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COACHING AND MENTORING Quote: „Whatever you can do, or dream you can… begin it; boldness has genius, power and magic in it” (Johann Wolfgang Goethe) 1) How we at MABOR understand the process of coaching
We understand individual coaching as a process of supporting the development, acquisition and consolidation of one’s skills, with the help of another person, through observation, providing feedback, practicing skills and case-study analyses. Individual coaching is also a highly specific form of psychoeducational contact which is attainable and effective solely thanks to a feeling of safety and trust, which is built through “work on a relationship” between two people: a coach and a person being the subject of this process.
A coach plays the role of a manager, a facilitator and a motivator, and not the role of a judge or person merely issuing orders. As the co-creator of the atmosphere at the meetings, the coach has to take care that they are constructive, that they create conditions for development and changes, as well as for the willingness to take on new challenges and tasks.
To be effective, coaching also requires the use of adequate methods depending on a workers’ stage of development, their maturity, qualifications, independence, and many other personality features.
Therefore, without the coached person’s participation it is impossible to formulate a detailed programme of the coaching process, even if one has at one’s use the preliminary suggestions provided by the person’s superiors or the results of the person’s assessment interview.
We begin the process of coaching meetings with a preliminary session, the so-called „contractual session”, at which we establish the organizational details and most of all the substantive content of the coaching. These two elements are, naturally, interconnected with each other. Sometimes, SWOT or SMART procedures used at the first meeting, prove useful and facilitating for concluding the agreement.
Decisions concerning the type of coaching and the planned methods are made depending on the preliminary, diagnostic session. The effectiveness of this process always depends on the use of adequate methods, ways of analyzing, the diagnosis of difficulty, as well as on the practise of new skills and boosting the already extant capacities.
In cases of coaching for people holding managerial positions, it is crucial to put emphasis on their (psychological) capacities involved in personnel management, cooperation building and achieving synergy effect, but most importantly on developing their sense of inner power and capacity as they move from the position of a manager to the position of a leader.
Coaching is: A planned, two-way process in which one develops one’s skills and enhances specific capacities through accurate assessment, well-directed practice and constant feedback. Eric Parsloe „Coaching and mentoring” Key words:
Development
Relationships
Goal and Direction
Strengths
Decisions
Balance 2) Course of coaching process and concluding the contract
Specifying the subject master of the coaching series
Establishing the goal Number of meetings / length of the coaching series
Frequency of meetings
Length of a meeting
Place
Date of a meeting
Confidentiality
Lateness
Breaks during the coaching series/session
Establishing the ways of measuring effects
Homework
Diagnostic tools
3) Our standards
4) Type of coaching and who it is directed at:
We offer two types of coaching – individual or team coaching, which can be directed at:
- executives/management – Executive Coaching;
- managers at all levels (heads) – Leadership, Business Coaching;
- HR managers and specialists
– Career/Transition Coaching, Work-Life Balance Coaching;
- other specialists – coaching tailored to a job/position ;
- everyone who is willing to work on their personal goals – Life/Personal Coaching
5) Coaching programmes: - closed and open:
“Effective Coaching – an offer of coaching workshops for in-house coaches”
“Coaching style in personnel management – and offer of workshops for managers and HR specialists”
“Individual coaching, based on Positive Organizational Scholarship”
“CAREER COACHING i.e. support in individual professional career development” 6) Our coaches and our values:
Coaches’ profiles:
Our values: Development and self-improvement Boldness and honesty Humour and openness Humbleness and respect
7) How does the company’s investment in individual coaching pay off?
The process of coaching lasts from a few months to a year and results in long-lasting and valuable changes, in contrast with often a short-term post-training effect. Coaching is a change at the level of mental models, values, beliefs, and not only at the level of behaviours or new skills. Coaching is achieving personal mastery which is indispensable for introducing life changes and for developing business or entire organizations and societies.
¢ Investment in coaching pays off through/by:
¢ Orienting the client towards problem solution and values, and not to limitations, which provides motivation and releases the latent energy into action and affects work effectiveness;
¢ Changing the way of thinking and releasing the client’s potential, which has influence on the client’s work performance and the company’s income;
¢ Changing strategies for a team or an organization in situations that demand seeking new solutions, which enhances development and overcoming a crisis;
¢ Setting up new courses of action in a company, creating solutions and ideas, which may generate an income increase in income;
¢ Releasing the latent potential, which results in motivation, creativity and activeness boost;
¢ Improving communication and affecting team relations, which increases teams’ effectiveness and motivation;
¢ Raising awareness of one’s capacities and limitations, roles etc., that is self-awareness, which results in increasing one’s openness and self-confidence and affects work performance and communication;
¢ Boosting willingness to make key decisions which, consequently, increases the pace of a company’s development.
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