|
Manorot Kusolasakd, Thailand
|
The Coach as a Facilitator for Self-Findings
Coaching is not about teaching people, but it is a process of facilitating the coachee to dig out his/her own hidden talents and anxiety via psychological counseling techniques.
X
Sign up for free
Welcome to the Coaching forum of 12manage.
Here we exchange knowledge and experiences in the field of Coaching.
❗Sign up now to gain access to 12manage. Completely free.
X
Continue for free
Please sign up and login to continue reading.
Here we exchange knowledge and experiences in the field of Coaching.
❗Sign up now to gain access to 12manage. Completely free.
| |
|
|
| |
|
Gilbert Aubert
Coach, Costa Rica
|
|
Coaching is not About Teaching People The coach is like a gardener. She/he prepares and paves the way for plants to grow alone, via coaching techniques.
|
| |
|
Valdir Mendes
Manager, Brazil
|
|
Coach Shows the Way .. I see the role of coach as a spiritual mentor who works with psychological techniques so that the person or team moves / stays in the right direction.
|
| |
|
Giovanni
Strategy Consultant, Italy
|
|
The Coach is a Tool, The Coachee Drives I'm a coach and not a teacher... I do always remember that a coach is a tool...
The coachee drives...
|
| |
|
Udoy Narayan Ganguly
Teacher, India
|
|
Coach: the Guide by the Side My compliments for bringing out the essence so succinctly. I feel a coach is like a 'guide by the side'. S/he facilitates the coachee to discover him/herself.
|
| |
|
Philip Smart, United Kingdom
|
|
Sometimes Coaching Support Means Telling... There are times when a client really cannot find a way forward and needs more than a guide.
It is then the role of a coach to direct him/her when appropriate.
|
| |
|
miguel
Consultant, Mexico
|
|
The Facilitator Helps to Maximize an Individual's Learning The facilitator encourages and helps the client, by encouraging their active participation in the process, since the essence of facilitation is awakening opinions and help people decide what they want to do and how they want to do it.
That is, as a facilitator one helps to maximize an individual's learning from their experiences.
|
| |
|
chin yook kong, PhD, Malaysia
|
|
Helping your Coachee to see possibilities: PAPA Coaching is helping your coachee to see possibilities. To coach is to be like a papa:
P - The coach verifies the PURPOSE for coaching and helps the coachee sees what the PERFECT SITUATION (P) is like.
A - Then he helps to identify the gap between where the coachee is now and where he wants to be - the ACTUAL (A).
P - Then he challenges the coachee to surface the different POSSIBILITIES (P).
A - And finally he ensures the coachee follows up with ACTIONS (A) on the chosen path (top ranked possibilities).
Coaching is like PAPA.
|
| |
|
Udoy Narayan Ganguly
Teacher, India
|
|
Essence of Coaching @Gilbert Aubert: I agree with the basic concept. However, the saplings need direction to grow and for that, perhaps 'Socratic' method of guiding others find their own solutions through appropriate questions (by the coach), helps the coachee develop independent, deep roots. This, I feel, is the essence of coaching.
|
| |
|
Jaap de Jonge
Editor, Netherlands
|
|
Theory of Intentional Change in Coaching In 1970 Professor Boyatzis developed a Theory of Intentional Change. Intentional change involves:
- Envisioning the ideal self (who you wish to be and what you want to do in your work and life);
- Exploring the real self (the gaps you need to fill and the strengths that will help you do so);
- Developing a learning agenda (a road map for turning aspirations into reality); and then
- Experimenting and practicing (with new behaviors and roles).
According to a recent article by Boyatzis, Smith and Van Oosten, instead of doling out advice, a good coach will help people through above process, asking exploratory, open-ended questions and listening with genuine care and concern.
The idea is to have coachees envision an ideal self (who they wish to be and what they wish to do), explore the real self (not just the gaps they need to fill but the strengths that will help them do so), set a learning agenda, and then experiment with and practice new behaviors and roles.
Source: Richard E. Boyatzis, Melvin Smith and Ellen Van Oosten, "Coaching for Change", HBR Sep-Oct 2019.
|
|
Log in
Comments by date▼