{"id":18257,"date":"2020-07-17T07:50:04","date_gmt":"2020-07-17T07:50:04","guid":{"rendered":"https:\/\/www.pharmamanage.gr\/2020\/07\/17\/the-value-of-coaching\/"},"modified":"2024-02-01T16:52:49","modified_gmt":"2024-02-01T14:52:49","slug":"the-value-of-coaching","status":"publish","type":"post","link":"https:\/\/www.staging.pharmamanage.gr\/en\/the-value-of-coaching\/","title":{"rendered":"The Value of Coaching"},"content":{"rendered":"

What is the value of coaching to an individual, team?<\/strong><\/p>\n

Coaching and mentoring form an important part of being a leader, whether this is by providing it for others or by receiving it for your own development.<\/p>\n

It provides a platform for self-development and helps to establish trusting relationships.<\/p>\n

It encourages openness and an opportunity to support and guide others.<\/strong><\/p>\n

It enables people to think for themselves and embark on a journey to fulfil their own potential and become leaders of the future.<\/p>\n

Benefits to the individual<\/strong><\/p>\n

The whole essence and benefit of coaching is to facilitate and expand thinking, and ultimately fulfil potential.<\/p>\n

This relies on people thinking for themselves, taking responsibility, making choices and being in control of their own destiny.<\/strong><\/p>\n

Coaching also allows time to selfanalyse and to empower the individual to enable change through clear action plans and goal setting.<\/p>\n

It helps give the individual clarity and direction, and ultimately contentment and resourcefulness.<\/p>\n

What is Coaching?<\/strong><\/p>\n

\u2018Coaching\u2019 is a simple word that is, disappointingly, so often misinterpreted.<\/p>\n

What has been the cause of this misinterpretation?<\/strong><\/p>\n

Well, often it\u2019s used as a general term to encompass many things including \u2018mentoring\u2019 and \u2018training\u2019.<\/p>\n

So, when you ask Leaders and Managers to describe examples of when they are coaching, they are in fact often describing directing and advising.<\/p>\n

So, here are a few definitions to help clarify the difference:<\/strong><\/p>\n

\u201cCoaching is unlocking people’s potential to maximize their own performance. It is helping them to learn rather than teaching them.\u201d<\/em> John Whitmore<\/p>\n

\u201cBehind every fearless athlete there is a fearless coach who refuses to let them be anything short of their true potential.\u201d<\/em> Anon<\/p>\n

Providing time to think is a priceless gift in the busy and complex lives that most people experience today.<\/strong><\/p>\n

Coaching provides a safe, non-judgemental environment where quality time is spent challenging beliefs, unpicking mind-sets and raising self-awareness.<\/p>\n

It is essentially being a \u2018thinking partner\u2019 – an opportunity to explore alternative perspectives and navigate challenges and issues.<\/strong><\/p>\n

As a coach, you facilitate thinking and open a person\u2019s mind to new opportunities, new ways to resolve issues and, ultimately, produce better and more fulfilling outcomes.<\/p>\n

This can, of course, be applicable to all spheres of life – whether at home, at work, in a chosen sport, or to improve a relationship.<\/strong><\/p>\n

Importantly, the responsibility and ownership lie with the \u2018coachee\u2019 throughout.<\/p>\n

Everyone has a choice to effect a change in behaviour and if the individual is able to visualise the benefits, they are more likely to do so.<\/p>\n

\"Clearly,<\/p>\n

Do you need to be a Coach or Mentor?<\/strong><\/p>\n

This can often cause many to deliberate.<\/p>\n

Clearly, coaching is not the only approach and there are situations where a more directive style is more suitable.<\/strong><\/p>\n

However, there is a simple way to determine the most appropriate approach for an individual.<\/p>\n

This is centered around a person\u2019s \u2018competency\u2019 and \u2018will\u2019.<\/p>\n

If a person is high in competency and will, they are more than likely to be autonomous and think for themselves.<\/strong><\/p>\n

Coaching is, therefore, the most appropriate support in the situation.<\/p>\n

However, for a person new to a role\/task, you may have to take a different approach and provide more direction and advice due to the relatively low competency of the individual at that time.<\/strong><\/p>\n

An effective leader is, therefore, one who is able to flex their style depending on the situation and person in front of them.<\/p>\n

Establishing Expectations<\/strong><\/p>\n

When you start your coaching relationships (whether informal or formal), it is very important to establish some key \u2018ground rules\u2019.<\/p>\n

These come in the form of \u2018logistics\u2019, \u2018roles and needs\u2019 and \u2018confidentiality\u2019.<\/strong><\/p>\n

These help to form the trust and set the foundation of the coaching relationship.<\/p>\n

This doesn\u2019t have to be a long drawn out conversation but, if not had, can lead to misunderstanding and disappointment.<\/p>\n

\"This<\/p>\n

The GROW Model<\/strong><\/p>\n

This is globally one of the most commonly used coaching models, and for good reason!<\/p>\n

It is simple and easy to follow and provides a reliable framework to any coaching conversation.<\/p>\n

G<\/strong> – setting the goal for the session.<\/p>\n

This is an important step to provide clarity and direction for the individual.<\/p>\n

Goals can be long term and short term, but establishing them and keeping them at the fore is key.<\/p>\n

R<\/strong> – exploring and uncovering the reality of the situation.<\/p>\n

Describing what is going on right now and what has been done or considered so far.<\/p>\n

O<\/strong> – exploring options to move forward, brainstorm ideas of what could be done.<\/p>\n

W<\/strong> – way forward and will\/ commitment.<\/p>\n

Agree an action plan and commitment i.e. what will happen.<\/p>\n

Process versus content<\/strong><\/p>\n

In the coaching relationship, the coach owns the \u2018process\u2019, the coachee owns the \u2018content\u2019.<\/p>\n

Sometimes, as coaches, we find ourselves being drawn into the content of the conversation.<\/p>\n

You will know when you are doing so as you will be talking more and finding yourself judging and trying to influence and advise your coachee!<\/p>\n

This is fine if you are mentoring, but if you are coaching, you should take a step back and draw yourself out of the content to avoid becoming the \u2018rescuer\u2019!<\/p>\n

Of course, your intention comes from a good place, but by rescuing you are not always best serving the individual.<\/p>\n

The coach\u2019s role is to control the process (i.e. GROW, timings, logistics, etc) and not influence the content.<\/p>\n

Must haves\u2019 as a coach!<\/strong><\/p>\n

–<\/strong> Good questioning skills, predominantly of the \u2018open\u2019 kind in order to generate conversation and open up the coachee.<\/p>\n

–<\/strong> Active listening – paying attention to understand, using body language and paraphrasing.<\/p>\n

–<\/strong> Having empathy, curiosity, building rapport and trust.<\/p>\n

–<\/strong> Being \u2018present\u2019! Coaching takes practice.<\/p>\n

However, regardless of experience, don\u2019t underestimate how valuable your time and presence will always be to another individual.<\/strong><\/p>\n

In simple terms, coaching is providing time to think.<\/p>\n

www.PharmaManage.gr\/en\/<\/a><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

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