  • A coach’s prime directive is to guide others to discover their strengths and weaknesses by getting to know them thoroughly.
  • A good coach must be adaptive, flexible, helpful, neutral, encouraging and focusing the coachee on achievable goals.
  • In a team, a coach can help the coachees access unique talents and skills to use productively and indirectly increase the team’s success.
  • Any one can be coached at any time, not just when things go wrong, albeit the reasons can vary. The only exception for coaches/managers is an emergency when they need to take charge themselves.
  • A coach works primarily with questions, stimulates interest in the details of what coachees do and creates participation by letting the coachees make decisions.
  • Coaching is not dependent on the coachee’s current level of expertise and can be used for improvement, practicing and learning new skills.
  • Coaches do not collect any recognition, the reward is the success of the coachee. However, a coach can take a blame during failure.
  • There is a continuous coaching model which works with empowering the coachee to make independent choices and is focused on continuous improvement rather as opposed to problem coaching which is oriented on a singular event.

Of course, various experts might disagree with these points but since I am not one, I have to say it all actually makes sense to me. Just as coaching works in sports, so it can affect us in fields of work, life, relationship etc. The best part is that it actually works with power that we have inside ourselves already.