Coaching

Employee Coaching

As the term suggests employee coaching is about coaching staff in the workplace. Increasingly organizations are recognizing that coaching is an effective approach for developing employees and can be a powerful way of ensuring that staff are engaged and perform to their full potential.
Some organizations are well developed in having executive or leadership coaching for senior leaders and managers are trained to have coaching style conversations to get the best out of their teams. In some organizations coaching conversations extend to the way employees communicate across the organization. There may also be designated internal coaches who are not the individual’s line manager, and who work with employees on performance or well-being challenges. The absence of a reporting line, helps ensure that coaching can take place without the fear of having to ‘hold back’ in conversation, which they may do if they were to be coached by their manager. Such an organization may be regarded as having a ‘coaching culture.’
Some organizations choose to use external coaches to coach employees although the costs of this can be high and as such external coaches are tends to be used to coach more senior employees or teams.

Benefits of Employee coaching

  • Developing the potential of employees on a day-to-day basis.
  • Addressing areas where an employee may not be performing to their full potential.
  • Increasing employee engagement and gaining the commitment of employees to organizational change when employees need to adopt new ways of thinking and working.
  • Conducting meaningful performance reviews/appraisals which improve engagement, and commitment of the appraisee.
  • Supporting employees in their transition to new roles such as newly appointed managers.
  • Developing high-flyers within an organization.

Team Coaching

Team coaching is usually undertaken in an organizational environment with the purpose of the performance improvement of working teams. The coaching itself may consist either of one to one coaching of members of a team or more usually refers to coaching the whole team at once, or a combination of the two.
This type of coaching can be an effective vehicle for clarifying team goals, establishing common ground between team members, recognizing individuals’ values, needs and strengths and developing a cohesive way of working together.
Often the terms Team Coaching and Team Facilitation are used interchangeable and there are lots of different views on whether they are one and the same. We use the term coaching to describe working with a team to:

  1. Develop them as a team so they work effectively together. This includes helping the team members to identify and share their respective strengths & values and how they work together and communicate with each other
  2. Helping them to work on specific goals as a team

In coaching the emphasis is on the members of the team having the answers so the coach’s role is to ask questions to help the team identify and articulate the answers and ensuring all voices of the team are heard.
Team Facilitation tends to refer more to guiding a team towards a set agenda and the facilitator will often hold the knowledge that the group needs to know. Facilitation tends be applied to one-off sessions whereas coaching occurs over a period of time and require more than one session. An example would be facilitating a one-off session on Creativity where I might help develop the team’s knowledge of creative techniques and how they might apply them. In this scenario I would be sharing some of my knowledge by introducing techniques but use a facilitative style which encourages interaction, practice and thinking in the group.
In organizations where coaching is an established practice managers may see coaching as integral to developing their own teams on a regular basis. Larger organizations may employ their own their own internal coaches trained to fulfil this function.
External coaches can play an important part in coaching teams, providing independent and impartial facilitation, where an internal manager or coach may be too close to the issues therefore may not be able to effectively help the team progress.

Benefits of team coaching

  • To achieve performance improvement is an already effective team
  • A team needing to change its working practices and responsibilities in line with organization changes
  • A dysfunctional team in which individual members need to work more effectively together
  • A team where communication between members needs to be improved

Career Coaching

The aim of career coaching is to help you make decisions and changes relating to your working life, and to help you move forward in your job.
This genre of coaching will usually do a number of the following to help you:

  • Help identify career aspirations and goals
  • Uncover what truly motivates you so you make the best career choice
  • Examine the skills, competencies and experience that you have gained to date, not only through past employment and career life, but also through your personal life too e.g. through sporting and social activities
  • Carry out psychometric tests to help you understand your personality, strengths and suitability for different career
  • Broaden your mind to considering alternative career options
  • Develop a resume (curriculum vitae)
  • Help you to conduct effective interviews (see also interview coaching)
  • Develop your confidence to take the next steps

Some coaches may also extend their services into careers advice and give advice on the best places to look for work, writing letters and interview tips

Benefits of team coaching

  • Have a career or job you would like to move to but need some help to do it
  • Need to gain clarity about your strengths, what motivates you and what career would best suit you
  • Are unhappy in your current job and want some help to make the change to something new
  • Want help with putting together an up to date and effective resume
  • Want to develop your confidence in applying for jobs and conducting interviews
  • Want to develop your confidence to pursue new career paths and take action to support this

Management Coaching

Management Coaching aims specifically to help individuals perform as a manager and specifically effective people management.
Moving into a management role can present many challenges especially if an individual is managing people for the first time. There are many management training courses available but these are usually very generic and one to one management coaching can help an individual address issues that are specific to their own situation.
Management coaching can provide an impartial sounding board allowing you to explore the issues and challenges you have, identify solutions specific to your own scenarios and also identify areas for their own further development.

Benefits of Management Coaching

  • For a newly appointed manager
  • Already a manager and want to improve your performance in your role
  • If you have specific issues, relating to your role as a manager, which you want to address
  • You want to identify an appropriate personal development plan for your ongoing development as a manager
  • You are an owner-manager who wants to more effectively manage your organization

Executive Coaching

Executive coaching is typically aimed at developing senior managers, directors and key players within an organizational setting. It provides the time and space for senior leaders to reflect on their performance in their role with the aim of enhancing their personal impact.
Within a coaching session, a client may explore their strengths, challenges, motivation, confidence and performance. In exploring these areas the coach will help the client gain a deeper awareness, challenge their thinking, and support them in stretching themselves beyond their current level of performance. A good executive coach will take a holistic approach to coaching recognizing that a whole host of factors influence executive performance, including health, fitness and relationships.
Executive coaching is usually carried out by an external, professionally trained coach and for this reasons represents a relatively high investment so is reserved for developing senior managers within an organization from whom it is perceived a return on investment will be seen.
Often a three-way contracting process takes place in which the coaching sponsor (e.g. Head of HR), the coachee and coach have agree the terms of engagement and what the expectations are of the coaching process. If this is the case there needs to be clear agreements as to what is kept confidential during sessions and what and how, if anything is reported back.
Benefits of Executive coaching

  • For a business owner or director needing an independent and impartial sounding board to help you make important decisions
  • For a manager wanting to take your level of achievement to new level
  • Having difficulties in managing your team or employees
  • Faced with personal difficulties which are preventing you from working effectively
  • As a ‘high flyer’ and want to develop your full potential
  • The Need to address your own roles and performance and in an organization undergoing organizational change
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