Coaching Gdp
What is Coaching and how can GDP benefit from it?
Coaching is about guiding an individual to confidently reach their aims and goals and achieve their full potential within all aspects of their lives, both personally and professionally. It is about helping an individual to achieve these aims and goals without advice, suggestion or judgement.
The IIC (International Institute of Coaching) defines it as - “an interactive, results orientated enlightening process that brings about change. Coaching provides each person with the opportunity to live a happier healthier and peaceful life while maximising their personal and professional potential”
Are there different types of Coaching?
There are many different types of coaching but just two examples …show more content…
are –
Executive/Business Coaching – This is where there is a one to one session between a coach and the performer (this is what the individual being coached is often referred to as) with the aim of helping the performer overcome any issues, achieve goals and enhance their job performances.
Life/Personal Coaching – This is where performers are helped to determine and achieve goals both within their personal lives and their career direction and development.
What are “Directive” and “Non-Directive Coaching”?
Not only are there many different types of coaching but there are also different kinds of approaches to coaching. Two of the main approaches are called “Directive Coaching” and “Non-Directive Coaching”.
“Non-Directive Coaching” is where the coach asks simple but skilled questions which allows the performer to take ownership and find their own solutions to the issues concerning them. Non-Directive Coaching gives the performer a sense of empowerment and responsibility as the accountability of any actions lies directly with them. A Non-Directive coach will not offer any advice but will help the performer to uncover options not previously thought of and also see the situation or issue from a different perspective.
“Directive Coaching” is in stark contrast to Non-Directive Coaching. Here the coach will offer advice and even make suggestions regarding the performer issues. With Directive Coaching there is a danger that the performer will rely on the advice or suggestion, not take responsibility and then blame the coach when their goals are not reached or issues not resolved.
How is coaching different from other development methods?
Coaching is just one form of development and other methods include classroom training and e-learning.
Classroom Training differs to coaching as it is a more formal way of learning.
In classroom training the teacher should be an expert on the given subject and teach using that knowledge whereas non-directive coaching can be applied with very little knowledge of the actual subject issue. Classroom training can also be expensive whereas a non-directive coaching session can be held “in house” for little or no cost depending on who the coach is (i.e. a manager etc)
E-learning differs to coaching as it is a more precise and to the point way of learning from text or training videos. E-learning can be done at the performer own pace and also within their own timescales but can be done relatively quickly whereas non-directive coaching can be more time consuming as you explore options etc.
What are the roles of coach and performer in a coaching relationship
The roles and expectations of both the coach and the performer should be defined from the begining as this will help produce the best outcomes. The role of the coacher is to listen and unlock the performer’s potential and the performers role is to be honest about issues and allow themselves to be open to their own minds. Both parties should agree on the boundaries and the objectives of the coaching.
What are the potential benefits of coaching for GDP and its employees?
Potential benefits for the performer may include …show more content…
–
Clarification regarding exactly what they want and what they need to do to achieve it.
Promotion around self-awareness and understanding of all relating factors which will make it easier to achieve their goals
Empowerment to take ownership and find their own solutions to the issues concerning them.
Potential benefits for GDP may include –
Higher employee engagement in their day to day work leading to a happier more productive workforce
Fresh approaches that had not been previously thought of to resolving re-occurring issues
Enabling managers to both manage their teams more effectively and potentially inspire them
How can we implement a coaching culture within GDP?
Ways in which a coaching culture could be implemented with GDP could include –
Leading by example with the senior members of GDP demonstrating a coaching style of leadership and communication.
Employees are more likely to embrace a coaching culture if it is used within their everyday roles
Embedding coaching by aligning it the overall company strategy to reaffirm its importance within the future of the company.
Linking coaching to supporting and nurturing employees within their development plans and their future potential.
What are the advantages and disadvantages of developing in-house coaching?
There are advantages to developing in-house coaching. These can include –
Cost saving by drawing on existing talent with GDP to provide the coaching and not having to outsource which can be expensive. The coacher already understanding GDP’s as an organisation and being able to relate to the performers and the pressures and issues they face which in turn could help the performer feel more relaxed and be more open.
In-house coaching can bring the GDP employees together as “1 team” installing a greater sense of unity within the GDP workforce which could lead to happier and more productive teams
With advantages also come disadvantages and these can include
–
The coacher perceiving the role of coaching a performer to have less importance than their actual day job and not giving the time required to either coach the performer correctly or use the opportunity to practice and improve their coaching skills
The coacher may miss signs of depression or other serious issues in a performer due to not having the relevant professional training
The coacher may feel pressured and unable to coach correctly if the performer is a manager or higher up in the company and in this instance the performer may be less inclined to discuss sensitive or confidential matters because of confidentially concerns.
Bibliography
Derek Torrington, Laura Hall, Stephen Taylor & Carol Atkinson
Human Resource Management 8th Edition 2011
Malcolm Martin & Fiona Whiting
Human Resource Practice 6th Edition 2013
Conor Hannaway & Gabriel Hunt
The Management Skills Book 1995
Glenn Hallam
Advantages and Disadvantages of Internal Coaching
Kevin McAlpin and Dawn Wilkinson
Coaching and relationships Trust is the foundation 2012
Coaching is about guiding an individual to confidently reach their aims and goals and achieve their full potential within all aspects of their lives, both personally and professionally. It is about helping an individual to achieve these aims and goals without advice, suggestion or judgement.
