Coaching

Centro de Conocimiento

¿Qué es el Coaching?

El Coaching se puede describir como un método y una técnica que se pueden utilizar para conducir a un individuo a un nuevo nivel de aprendizaje en marcos de tiempo definidos.  

Hay muchas definiciones para el coaching. Con tantas variadas y contradictorias definiciones, se ha sugerido que promover una discusión sobre la definición de lo que es el coaching sería un ejercicio abstracto (Jackson, 2005). Pero sin embargo prolíficos escritores académicos (Clutterbuck y Megginson, 2005) disienten de este punto de vista, indicando que este campo está aún siendo desarrollado y es muy fluido. Desde 1994, Garvey (1994) refiere a “ayudando uno por” y propone así el concepto de redefinir el término, con la esperanza casi como Esperanta que el “ayudando uno por” pudo ser el renacimiento de un término embarrado que eficaz en términos del descriptor no sea sin embargo “pegajoso” en calificar llama.

Algunos escritores han sugerido que el patrocinio es el modelo para el coaching y que patrocinador, como título de trabajo es demasiado formal. Utilizan la palabra entrenador pues es más atractivo en términos de lectura (Hudson, 1999). Más recientemente, en una tentativa heroica de crear un poco de cohesión y orden dentro de esta confusa visión, vemos que los escritores más prominentes en este campo de estudio no están contentos con aceptar cualquier actividad como el subconjunto de otra. Indican categóricamente que la distinción entre estos dos términos provoca confusión y que la comunidad debe comenzar a trasladarse al término convenido de Entrenador-Mentor (Parsloe y Wray, 2005).

Las definiciones del Coaching pueden ser tan simples e inclusivas como “el proceso de dar poder a otros” (Whitmore, 1997). O más puntualmente: “un proceso que permite el aprendizaje y el desarrollo necesario para mejorar el desempeño”. Ser un entrenador exitoso requiere conocimiento y entendimiento del proceso así como una variedad de estilos, habilidades y técnicas que sean apropiadas para el contexto en el cual el coaching toma lugar (Parsloe, 1999). La perspectiva también juega una parte enorme en la interpretación de una definición individual de los colaboradores. Los mentores ven el coaching como algo predominantemente vinculado a los talentos, con capacidades específicas ligadas al resultado (Cranwell y otros, 2004). El entrenador cambia el enfoque hacia los resultados en el trabajo (Megginson y Clutterbuck, 1995) y tiene un enfoque primario en el desempeño dentro del trabajo y con un acento en el desarrollo de habilidades (Clutterbuck, 2004).

Las definiciones respecto a los entrenadores se han desarrolado a través de los años. Desde la más pintoresca, potencialmente peligrosa y estrecha creencia que “la mayoría de los aspectos importante del coaching están relacionadas con ser aceptado, respetado y tomado en cuenta en lugar de  focalizarse  en la información referida a la relación entre el entrenador y el entrenado” (Olalla, 1998). Llegando hasta la definición desde el mundo de los negocios que afirma que el “coaching es un proceso que permite aumentar el desempeño, el desarrollo y el cumplimiento” (Alexander y Renshaw, 2005). Interesantemente, Megginson (1988) desde 1988 propone la visión que el coaching es más eficaz en el desarrollo de una persona si actúa en etapas específicas. Así en el contexto del mundo de los negocios, el coaching es más un papel, trabajo y proyecto específico (Williams, 2000). Si seguimos esta línea de pensamiento en la cual la metodología más eficaz es la de intervenir en las ocasiones específicas más apropiadas para el desarrollo de las personas, entonces lo que se requiere es una amplia revisión de la gama de intervenciones posibles de coaching. Y veremos que lo que es nuevo aquí, es que el coaching está amalgamado con la psicología, la psicología deportiva y la educación (Zeus y Skiffington, 2000), y ahora está ocupandose de edificar una “comerciabilidad y credibilidad”.
 

