{"id":3331,"date":"2021-11-25T14:09:01","date_gmt":"2021-11-25T13:09:01","guid":{"rendered":"https:\/\/coachingtosuccess.si\/what-is-coaching\/"},"modified":"2023-08-21T18:55:17","modified_gmt":"2023-08-21T16:55:17","slug":"what-is-coaching","status":"publish","type":"page","link":"https:\/\/coachingtosuccess.si\/en\/what-is-coaching\/","title":{"rendered":"What is coaching"},"content":{"rendered":"\t\t
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What is coaching<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Coaching is a tool for personal and business growth.<\/p>\n

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Coaching ...<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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Coaching is a tool for personal and business growth.<\/strong><\/p>\n

\u2022 an interactive process in which the coach <\/p>\n

\u2022 using special techniques <\/p>\n

\u2022 triggers thought processes, <\/p>\n

\u2022 that help individuals and companies, organizations and institutions <\/p>\n

\u2022 to achieve better results faster and more efficiently. <\/p>\n

According to the definition of the Austrian Coaches Association, it means <\/b><\/p>\n

\u2022 “an interactive counseling and monitoring process,<\/p>\n

\u2022 which is person-centred’ (ACC 2015). <\/p>\n

If we combine the meaning of these words and the basic goal, it is <\/b><\/p>\n

\u2022 the purpose of coaching is to bring someone from where they are (current state), <\/p>\n

\u2022 to where he wants to be (desired state). <\/p>\n

The International Federation of Coaches defines professional coaching as <\/b><\/p>\n

\u2022 continuous process,<\/p>\n

\u2022 that helps people achieve exceptional results in all areas of life and work. <\/p>\n

Coaching is a skill and an art. It is necessary to say that we do not yet have a suitable translation in the Slovenian language that corresponds to the meaning of the word coaching, so the original English word and notation is used. (From the paper Coaching with horses for top managers and teams, M.Sc. Natalie C. Postru\u017enik, at the 34th International Conference on the Development of Organizational Science). <\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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\u2022 60 percent of companies’ budgets are not geared towards implementing strategy; <\/p>\n

\u2022 30 percent of variable payments to employees are unrelated to strategy; <\/p>\n

\u2022 and only 10 percent of employees state that they know and understand the company’s strategy (Kaplan and Norton 2008);<\/p>\n

\u2022 only 15% of employees are truly committed and come with the desire to contribute to added value (Gallup, Zlata nit, Hewitt Associates…).<\/p>\n<\/p>\n

If we want to achieve greater engagement of managers and key employees and thus the long-term success of the company, we must know how to awaken and use the potential of each individual. <\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Why coaching for managers and (key) employees?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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\nWhy an individual approach?<\/h3><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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The vast majority of clients (individuals or companies) decide on an individual approach, which is a very intimate matter because it affects the person per se:
\u2022 with all its traits,
\u2022 characteristics,
\u2022 habits,
\u2022 knowledge and
\u2022 experiences.<\/p>\n

The personal approach is aimed and tailored toward
\u2022 individual wishes,
\u2022 goals
\u2022 and abilities,
therefore, an individual approach is also very effective. Time and attention are devoted to only one individual,
\u2022 which is therefore easier to relax,
\u2022 concentrated
\u2022 and ready for a completely open and honest conversation.
This is the only way to provoke the customer to speak up about
\u2022 her\/his deepest beliefs,
\u2022 “put them on the table”,
\u2022 that the client can look at them completely impartially,
\u2022 she\/he sets her own goals and
\u2022 then determine the necessary steps to achieve the desired.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Effectiveness of coaching at the individual level: <\/p>\n

\u2022 96% of organizations reported a visible improvement in individual performance after implementing coaching. In almost the same percentage (92%), progress was also observed in the field of leadership and management effectiveness (“Coaching Counts” 2007). <\/p>\n

\u2022 70.7% to 93.8% of respondents confirmed that coaching contributed to lasting behavioral changes (Genger 1997).<\/p>\n

The impact of coaching at the organizational level: <\/p>\n

\u2022 77% of respondents said that coaching has a significant or very significant impact on at least one of the nine business goals. Productivity (60%) and employee satisfaction (53%) were cited as the most significant impacts of coaching (Anderson 2001).<\/p>\n

The participants emphasized that at the organizational level they witnessed a lower rate of absenteeism of subordinate employees (Talboom 1999).<\/p>\n

\u2022 35% of participants improved leadership skills, 28% of participants advanced as a management team, 33% of participants improved business results, and 67% of participants improved personal balance and dynamics (Landale 2005).<\/p>\n<\/p>\n

(From the paper Equine Assisted Coaching for top managers and teams, M.Sc. Natalie C. Postru\u017enik, at the 34th International Conference on the Development of Organizational Science). <\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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How effective is coaching?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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\nGoals<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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What can we achieve with coaching?
<\/b>The main goal of every coaching is to achieve the result(s), set as the goal(s) in the introductory conversation of the client\/coach (and possibly the client’s so-called “sponsor” – the one who monitors progress within the company).<\/p>\n

The objectives of coaching are (and can be mainly in the following areas):
<\/b>– to upgrade the individual’s competencies in order to improve performance,
\u2022 changing behaviors that represent obstacles for an individual, for better personal and team functioning,
\u2022 improvement of work efficiency and goal orientation of employees,
\u2022 elimination of obstacles and individual limitations of the individual,
\u2022 building team affiliation,
\u2022 discovering obstacles in interpersonal relationships,
\u2022 setting and defining business goals and defining the first steps on the way,
\u2022 introducing a new process,
\u2022 introducing a new product\/service to the market and thus changing the dynamics of the team’s work,
\u2022 building managerial\/leadership competences,
\u2022 detection of obstacles in managers’ communication,
\u2022 review of mutual communication between team members,
\u2022 detection of “silent” or informal leaders,
\u2022 detection of limiting patterns (management, communication, mutual relations, delegation of tasks…)
\u2022 …<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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