The IIC (International Institute of Coaching) defines it as - “an interactive, results orientated enlightening process that brings about change. Coaching provides each person with the opportunity to live a happier healthier and peaceful life while maximising their personal and professional potential”
Are there different types of Coaching?
There are many different types of coaching but just two examples …show more content…
are –
Executive/Business Coaching – This is where there is a one to one session between a coach and the performer (this is what the individual being coached is often referred to as) with the aim of helping the performer overcome any issues, achieve goals and enhance their job performances.
Life/Personal Coaching – This is where performers are helped to determine and achieve goals both within their personal lives and their career direction and development.
What are “Directive” and “Non-Directive Coaching”?
Not only are there many different types of coaching but there are also different kinds of approaches to coaching. Two of the main approaches are called “Directive Coaching” and “Non-Directive Coaching”.
“Non-Directive Coaching” is where the coach asks simple but skilled questions which allows the performer to take ownership and find their own solutions to the issues concerning them. Non-Directive Coaching gives the performer a sense of empowerment and responsibility as the accountability of any actions lies directly with them. A Non-Directive coach will not offer any advice but will help the performer to uncover options not previously thought of and also see the situation or issue from a different perspective.
“Directive Coaching” is in stark contrast to Non-Directive Coaching. Here the coach will offer advice and even make suggestions regarding the performer issues. With Directive Coaching there is a danger that the performer will rely on the advice or suggestion, not take responsibility and then blame the coach when their goals are not reached or issues not resolved.
How is coaching different from other development methods?
Coaching is just one form of development and other methods include classroom training and e-learning.
Classroom Training differs to coaching as it is a more formal way of learning.
In classroom training the teacher should be an expert on the given subject and teach using that knowledge whereas non-directive coaching can be applied with very little knowledge of the actual subject issue. Classroom training can also be expensive whereas a non-directive coaching session can be held “in house” for little or no cost depending on who the coach is (i.e. a manager etc)
E-learning differs to coaching as it is a more precise and to the point way of learning from text or training videos. E-learning can be done at the performer own pace and also within their own timescales but can be done relatively quickly whereas non-directive coaching can be more time consuming as you explore options etc.
What are the roles of coach and performer in a coaching relationship
The roles and expectations of both the coach and the performer should be defined from the begining as this will help produce the best outcomes. The role of the coacher is to listen and unlock the performer’s potential and the performers role is to be honest about issues and allow themselves to be open to their own minds. Both parties should agree on the boundaries and the objectives of the coaching.
What are the potential benefits of coaching for GDP and its employees?
Potential benefits for the performer may include …show more content…
–
Clarification regarding exactly what they want and what they need to do to achieve it.
Promotion around self-awareness and understanding of all relating factors which will make it easier to achieve their goals
Empowerment to take ownership and find their own solutions to the issues concerning them.
Potential benefits for GDP may include –
Higher employee engagement in their day to day work leading to a happier more productive workforce
Fresh approaches that had not been previously thought of to resolving re-occurring issues
Enabling managers to both manage their teams more effectively and potentially inspire them
How can we implement a coaching culture within GDP?
Ways in which a coaching culture could be implemented with GDP could include –
Leading by example with the senior members of GDP demonstrating a coaching style of leadership and communication.
Employees are more likely to embrace a coaching culture if it is used within their everyday roles
Embedding coaching by aligning it the overall company strategy to reaffirm its importance within the future of the company.
Linking coaching to supporting and nurturing employees within their development plans and their future potential.
What are the advantages and disadvantages of developing in-house coaching?
There are advantages to developing in-house coaching. These can include –
Cost saving by drawing on existing talent with GDP to provide the coaching and not having to outsource which can be expensive. The coacher already understanding GDP’s as an organisation and being able to relate to the performers and the pressures and issues they face which in turn could help the performer feel more relaxed and be more open.
In-house coaching can bring the GDP employees together as “1 team” installing a greater sense of unity within the GDP workforce which could lead to happier and more productive teams
With advantages also come disadvantages and these can include
–
The coacher perceiving the role of coaching a performer to have less importance than their actual day job and not giving the time required to either coach the performer correctly or use the opportunity to practice and improve their coaching skills
The coacher may miss signs of depression or other serious issues in a performer due to not having the relevant professional training
The coacher may feel pressured and unable to coach correctly if the performer is a manager or higher up in the company and in this instance the performer may be less inclined to discuss sensitive or confidential matters because of confidentially concerns.
Bibliography
Derek Torrington, Laura Hall, Stephen Taylor & Carol Atkinson
Human Resource Management 8th Edition 2011
Malcolm Martin & Fiona Whiting
Human Resource Practice 6th Edition 2013
Conor Hannaway & Gabriel Hunt
The Management Skills Book 1995
Glenn Hallam
Advantages and Disadvantages of Internal Coaching
Kevin McAlpin and Dawn Wilkinson
Coaching and relationships Trust is the foundation 2012