Origen del Coaching. Historia

El término “entrenador” fue visto por primera vez alrededor de los años 1500's refiriéndose a un sistema de carruaje, en realidad un vehículo tirado por caballos, originario de la ciudad húngara de Kócs (pronunciado “koach”). A mediado de los 1850's utilizaron la palabra entrenador en las universidades inglesas para referirse a una persona que ayuda a los estudiantes en su preparación para los exámenes (Zeus y Skiffington, 2005) y parece tener vinculaciones con “abarrotado” al parecer recordando las habilidades de los múltiples trabajos asociados con controlar todo el equipo de una diligencia tirada por caballos (Wikipedia, 2005). El Coaching ve sus raíces en la psicología humanista (Zeus y Skiffington, 2000), centrándose en la dignidad de las personas y en su valor intrínseco.

El Coaching en el mundo del negocio

Cuando el movimiento humanista comenzó a emerger, comenzamos a ver una aparición paralela del coaching dentro del mundo de los negocios, lo cual se puede observar repasando los diarios de la época. Gorby (1937) describe a los empleados más antiguos entrenando a lo nuevos empleados para reducir el desperdicio, y lograr así un bono por un mejor desempeño. Bigelow (1938) contó con que los Gerentes de Ventas entrenen a los vendedores. Mold (1951) concibió al “gerente como un programa de coaching”. Hayden (1955) sostuvo que el coaching “en posta” mejoró las evaluaciones. Mahler (1964) señaló las dificultades de las organizaciones para conseguir que sus gerentes sean entrenadores eficaces. Gersham (1967) evaluó el efecto de los supervisores en la “actitud y desempeño en el trabajo”. Tobias (1996) expuso sobre un gerente técnico “excelente” de 44 años, quien fue entrenado en “habilidades vinculadas a sistemas”. Aunque existen “Revistas críticas sobre el tema” las remisiones a diarios son predominantemente “estudios de casos” y “simples comentarios” en comparación con trabajos analíticos rigurosos tales como el estudio recientemente realizado por el Manchester Consulting Group (Zeus y Skiffington, 2005). Este grupo reportó una rentabilidad sobre la inversión realizada de 5.7 veces en un programa de coaching lanzado entre 1996-2000. También el enfoque de la investigación fue engranado hacia una fabricación predispuesta como si esta fuera la base de poder financiera en ese momento y como si los conceptos de “empoderamiento de empleados” y “capital humano” fuesen un recurso operacional que estaba aún por emerger.

Ostensible “el concepto de coaching de vida” demostrado por primera vez , por las definiciones modernas, el coaching como una actividad, en un programa dirigido en una escuela marginal de secundaria. Este trabajo en la vanguardia de la guerra contra la pobreza comenzó en los años 50 a partir de de un programa de coaching patrocinado por la YMCA en Bedford-Stuyvesant, Brooklyn, N.Y. Su puntería estaba dirigida a buscar métodos más poderosos de asesoramiento / aprendizaje para ayudar a la gente a aprender las habilidades psicologicas y sociales necesarias para poder hacer frente a los problemas predictibles en el transcurso de su vida (Adkins, 2006). Hacia el final de los años 60 ésta investigación llegó a ser más rigurosa (Grant y Cavanagh, 2004). Este enfoque en una metodologías más académicas fue el catalizador necesario para alcanzar la credibilidad requerida por parte de los cuerpos comerciales más progresistas. Y como tal el nacimiento del ejecutivo y del coaching del negocio emergió de programas del liderazgo en los años 80 (Zeus y Skiffington, 2005).

El verdadero descubrimiento del Coaching vino con la mezcla de los deportes y el mundo del negocio, reinventándose virtualmente asi mismo. Tim Gallwey (1974) con su Tenis de juego de fondo, fue un catalizador primario para el ingreso del coaching en el contexto del mundo de los negocios, con la rápida sucesión de otros notables entrenadores deportivos, como por ejemplo: John Whitmore (Medallista Olímpico en vallas), David Hemery (medallista olímpico en Hockey), y David Witaker (Entrenador olímpico de hockey).

