Coaching is not only useful for personal development. It can affect behavior and strategic changes across entire organizations. Therefore, it is also part of successful leadership development programs. However, to work at all, coaching must be built on strong relationships. What is important is not only in the relationship between the coach and coachee, but also the relationship between the coach and corporate management. The coach must first make sure that he understands the needs and goals of the company and then build confidence among the employees being coached.
The relationship between a coach and a coachee is established gradually, as they get to know each other. Ideally, this should be a long-term relationship. The coach needs to understand what his coachees are interested in, what their plans are, how they communicate and what can destroy their motivation. A coachee should take every meeting with the coach as an opportunity to better understand the company's goals and how he can contribute as he improves.
The most important steps in corporate coaching
If a coach wants to help establish a new, more efficient behavior, he should constantly encourage his coachees to behave in that way and solve the problems that arise when they do. The following practical tips for coaches were published on the Training Zone website.
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Make sure that you understand the corporate culture. You should also know the leaders who represent it and who can be role models for others.
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Connect corporate goals with the individual goals and motivators of each coachee.
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Get actively interested in different situations from the perspective of each team member.
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Ask coachees questions to give them the opportunity to express their personal opinions and find individual solutions.
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Develop a personal relationship with your coachees at the widest possible level. Pay attention, even to minor details in their behavior.
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Schedule regular meetings and plan in advance what new your coachees should learn at every meeting. Base the plan on your objectives for each individual.
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Have your coachees record their experiences after each meeting in order to refer back to their progress.
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Share feedback with the company's management. Be careful, however, not to break any confidences of your coachees.
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