A633.8.3.RB - How do Coaches Help?

Coaching is a popular capacity-building tool, especially in the area of leadership development (Deans, & Oakley, 2006). Coaches are able to help employees stay focused on the organizational goals; they also assist in developing a strong sense of awareness and connection to the behaviors that can enhance effectiveness. It provides instrumental value to development and success of the organization. The International Coach Federation provides a great definition:  “Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential” (International Coach Federation, 2010, p. 92). A coach identifies the needs, weakness and strength of the client in order to channel the client’s strength to achieve the required goal.

Coaching is a vital part of leadership and organizational growth. Coaching represents a powerful strategy for meeting the continuous growth and “connectedness” needs of future leaders (MATTONE, 2012). Coaching is personal development method that nurture a person’s own abilities in order to improve behavior and performance (Deans, & Oakley, 2006). Additionally, Coaching can be key methods assisting leaders to adjust their behavior to give space for the organization to change. According to Deans, & Oakley, (2006) coaching provide ways of helping individuals become aware of and responsible for their own actions – a core aspect of leadership development.

Coaching has an impact on a individual lever, this in turns has an impact on the organization, during the change process. Coaching also improved styles of leadership, management and communication within the organization. Additionally, coaching can have a positive impact on performance when employees realize how cultivating new abilities can help them advance. Coaching helps strategy of the organization by impacting leadership across all levels. It increased confidence and self-belief leaders. It helps encourage and develop creative thinking and problem solving through reflection and discussion with an external person. Moreover, coaching improves the sustainability of management and leadership.

Coaching is a great tool for organization to utilize when cultivating their leaders. The Navy has a mentorship and coaching program to encourage junior sailors to reach out to superiors and learn from their experiences. I think my organization can better utilized coaching by making it more a formal session. This approach will encourage individuals to take coaching more seriously and invest in their own future growth.

Reference:

Deans, F., & Oakley, L. (2006). Coaching and Mentoring for Leadership Development in Civil Society. Retrieved March 3, 2016, from http://www.intrac.org/data/files/resources/371/Praxis-Paper-14-Coaching-and-Mentoring-for-Leadership-Development.pdf

International Coach Federation. (2010). ICF code of ethics. Retrieved from http://www.coachfederation.org/about-icf/ethics-&-regulation/icf-code-of-ethics/

MATTONE, J. (2012). Executive Coaching: A Vital Strategy for High-Potential & Emerging Leader Development · John Mattone. Retrieved March 06, 2016, from http://johnmattone.com/executive-coaching-a-vital-strategy-for-high-potential-emerging-leader-development/