El Coaching en su modalidad moderna nació de la Teoría del aprendizaje construccionista (Williams y Irving, 2001), con una creencia central en que no hay una sola y verdadera interpretación o interprete de la realidad (Zeus y Skiffington 2005). Uno puede ver el nacimiento del Coaching en los principios que dicen: “todos construimos nuestra propia comprensión del mundo en el que vivimos, a través del reflejo de nuestras experiencias”. E interesante con ver de los años 90 qué algo cree para ser un aumento en “cuasi-filosófico” los grupos, encontrando favor particular con ésos implicados en la gestión y el desarrollo de las comunicaciones (Parsloe y Wray, 2005), es posible ver cómo el fenómeno tal como NLP (Grinder y Bandler, 1989) tiene “cereza escogida” de tales áreas tales como teoría de Construccionismo, de Bateson teorías y Landamatics (Landa, 1974) (de 2000) idiomas de Cybernetics, de Chomsky (1972). Este “acercamiento de elección selectiva” y las demandas del mundo comercial corporativo ha generado la atención de un modelo de coaching “científico-practicante", donde una metodología más académica y más rigurosa actuará como una prueba patrón y de validación en la práctiva. Para muchos, el coaching está lejos de ser una profesión, a pesar de la existencia de aquellos que se dedican a entrenar profesionalmente (Grant, 2003b). Las actuales preocupaciones sobre la definición y validez de los términos puede ser explicada por una profesión que “ha convergido” en lugar que "emergido” hasta su posición actual.

Uso del Coaching. Aplicaciones

• Entrenador de negocios
• Entrenador ejecutivo.
• Entrenador de vida.
• Entrenador de desempeño.
• Entrenador de deportes.
• Entrenador en el lugar de trabajo.

Pasos del Coaching. Proceso

No es universalmente aceptado.

Fortalezas del Coaching. Beneficios

• La ventaja predominante del coaching para el individuo y los negocios es la facilitación del aprendizaje auto dirigido. Aunque el aprendizaje este disponible a través de un entrenador, la verdadera ventaja subyacente del coaching está en la capacidad del individuo “de moverse” desde la experiencia hasta su transformación en un colaborador más capaz.
• En términos de estudio, la retención y el desarrollo de talentos se desarrollan ventajosamente mejor en las compañías que animan activamente el coaching durante las fases de transición/cambio.
• El Retorno sobre la Inversión del coaching es considerablemente más alto que el alcanzado con el coaching estándar en salones de clase, especialmente en la comunidad ejecutiva, donde los estudios muestran que ellos se desconectan 30´más rápido que el mando medio.

Limitaciones del Coaching. Desventajas

• El Coaching no es una terapia. Si fuera así el pupilo podría volverse dependiente.
• Puede ser visto como una posición del prestigio en un negocio y puede crear así un cliché de entrenadores como influyentes políticos.
• ¡Intente decirle a su jefe que es un tonto como entrenador!

Supuestos del Coaching. Condiciones

• El Coaching realmente se apoya en la idea de Malcolm Knowles del “aprendizaje adulto”, que en esencia dice que el individuo que tiene responsabilidad de su propio aprendizaje y de todos sus contrataciones, debería “ser guiado, más bien que ser conducido”.
• Este es un tópico increíblemente complicado, para una cosa tan simple. La razón que es que el coaching en sí mismo no es por definición un modelo, más bien modelos como por ejemplo el GROW, son herramientas del coaching.
• Actualmente no hay un modelo central que ofrezca una definición universalmente aceptada.

Libro: Zeus & Skiffington - The Coaching at Work Toolkit

Libro: Mary Beth O'Neill - Executive Coaching with Backbone and Heart

Libro: Bruce Peltier - The Psychology of Executive Coaching

Foro Discusiones en el Foro sobre Coaching. 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To me, the difference could be the knowledge the coach should have about the strenghts of the coachee... 10   4 comentarios Use of the Body in Coaching What do you think about coaching approaches that use the body to generate awareness and to develop soft skills… - Are they acceptable in your culture? - Do they fit in corporate coaching?... 9   5 comentarios Qualitative and Quantitative Benefits of Coaching Mentoring and coaching both have qualitative and quantitative benefits (aspects). For example, using multiple data collection tools during my research resulted in verbal and numerical data; that is q... 9   3 comentarios How to Raise Productivity by Coaching? Be patient + be patient + be patient = success in coaching, but it is too hard to raise the productivity by coaching only. There are too many factors involved to increase the productivity and there a... 8   2 comentarios Being a 'Good-Enough' Coach is the Best that we can Be... Working as coaches we detect and explore the patterns which reveal pictures of a client's inner landscape – a window to their 'inner-selves' perhaps? To contain that narrative, we explore our own rela... 8   8 comentarios The Wheel of Life: Balance your Life Life is not uni-dimensional; balance in life comes from fulfillment in all areas. If we overly focus on one or just a few areas of our life, these tend to to weigh heavily on our psyche and bring abou... 7   Psychodynamics, Coaching and the Validity of All Emotions We currently operate in a world which appears to favour happiness above anything else – almost as a 'right'. I'm not convinced by this. 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Cursos sobre Coaching. Curso de Iniciación Curso Avanzado Curso para Expertos

