The dearth of talent speaks to self-absorbed leaders who focus more on results than people.
Dedicate yourself to developing people. Great people deliver great results.
The coaching-leader is the leader of the future.
Coaching is training or development in which a person called a “coach” supports a learner in achieving a specific personal or professional goal. The learner is sometimes called a “coachee”. Occasionally, “coaching” may mean an informal relationship between two people, of whom one has more experience and expertise than the other and offers advice and guidance as the latter learns; but coaching differs from mentoring in focusing on competence specifics, as opposed to general overall development.
Some coaches use a style in which they ask questions and offer opportunities to challenge the learner to find his or her own answers. This helps the learner find answers and new ways of being[clarification needed] based on their own values, preferences and perspectives.
There are many definitions of coaching, mentoring and various styles of management and training.
What follows are more succinct definitions of the various forms of helping. However, there may be overlap between many of these types of coaching activities.
Managing is making sure people do what they know how to do. Training is teaching people to do what they don’t know how to do. Mentoring is showing people how the people who are really good at doing something do it. Counselling is helping people come to terms with issues they are facing. Coaching is none of these – it is helping to identify the skills and capabilities that are within the person, and enabling them to use them to the best of their ability.
Professional coaching uses a range of communication skills (such as targeted restatements, listening, questioning, clarifying etc.) to help clients shift their perspectives and thereby discover different solutions to achieve their goals. These skills are used when coaching clients in any field. In this sense, coaching is a form of ‘meta-profession’ that can apply to supporting clients in any human endeavor, ranging from their concerns in personal, professional, sport, social, family, political, spiritual dimensions, etc.
15 qualities of great coaches:
- Grow themselves. Know-it-alls make lousy coaches.
- Practice self-reflection. Growth requires reflection. Successful coaches know how to observe themselves and others.
- Enjoy people.
- Ask more than tell. Curiosity drives the coaching process. Knowing, at least in the beginning, gets in the way. Even if you think you know, pretend you don’t.
- Leave space for responses. Silence precedes enlightenment.
- Reveal their own journey when it’s helpful, but don’t need to out-do, one-up, or talk about themselves.
- Have their own coach. Great coaches have coaches.
- Show compassion. Compassion builds foundations for touch conversations.
- Challenge bull crap. Great coaches challenge one-sided perceptions, narrow perspectives, and inconsistencies.
- Embrace your goals. Coaches who don’t accept your goals are manipulators.
- Keep secrets.
- Feel optimism about people and progress. Great coaches believe progress is probable with work.
- Focus on behaviors within control.
- Let go of past failures and disappointments. Growth requires starting over.
- Don’t need to be right; explore options.
Bonus: Press for improvement, progress, and results.
The difference between hand-holding and coaching is high expectation.