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The Benefits of Coaching Coaching develops self-awareness. It helps you understand others better, and it enables you to assess your strengths and improve your weaknesses. Self-awareness also destroys egotism and narcissism and makes people more approachable. Coaching helps you to become a better leader, manager, and friend. And as a bonus, it's free! In fact, the benefits of coaching may far outweigh the costs of pursuing a coaching certification. Lessons learned from Timothy Gallwey's 'inner game' The Inner Game is a psychological game in which the player must overcome habits of mind that sabotage his performance. It is about learning how to concentrate in a relaxed manner, and discovering the true basis of self-confidence. In other words, the secret of winning is not trying hard. You can use these lessons to transform your life, and you'll feel better for it. As a coach, you can apply the Inner Game to your coaching. Coaching is about facilitating mobility. In this sense, coaching is a process of learning. Developing young with people and enabling them to be their own best is a fundamental principle of the Inner Game. This book will show you how to tap into the innate abilities of others. You can use this book to help you navigate change, and find happiness in your work life. Goals of coaching The purpose of coaching is to help an employee develop their full potential, and it is a modern method of keeping employees committed and involved in the work environment. The purpose of coaching is to achieve ten specific outcomes, ranging from building high employee commitment to driving performance results. Coaching also builds constructive relationships between the coach and the employee, and it can help organizations maximize their time. But what are the specific outcomes of coaching? Let's consider some of the most important ones. The most common goal of coaching is emerging talent development. Organizations often hire coaches for the development of emerging leaders. Coaching clients often report far-reaching benefits and the need for measurable goals. young of coaching may involve organizational development or senior leaders' leadership development. These goals may be attainable or non-achievable, and often depend on what the organization wants and can measure. In any case, goals should be clear. Coaches should challenge and support their clients in their efforts to define these goals. Techniques for coaching employees Good managers use the techniques of feedback giving to build employee trust. young observe behavior closely and analyze interactions. Feedback should be specific, not blame-based. Using young and body language, they convey that they care and want to help. They focus on specific behaviors to build a relationship with the employee. They avoid using personal attacks or speaking in general terms. This can send the wrong message, so they should be clear and specific about what they want to change. One way to improve employee engagement is by focusing on specific areas where an employee could improve. Set SMART goals, which are measurable and specific. Use key performance indicators to measure progress. These measures can help motivate employees and increase morale. When an employee is confident and feels like he or she is contributing to the success of the company, he or she is likely to want to stay. Oftentimes, employees are motivated to improve the company if they believe in the mission and vision of their boss. Need to develop young for learning as a coach In today's increasingly complex global environment, the most successful executives must supplement their industry expertise with a general capacity for learning. Developing a general capacity for learning in those they supervise is essential to their success. Managers no longer can simply command and control their teams, rewarding them for flawless execution. They must re-invent themselves as coach-like individuals who draw creativity, energy, and learning from their people.
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