Mejores Prácticas Los temas mejor valorados sobre Coaching. Aquí encontrará las ideas más valiosas y sugerencias prácticas. 🥇 Team Coaching by Managers Are you a manager or a coach? According to a new book by Google's Eric Schmidt, Jonathan Rosenberg and Alan Eagle there is little difference. The Trillion Dollar Coach is a tribute to Bill Campbell... 35   8 comentarios 🥈 Mentoring versus Coaching Mentoring has high interest for me. Based on my observation and that of other officers, a great gap exists in planning and delivery. So mentoring should help to improve teacher competencies. A more ex... 28   23 comentarios 🥉 ACT Hexaflex Therapy and Business Coaching What is ACT Hexaflex Therapy. Meaning ACT is a behavioural-focused psychological flexibility treatment or therapy which was developed by Steven C. Hayes in the 1980s. ACT is a process-based therapy, ... 21   Preconditions for Successful Coaching I believe that coaching is a tool that helps to facilitate the learning progress of certain practices or habits. It does not produce a change on its own. It depends a lot on the WILL of the one being ... 19   4 comentarios Coach People's Strengths or Weaknesses? Coaching people's strengths I find is much more effective than coaching their weaknesses. Working on a strong usually preferred area is more motivating than concentrating on something that perhaps the... 18   5 comentarios Coaching is Expert-aided Goal-oriented Learning A coach is one which takes you from the the present place to another desired place. Therefore coaching is goal-oriented learning with the aid of an expert in the field.... 12   5 comentarios Why Leaders Need Coaching Leaders must be very conscious of their actions and of the impact they have on others. Coaching is an excellent tool to gain consciousness. Any other reasons why coaching is particularly useful for le... 12   9 comentarios Using Incentives and Rewards in Coaching Is it helpful for coaches and coachees to provide different types of incentives or rewards for better performance? Of course better performance by itself is already rewarding, I'm just considering to... 11   4 comentarios

