Posts Tagged ‘Management’


If the coaching is used to give us account of what you really want (conscience), recognize our strengths and shortcomings (autocreencia) to see if we can actually get it, and act accordingly (responsibility) to improve individual, group and systemic performance of our organizations, then how can I define exactly when and why I need a coach? Is it not the definition proposed an invitation to hire coaches left and right as a solution to all the human inefficiencies in the company? So quite a few coaches have understood this, and they have launched to the market as saviors of all the ills of the organizations. However, they have not had in mind that, despite appearances, the very definition of coaching has its limitations, and are absolutely irrelevant. Ignoring them has serious consequences for companies which are involved. JSgVRRcX6eVUmZbnFGfnmxbmJeim5ufllmavEiVilDA0MFl8Sc3MSSzMS8YiuFkIxUheDUIqAkAH9oQbldAAAA&sa=X&ved=2ahUKEwjcybi7gLeCAxW3VqQEHUEwAeMQ9OUBegQIAhAZ’>Rachel Crane would agree. The first thing we must bear in mind, is that since the coaching works areas of reflection and action of individuals, this attaches directly and naturally to the units of analysis typical of organizational behavior (CO). However, we are going to rise in the scheme (of individuals towards groups and system) the coaching process itself, without altering its essence, adapts to different contexts. Therefore, although the fundamental basis remain reflexion-accion sessions, the dynamic is becoming more complex, long-lasting and expensive (in time, money and energy). Thus, once it has determined the type and area in which the organization believes that you may need coaching, you must determine the situation in which the individual, team, or company, in relation to the solucion-ayuda who is pursuing. This situation can be determined under the parameters of creativity and level of urgency. The convergence of these parameters yields the four quadrants representing situations and best options of intervention for the company. Thus, to determine if it is convenient to hire a coach to achieve some goal, the company should raise two questions: what is the level of creativity required to reach the goal? What is the level of urgency to achieve the goal? Situation of low creativity and low urgency: the objectives that do not require high creativity are those seeking information, knowledge or concrete experiences (mainly technical) to then be applied without the need for customization.


Coach asks questions and listens to the client and the client on these issues responsible. Naturally, the questions are not arbitrary, but in certain method, which allows the client during the session to find the answer to his question, to find a solution to the problem, which he had set himself It should be noted that no coach finds these decisions, namely the client. Coach him in this only helps. We can say that a coach in this case acts as a mirror to the mind the client. Without a mirror to do, of course, possible, but with the mirror is still much more convenient.

This type of coaching will be of interest to anyone who wants to change, who want to achieve great results in business and in life. This is important for those who feel the potential and strive to develop it. Coaching is important for those who want to make the most of themselves in life, in business, be successful in all areas of its activities. Optimally to build a career, to achieve mutual understanding with others, improve efficiency businesses, improve their quality of life – all this and much, much more can be done with coaching. There is no such area, where coaching would not be effective. Coaching as a management style is becoming increasingly popular in around the world, including in our country. He is introduced as an alternative to very popular now a legislative leadership style, which, admittedly, no longer meets the requirements of modern business. In this case, Coaching trained all managers or, better yet, all of its employees.

Of course, it does not need to become professional coaches, will be enough to master the basic skills and tools of coaching to apply them in their daily work. It is important that all employees know what coaching is and what it is. Most often serves as a coach, manager – it's natural. But the same role may well play any employee of the company have the necessary coaching skills. When operating in the style of coaching a few right questions given at the right moment perfectly replace the long-term coaching and numerous references. It is important that in this case the employee does not just blindly received instructions and self finds the optimal solution of the problem, which is fully consistent with requirements management. Practice shows that this management style significantly improves the efficiency of both individual employees and teams can best reveal their inner potential, increase employee motivation. And, of course, this can save considerable time as an invaluable resource. In a coaching style of leadership may be interested in almost all companies seeking to improve efficiency management, maximum use of potential employees, creating a supportive and productive atmosphere within the company. It must be admitted that to date coaching – this is the best style of management. So who needs coaching? To coach an answer to this question is obvious: the need coaching to everyone. There is no useless coaching. No questions whose solution would not have helped coaching. Unfortunately, this answer is not so obvious for potential clients a coach. But it is rather a matter of time. Coaching is still developing in our country, very little information about it. The fact that coaching is effective, practical and environmentally friendly, said that eventually he will get commonplace. And today coaching is needed primarily for those seeking to develop its most full disclosure of their potential and achieve maximum efficiency of its business, their lives. And there are people in our country is becoming more and more.