A coach is a person who, using various tools, guides an individual in discovering and realizing his potential. With the help of questions, the coach guides the individual to the answers and solutions that are most suitable for him/her. It is based on the belief that a person already has all the answers within himself/herself, so the task of a coach is not to advise, mentor, or provide solutions, but rather to ask effective questions that give the person insight and the opportunity to find the answers one is looking for.
The coaching method is increasingly recognized as one of the most effective methods of employee development, as it is flexible and at the same time highly targeted.
Although many coaching models are presented as complex methodologies, the essence of coaching is a simple series of processes in which, with the help of a coach, an individual sets a tangible goal, develops an action plan, starts taking action, monitors his/her performance (through observation and self-reflection) and evaluates his/her performance. Based on the performance evaluation, he/she then adjusts the activities so that he/she reaches their goal as quickly and efficiently as possible.
The realization of the goal is therefore a key part and result of the coaching process. In short, we can say that coaching is a method that takes you from point A (current state) to point B (desired state).
Effective implementation of the coaching process requires a wide range of knowledge, skills, and competences from the practitioner. The five key competencies that a good coach should have are:
- Setting goals
Goals are an essential part of coaching because they act as standards by which individuals can evaluate their performance as they progress toward desired outcomes. The coach should help the individual in setting specific, measurable, attainable, realistic and time-bound goals. It is important that the set goals are aligned with the personal values of the coachee, as individuals feel more satisfied and report better well-being.
- Building rapport and trust
Building rapport and trust in the coaching process requires the coach to show appropriate levels of empathy and understanding towards the coachee and to create an environment in which the coachee feels free to express their ideas. Developing a quality relationship requires a lot of expertise. Emotionally intelligent people develop good working relationships more effectively, as they can manage their emotions, develop their potential and successfully manage relationships at work, at home and in wider society.
- Focus on solutions
The coaching process is primarily aimed at developing solutions and not exploring the past, so the coach must be focused on solutions. Here, it is important to realize that coaching is not counseling, but a method in which the individual creates solutions that are right for him, while the coach guides him through this process using various tools.
- Process management and accountability
One of the main skills of a coach is to encourage the responsibility of the individual to fulfill all the agreed action plans. For continuous progress, it is important that the coach manages the process well and helps the coachee in evaluating and monitoring his progress, which is a central part of the self-regulation cycle. Targeted self-regulation, therefore, consists of a set of processes in which an individual sets a goal, develops an action plan, starts working, and then evaluates his performance and adjusts activities in the direction of improving performance or achieving the set goals more efficiently.
The task of the coach is to facilitate the progress of the recipient through the self-regulation process towards the goal. The competence of managing the process and responsibility also requires the immediate intervention of the coach if the individual does not stick to the agreements, otherwise, the process may be interrupted.
- Empowerment for results
The ultimate purpose of coaching is to support the individual in achieving results that are important and meaningful. Therefore, results are a key factor that refers to the recipient of coaching achieving the set goals and also appreciating the coaching process itself.
If you want to strengthen your coaching skills, I suggest the Coaching skills workshop. If you want to become a coach, an internal coach, or a manager who integrates elements of coaching into your work, I suggest Coaching BOOTCAMP.
Dr. Sabina Đuvelek