In recent years, coaching has become an increasingly popular tool to support employee development. Its use can be as a result of an appraisal, performance management process, frustrations with career progression or a general desire to improve performance.
The starting point is generally an initial consultation between the individual, the coach and a representative from the organisation. If all the parties feel comfortable working together, they can then establish the focus and desired outcomes from the coaching. This three-way contract ensures that all parties have a responsibility for ensuring that the training not only serves individual development but also the strategic and commercial needs of the organisation. The planning and management of the coaching will also help to demonstrate its value to the organisation and make it far easier to measure the ROI.
The coach and coachee will then start working through a series of one-to-one discussions, taking stock of the current situation and exploring the thoughts, feelings and behaviour of the coachee with a view to identifying the areas they need to address and change. This may be undertaken in a Directive or Non-Directive style. Directive coaching allows solutions, tools and techniques to be suggested by the coach who may also choose to share their own experiences. A non-directive coach will not offer advice and rarely even give suggestions, but will help someone to see their situation from a different perspective through questioning.
Whether its style is Directive or Non-Directive, Coaching has evolved in several different directions, can be used for various purposes and applied in a variety of ways. The main types of coaching are:
Many small or medium sizes organisations require help in increasing the productivity of their employees or in improving the overall development of their company. Business Coaches work with employees at different levels in an organisation to help find ways of increasing profitability, solving problems, improving performance and adding quality to work.
Executive Coaching aims to develop individuals at the most senior level of an organisation by enhancing their skill set and thus improving the profitability of a business. Topics can relate to personal development such as how to be successful in a new role, enhancing leadership skills, or building specific competencies such as presentation skills. Alternatively, they can relate to a specific business issue such as how to implement change, develop strategy, reorganise or develop teams.
Performance Coaching is designed to enhance an individual’s performance in their current work role and to increase their effectiveness and productivity. Training is aligned to the goals of the organisation and can include a variety of subjects including working relationships, delegation or decision-making as well as overall career direction.
This focuses on the core skills an employee needs to perform in their role and provides a flexible, adaptive approach to skills development. Programmes are tailored specifically to the individual and are generally focused on achieving a number of skill development objectives that are linked to the needs of the organisation.
Career Coaching focuses on an individual’s career concerns, whether it’s deciding a change of career or finding a job. The coach will use information gained through discussion and feedback on the individual’s capabilities as part of a larger review of career options. The subjects covered are varied and can focus on areas such as effective networking, CV writing, interview techniques and how to negotiate the best contract.
Personal or Life Coaching
Life Coaching aims to provide support to people in areas related to their personal lives. By assessing a client’s current satisfaction in various aspects of their life, coaches can help them recognise personal goals and investigate the skills and strengths needed to attain them. They can also work with their clients to help manage any potential barriers to achieving their aims such as managing emotions or becoming more assertive.
If you’re considering introducing coaching into your organisation, then talk to QED. We have experience gained across a range of job roles, industries and situations with tangible results.