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 and professional 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 a trained coach from the Hudson Coaching Institute, my executive coaching style is directed at the whole person in order to help my clients effectively manage change. This is especially critical in executive coaching where today's leader is expected to leverage relationships to influence others for the purpose of achieving results.
I use the navigator as a coaching metaphor to help describe my role as a coach, i.e., setting the course and managing the process, guiding the client through his or her agenda. In Hudson's thinking this is described as 'leading from behind'.
Throughout the coaching process, my objective is to help my client build self-awareness for the purpose of producing future, self-directed change. This includes taking ownership - and committing to follow up on the action steps they identify in the coaching process. This approach sets the stage for the my clients to be successful.
WHAT MAKES ME UNIQUE:
I'm an International Coaching Federation (ICF) Credentialed Coach, trained at the Hudson Institute of Coaching.
WHAT DOES THIS MEAN?
An ICF Credential-holder has fulfilled rigorous education and experience requirements and demonstrated a strong commitment to excellence in coaching. To be eligible for an ICF Credential, a coach must compete coach-specific training: achieve a designated number of coaching experience hours; partner with a Mentor Coach; and demonstrate the appropriate understanding and mastery of ICF's definition of coaching, Code of Ethics and core Competentcies.
As a Leadership Coach who works with both individuals and teams, 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).