Coaching is about development!
The International Coaching Federation (ICF) describes coaching as "partnering with clients in a thought provoking and creative process that inspires them to maximize their personal and professional potential."
Until recently, there has been a stigma associated with coaching. In the past coaching was viewed as a negative intervention by some, where it was viewed as a sign of personal weakness. This was especially true at the senior levels in organizations.
Today coaching is viewed as less threatening on a personal level and is typically woven into the fabric of leadership development. For example, some organizations use coaching in a proactive way, pursuing a strategy described as a coaching culture for talent development purposes. Organizations also proactively use coaching to help the newly promoted manager learn new skills and values in order to succeed in their transition to a higher level position. Here it's important to recognize that there are different levels of leadership required as one moves up through the organization.
The idea of proactively using a coach in today's highly competitive global business world is not different from what we see in today's highly competitive global sports world where it's typical to see a professional athlete with his or personal coach. In golf and tennis, for example, a player may be working with two or three coaches on a variety of developmental needs: developing technical skills, developing physical skills, and developing mental or emotional skills. To extend this analogy even further...as one progresses from player - to coach - to general manager - the idea of being proactive in using a coach to learn new skills becomes critical to one's success.
Because coaching is a term that gets overused by many, it's important to recognize and understand that coaching is not:
1. Therapy / Counseling
Each of these interventions represent important options for people and organizations. Certified coaches understand the difference between coaching and these options - and are able to separate and manage their application in the course of working with a client.
As an Executive Coach, the process of coaching clients is highly individualized. This includes:
Coaching one-on-one (personal and executive coaching)
Coaching teams (team development)
Coaching organizations (groups and/or organization development)
Typically Winsor uses the Hudson Institute's coaching process for one-on-one coaching applications - both personal coaching and executive coaching - pictured left.
For team coaching applications, Winsor typically leverages his leadership development and training background. Because team development is an application where change is required, a process orientation for managing the desired change is required. For example, Winsor may suggest training teams using The Collaboration Game or The Ken Blanchard Companies' program, Situational Team Leadership, as a first step for establishing a process (or foundation) for coaching a team.
Organizational coaching typically falls into the category of performance consulting...and may deal with the issue of culture (development, change and the like).