Cont: Content: Coaching Model, Counselling Coaching, Counseling Coaching, Coach, Coaching Model, Mentor, Mentoring, Coaching, business coach mentoring, business mentoring, business mentor, mentoring and coaching, business coaching model, executive coaching, counseling, hr coaches, hr coaching
Some misconceptions about coaching ©
(extracts from new book 'Behavioral Coaching' by Zeus and Skiffington - published by McGraw-Hill .2004)
involve a client-practitioner model that focuses on the performance and
functioning of the individual
> Both build rapport and use advanced listening, questioning and reflecting skills
> Both use goal-setting and action planning
However, the differences between the two approaches are
significant. These include:
counselling model generally follows a remedial approach that emphasizes
deficits and the problems involved with not meeting a set, required
standard of conduct. Coaching emphasizes empowerment, strengths and
achievements and how the coachee can leverage these to grow and develop.
> There is a greater power differential in
counselling. The employee has the problem and the manager/counsellor is
an expert who will “fix” him or her. Coaches are not experts, but
guides and resource providers.
> Counselling focuses on exploring
reactive behaviours and changing these. Coaching is proactive, it aims
to recognize and solve problems before they arise.
> Whereas counselling is needs based and
occasional, coaching involves ongoing development.
The coach as expert:
The coach as specialist:
Coaching and mentoring:
Yet, there are certain differences between the role
of a coach and that of a mentor. Some of these include:
> Mentors tend
to be recognized experts within a particular field or industry
> Mentoring tends to be more career focussed than coaching which also
focusses on interpersonal and life issues
> Mentors draw more from their own personal experiences and successes
whereas coaching operates within a framework that draws the solutions
from the coachee.
> Mentors tends to represent the standards,
values and vision of the organization. Coaching is more intent on
exploring the individual’s values and aligning these with the
organization to enhance the individual’s progress and advancement.
Coaching is a profession, and like all established professions, requires extensive training and supervision. Coaching is change and change is a psychological process. The coach has to understand the psychological aspects of coaching and be confident and competent to deal with these. Coaches especially require one-to-one supervised training by a clinician in the instruction and practice of the use of validated tools and techniques to effect sustained behavioural change. Our coach training and specialty workshops grew out of the recognized need for coaches to have individualized training and practice in working with various coaching techniques (drawn from the behavioural sciences) such as: dialoging, working with emotions, self-awareness as well as challenging and confronting self-limiting beliefs and behaviours etc.
Content: Coaching Model, Counselling Coaching, Counseling Coaching, Coach, Coaching Model, Mentor, Mentoring, Coaching, business coach mentoring, business mentoring, business mentor, mentoring and coaching, business coaching model, executive coaching, counseling, hr coaches, hr coaching