The Coaching Effectiveness Profile
Coaching is an important part of any effort to bring out the best in an individual worker. In fact, it is a key skill that contributes to the development of an organization’s most valuable asset—its people.
Coaching as a formal endeavor might be relatively new in some commercial or business organizations, but it’s been around for a long time. Top athletes have personal coaches to help them improve what they do and compete to be the best. Opera singers, actors, and public speakers hire people to coach them. Name an obscure occupation and chances are there’s a coach for it.
A coach’s key role is to help an individual improve what they are doing. They do this by giving the person they are coaching helpful, productive feedback about their performance. They help them develop a plan to improve their skills and achieve their best. You don’t have to be an expert in the field to be a good coach. You just need to want to help someone achieve more. Many of the best coaches in sports were only average performers. Top athletes often make lousy coaches.
In business or organizational work, coaching is generally connected with professional development. The process usually involves the individual first identifying areas for improvement (with the help of the coach) and then developing skills or competencies on the job, backing that up with informal or formal training sessions or even college courses.
Research has shown that there are seven competencies or factors that contribute to good coaching. These are:
• Empathizing Ability
• Listening Skills
• Capacity to Confront and Challenge
• Problem-Solving Ability
• Feedback Skills
• Capacity to Empower
• Mentoring Skills