Benefits of coaching for you, your career & your team

COACHING, MANAGEMENT

“Coaching can help you tackle self-defeating thinking and replace it with a problem-solving outlook”. 

The way we think profoundly influences the way we feel. Therefore, it can be said that learning to think differently can enable us to feel and act differently


Coaching is a conversation. ‘What’s really holding you back here, do you think?’ The purpose of the conversation is to get to the heart of what matters. It is focused, concentrated conversation designed to support the coachee in clarifying choices and making changes. 


Coaching is about discovery, awareness, and choice. It is a way of effectively empowering people  to find their own answers, encouraging and supporting the on the path as they continue to make important life-changing choices. 


A coach will help you address the self-limiting behaviour that often shows up strongest just when people need the courage to take risks for the sake of change. These proven coaching strategies help clients stay on track and overcome actions that sabotage desires, plans, and dreams. 


Suppose you were offered a way to recognise and realise your goals, to find and utilise your unique strengths, to manage yourself more effectively, to identify and work around your limitations, to focus your intentions and your resources and, above all, to make changes in your life for the better. Would you be interested? This is what coaching has to offer.

Ultimately, why would you seek coaching, for yourself or for someone else? Because you’re seeking one of two benefits - you want more or you want something different.


People seek out coaching for lots of individual reasons. 

  • They are motivated to achieve specific goals

  • they come to coaching in order to be more effective

  • or more satisfied at work

  • or to develop new skills to help navigate life’s changes

  • sometimes they simply want more from life - more peace of mind, more security, more impact in their work

  • and sometimes they want less - less confusion, less stress, less financial pressure

  • in general, they come to coaching because they want a better quality of life - more fulfilment, better balance


The benefits of coaching

(according to survey conducted by the Association Resources Centre)

  • self-esteem/ self-confidence 80%

  • communication skills 72%

  • interpersonal skills 71%

  • work performance 70%

  • relationships 73%

  • work/life balance 63%


AT WORK

Coaching works by increasing the performance of people. Where business results depends on the results of the people who work within it, coaching is a huge opportunity. 


When coaching someone, we assume that hey have the ability to work things out for themselves with a bit of encouragement. 


What are your options? So, what needs to happen? What do you want to do?

That simple shift, from giving advice to asking someone what they are going to do, is at the heart of coaching as a management style. 


Coaching in the workplace demands that we adopt a less directive style of influencing or managing others. Managers choose to give less advice and fewer answers, trusting that people often know what they need to and can direct themselves pretty well. 


When manager coaches their colleagues, they are encouraging them to be self-directed. This demands that we operate from a different set of principles: instead of ‘I know how’ the manager needs to trust that ‘you know how’


People who are constantly told what to do don’t learn effectively, and potentially become bored, lacklustre or demotivated. Since they are not encouraged to think, they may also become dependent or even lazy, asking their manager for frequent, or basic, instructions. Sometimes their sense of empowerment reduces as they become hesitant or lack the confidence to act. When they follow direct instructions, they might not be as engaged in their manager’s solutions as they could be. 


Managers find that more demands are made of them as they are called upon to direct situations and have all the answers. This means managers have less available time to focus on their own tasks, because all their time is taken up by the people who report to them. If only they could free up time, they could contribute more to their situations and exercise a higher level of involvement that a managing role demands: for example, supporting their own manager, or deciding priorities for the team as a whole. 


When a manager encourages a subordinate to think, act and learn for themselves, the relationship feels more like ‘adult-to-adult’. Over time, subordinates learn to expect being challenged by questions such as ‘What are you suggesting?, or ‘What’s the real issue we need to solve here?

They are more likely to come prepared with ideas, opinions, suggestions. Over time, they’ll feel an increased sense of engagement and ownership of their own situations as well. 


The use of questions

Questions hold the power and cause us to think. Asking moves us beyond passive acceptance of what others are saying, or staying stuck in the current circumstances to ability to create solution to a problem. 

Coach asks questions that help the client go deeper, think new thoughts and develop solutions. 


1. Asking creates buy-in 

Research shows that people are more likely to take action on their own ideas and solutions. 


2. Asking empowers

People often come to coaching to helps them make some major decision, but reality is over 80% already know what to do. They just need confidence to do it. 


3. Asking helps client be more of the leader

Asking ‘What could you do about that? moves people away from depending and waiting for you to give them answers, and toward taking their leadership stand in the situation. 


What can coaching do for you? (Problems it can be solving for you)

  • Identify a practical challenge or change issue in your own life

  • Identify a dream you’d like to pursue

  • Identify a significant decision you need to make

  • Identify a place in life where you are stuck or struggling

  • Dealing with troublesome emotions

  • Overcoming procrastination

  • Tackling poor time management

  • Persisting at problem-solving

  • Handling criticism constructively

  • Taking risk and making better decisions


Closing the gap

Coaching often starts by identifying ‘gaps’ - the places where real life falls short of your ideal - and making changes to close them. 

To identify gap you can

  1. identify ideal and then find the ways to move toward it

  2. identify what is missing and figure out how to either get it or make your peace with it.

  3. or you can identify what you’re tolerating in your life or coping with in your life.


Gap & Values

Gap is life balance. Juggling several important priorities (work, family, business, health) is a fact of life. When these commitment get out of balance or fail to reflect our most important values, we experience that as a gap. Coaching helps you become conscious of your underlying values and reapply them to everyday life to establish priorities. 

Consciously living out of your personal values is often step forward to joy and purpose. 


Self-care

Coaches can help by observing how the client exercises self-care, reflecting this  back to the client, and challenging self-destructive beliefs and attitudes. 

Setting boundaries is simply exercising healthy self-care in relationships. Often the largest obstacle to a better life is the inability to say ‘no’, or being driven to please others at any expenses. 


Choices

The choices we make during the day, no matter how trivial they may seem, contribute to creating a life that is more (or less) fulfilling. The decisions we make move us toward or away from better balance in our lives. 

The choices contribute to a more effective life process or to a process that is less effective. 


Fulfilment

The coachee’s definition of fulfilment is always intensely personal. It may include, especially at first outward measures of success - a great job, or promotion, enough money, a certain lifestyle. Eventually, the coaching will progress to a deeper definition of fulfilment. It’s not about having more. It’s not about what fills the client’s pockets or closets - it’s about what fills the the client’s heart and soul. 

A fulfilling life is a valued life, and clients will have their own definitions of what they truly value. 


Balance

With so many responsibilities and distractions, and given today’s high-speed rate of change, balance may feel like an impossible dream. Clients seeking coaching often feel their life is out of balance.

Balance is a fluid state because life itself is dynamic. Therefore, it makes more sense to look at whether clients are moving toward balance or away from balance rather than to offer them ‘balance’ as a goal to be achieved.