Consejos de Expertos Conocimientos avanzados sobre Coaching (Inglés). Aquí encontrará consejos profesionales de expertos. Consejos de Consultoría Consejos de Enseñanza Consejos Prácticos de Implementación Myths on REACHING the top What Experiences, Qualifications and Characteristics are Needed to Reach the Top? I'd like to contribute a summary of an article by HRM Professor Monika Hamori of Instituto de Empresa Business School. H... How to Prepare Someone for a Critical Situation Leadership, Crisis Management, Preparing for a Major Event, Preparing for a Pivotal Moment, Coaching, Negotiating When people are connected to their core self and values, they are more likely to achieve their best performance as they ... Write a Personal Mission Statement Establish focus on who you want to be in your life... Covey wrote this pearl of wisdom in his book Seven Habits: "The key to the ability to change is a changeless sense of wh... Building an Organizational Coaching Capacity Developing an Organizational Coaching Capacity, Learning Organization, Developing Coaching as an Organizational Capacity COACHING ON AN INDIVIDUAL LEVEL In their book "Trillion Dollar Coach: Lessons for Managers", Google's Schmidt, Rosenber... GENIUS Coaching Model Coaching Talented People I developed the GENIUS coaching model as a guide to managing a creative thinking coaching session. This grew out of my e... What is Your Leadership Point of View? Reflection on your Leadership Style In my experience very few leaders are able to define and succinctly articulate their leadership point of view. The reaso... Promotion-focused versus Prevention-focused Employees Motivating your Coachee An interesting way to look at coachees for motivation purposes is described by Heidi Grant Halverson and E. Tory Higgin... Personal Benefits of Coaching Explaining the Advantages of Coaching at Coacheel Level Here is a list of some typical advantages of using a coach as an assistant to your personal and professional development... History of Coaching Organizational Development, Background of Coaching - In the context of management, the term coaching appears to have first been used by Myles Mace in 1958 and was seen as ... The GROWTH Framework for Coaching Extended Coaching Model to Guide Coach-Coachee Interactions The GROWTH model adds two more dimensions to this coaching model. Once deciding what the coachee will do, we look at: -... Identify and Develop Leadership Abilities Leadership Development, Management Development, Coaching, Mentoring Covey's 4 Roles of Leadership® helps managers to identify and develop 4 important abilities of 'true' leaders: Modeling... Organizational Benefits of Coaching Explaining the Advantages of Coaching at Organizational Level Here are some typical benefits of using a coach to overcome problems within an organization: - Coaches may help to iden... What is the Opposite of Situational Leadership? Leadership Development, Management Development, Coaching, Mentoring Situational Leadership can be seen as an adaptive style. The opposite, non-adaptive, or inflexible, style of leadership ... Five Leadership Development Ideas Leadership Development, Management Development, Coaching, Mentoring Although years of research and analysis by biographers, historians, and scholars have produced an enormous library of bo... How to Develop your Own Leadership Philosophy Leadership/Management Development, Coaching, Mentoring In an article “When should a leader be directive or empowering? How to develop your own situational theory of leadership... Ineffective Behavior Analyzing Manager, Employee or Self Behavior There are many different forms or manifestations of ineffective behavior, such as - Finding it difficult to say 'no'. ... 4 Patterns of Behavior Creating Behavioral Awareness According to Willem Roding there are 4 patterns cuasing behavior: 1. INSTINCT: Stimulus --> Reflex. Automatic decision:... The Relationship between the Power of Leaders and Overconfidence Leadership, Power, Leadership Development, Executive Education Fast et al. (2012) researched the relationship between power and overconfidence. In many cases it can be seen that decis... Psychoanalysis and Coaching Similarities and Differences Psychoanalysis is focused on what does not work, on dis-functional thoughts and behaviour, depending on the approach it ... Recognizing Distressed Managers in Leadership Pipeline Transition Coaching, Mentoring, Management Development, Leadership Development Moving from one manager level/phase to the following in the Management / Leadership Pipeline is a difficult task. Freedm... Freud's Personality Types Personality Types, Leadership Development, Management Development, Coaching, Mentoring Freud recognized that there are an almost infinite variety of personalities which could be in the end broken down into 3... How to Assess Relational Skills of the Coachee? Human Resources, Leadership You can use the 4 dimensions of relational skills to assess relational skills: Influence skills: - Look for a history... How to Develop Better Relational Skills? Human Resources, Leadership Although it is not necessary to be interested in or skilled at all four dimensions of relational work in order to succee... CEOs Time Spent per Stakeholder / Constituency CEO Coaching, CEO Time Management, Stakeholder Management Research by Porter, Nohria and Higgins among 27 CEOs revealed the following interesting data on with whom they spend the... The Best Managers in Coaching Employee Development, Employee Growth, Coaching by Managers, Mentoring, Career Management, Management Development Gartner (2018) surveyed 7,300 employees and executives across 25 industries and found that there are 4 types of managers... Family-Work Conflicts (FWC) and Daily Job Performance Family-work conflicts, Coaching, Mentoring, Job Performance FAMILY ROLES and WORK are two factors influencing each other: - Work can interfere with family roles; this is called a W... Practical Tips to Increase the Performance of your Employees Employee Development, Employee Growth, Coaching by Managers, Mentoring, Career Management, Management Development The performance of an employee (or a team of them) depends on many factors. 