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The Power of Coaching
What’s the first thing that comes to mind when you hear the word “coach”? Do you imagine coaching 46 seats full of tourists, or do you envision a basketball team shouting instructions? Or maybe a picture of a football team with someone in a tracksuit walking behind them calling out the names of the players?
Coaching actually has its origins in the world of transportation, when servants would transport a dignified person from one place to another in a Coach! Coaching as a profession was initially more familiar with images of a coach working with a sports team. Before I get into how Coaching works now, I want to share with you my favorite definition of Coaching, which is getting a person from where they are now to where they want to be. want to move. I particularly like this definition because it is a concise explanation of Coaching references to the literal meaning of the word “Coaching”.
Coaching is now one of the key concepts in leadership and management, and the number of people who really want to succeed are getting a Coach.. Why is coaching so popular?
Coaching creates a level playing field
As a leadership style, coaching is used when members of a group or team are competent and motivated, but have no vision of the organization’s long-term goals. This includes two different levels of coaching: team and individual. Team coaching allows team members to work together.
In a group of individuals, not everyone may have the same level of competence and commitment to the goal. A team can be a mix of high- and moderate-competent individuals with varying degrees of commitment to the team’s goals. These differences can lead to friction among team members and dissatisfaction with different levels of input.
A leader who is a coach helps team members align their expectations. In addition, a coaching leader can manage multiple perspectives to achieve the common goal over personal goals and interests. In a large organization, leaders must work to align the values and personal goals of individuals within the organization with the goals of the organization so that long-term or strategic directions are realized.
Coaching builds confidence and competence.
Personal training is an example of situational leadership at work. A coachable leader works with individuals to build their confidence by affirming good performance with regular feedback. They also increase individual competence by helping people assess their strengths and weaknesses to facilitate career planning and professional development.
Depending on the individual’s level of competence and commitment, the leader may implement more coaching behaviors for less experienced members. This usually happens with new team members. The individual’s direct manager assigns more specific tasks and holds regular feedback sessions with new staff members. Over time, they gradually reduce the amount of prescriptive coaching and move toward consultative coaching as the coach continues as the individual grows in competence and confidence.
Coaching promotes individual and team development.
Excellent product of advanced experience. Having regular coach-focused meetings and providing constructive feedback is extremely important in helping to build good habits. In a coaching team, individuals develop the habit of constantly evaluating themselves for their strengths and areas for improvement, realizing for themselves what knowledge, skills, and attitudes they need to acquire in order to achieve the team’s goals. In the process, they not only gain the power to examine their own behavior, but also achieve personal maturity. A great example or example is an orchestra: where each member plays a different instrument. In order to achieve the musical harmony of the various instruments, individuals ensure that they play their part in the piece to the best of their ability, in addition to rehearsing as an orchestra. Therefore, they perform as a team and improve individually as instrumentalists.
Coaching develops a high commitment to common goals.
A leader who is a coach works to balance the achievement of immediate goals with long-term goals toward the organization’s vision. As I mentioned earlier, by aligning personal goals with organizational or team goals, personal interests are also kept in balance so as not to distract from team goals and objectives. By constantly communicating the vision through formal and informal conversations, team members are inspired and motivated. Setting short-term team goals that are aligned with organizational goals and developing an action plan to achieve those goals can help maintain increased motivation and commitment to members’ common goals.
Coaching creates valuable leaders.
Leading by example is important in coaching. A leader who professes to follow a coaching approach will quickly lose credibility if they do not practice what they preach. This means they must be well-organized, highly competent in their field, communicate openly and encourage feedback, and have a clear idea of the organization’s vision-mission goals. By working with leaders who coach, individuals can gain the same experiences and positive attitudes that they modeled from their leader/manager. This in turn allows them to become their own coaches. If a person experiences good coaching, they are more likely to do the same things when they take on formal leadership roles.
In short, as I explained earlier, coaching enables a person to move from where they are now to where they want to be! Those who experience coaching truly see the changes in their own lives, and by using the skills they observe and gain through coaching, they make a difference to those they work with.
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