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Fuentes de Información Varias fuentes de información sobre Coaching. Aquí encontrará powerpoints, videos, noticias, etc. para usar en sus propias conferencias y talleres. The Fatal Coaching Mistake by Managers Coaching, Mentoring, Management, Leadership Managers and executives often don't realize how much influence they have over their staff, by just being their superior... How to Become a Master Manager? Introduction to Managing People. Know Thyself This good introduction presentation is about how to be a Master Manager. By J. S. Osland, D. A. Kolb, I. M. Rubin and M.... Introduction to Coaching Employees Organizational Coaching, Employee Assistance Presentation about Coaching, thereby focusing on Employee Assistance (EA) coaching. 1. The Importance of Coaching 2. C... Coaching vs Counseling A Comparison Comparison of counseling and coaching on 6 characteristics.... Building the Helping Relationship 10 Principles for Facilitative Consultancy Superb article by MIT Professor and OD consultant Edgar H. Schein in which he concludes that: "... The decisive factor ... Assess your Personality Type to Plan your Career Career Management, Career Planning, Personality Types This presentation elaborates on how to define your personality and the career that suits best to you. The presentation i... NLP: The 6 Neurological Levels 6 layers to view at the reality of a person or issue Neuro Linguistic Programming (NLP) is used increasingly by businesses and individuals in HR, marketing, sales and organi... Hearing versus Listening Communicating Effectively, Active Listening, Coaching, Mentoring A comprehensive presentation about listening and how to do it well. Includes a scheme of the steps in the listening pro... Daniel Goleman on Competence Development Competence Development, Coaching, Mentoring Daniel Goleman gives 5 steps on how to develop a personal competence: 1. Ask yourself: Do I really care? 2. Get honest... Coaching vs Mentoring A Comparison Comparison of mentoring and coaching on 7 characteristics.... Introduction and Summary of (Executive) Coaching Initial Understanding of Coaching Chris Ruisi explains: 1. What is coaching? 2. What makes a good coach? 3. What is special about executive coaching? ... Steven Covey on his 8 Habits of Effective People / Managers / Leaders Understanding the 8 Habits of Covey. Leadership Development, Management Development, Coaching, Mentoring In this video Steven Covey explains his 7 habits plus the 8th habit he added later: 1. Be proactive 2. Begin with the ... The Performance Effects of Coaching Coaching, Performance Paper by Ritu Agarwal, Corey M. Angst and Massimo Magni on the effects of managers' coaching intensity on the performanc... How to Manage Challenging Situations and Challenging People? People Management, Conflict Management, Persuasion, Challenging Situations This presentation is about the management of Conflicts, other challenging situations and about managing challenging peop... Manager? Why you need Coaching and Mentoring Skills Management Skills, Coaching Skills, Mentoring Skills, Management Development, Leadership Development Effective managers understand the difference between their role as a mentor and as a coach in developing their people an... Practical Communication Tips for Managers Management Skills, Leadership Skills, Management Development, Leadership Development, Situational Leadership As manager you need to combine professional expertise and experience with specific character traits, interpersonal and c... Communication Essentials: Non-verbal, Verbal and Listening Skills Communication Skills, Personal Skills, Confidence, Power, Influence, Sincerity, Trust Presentation about communication skills, including non-verbal and verbal communication and listening skills. The present... Mindfulness and Wellbeing at Work Wellbeing, Well-being, Mindfulness, Motivation, Employee Commitment Time Management, Coaching This presentation elaborates on the concept of mindfulness in the workplace, and includes the following sections: 1. Ou... The Role of Supervisor | Skills of Supervisors Skills of a Supervisor, Supervisor Role, Supervisor Behavior This presentation elaborates on the skills that supervisors need in order to be successful in their business/organizatio... All the World is a Stage (Shakespeare) Impression Management, Communication Explanation of the main ideas of sociologist Erving Goffman regarding Impression Management. Shakespeare wrote: "A... Johan Cruijff on Coaching Coaching, Mentoring, Goal Setting, Teamwork In this video legendary Dutch football player and coach Johan Cruijff (1947-2016) presents some of his inimitable ideas ... Young Steve Jobs on the Role of Managers Management, Leadership, Talent Management, Talent Acquisition, Talent Development This video is a nice start for any management course. Jobs shares some ideas on managers (in a high-tech environment) an... How you can Change and Improve Yourself Self Development, Coaching, Mentoring, Management Development, Leadership Development Coach Tony Robbins explains that you can only achieve good results in changing or improving yourself if you: Not onl... Peer and Co-worker Relationships Relationship Management, Emotional Intelligence, Coaching, Emotional Work, Relationship at Work, Employee Relationships This presentation is about the relationship between peer and co-workers, and includes the following sections: 1. Nature... Guide Toward Coaching your Employees Coaching Employees, Performance Reviews, Giving Effective Feedback Presentation that provides information about the ways to effectively coach employees. The presentation includes the foll...

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