Have you noticed?
So many people are offering ‘coaching’ as a service or as part of a gamut of other skills. How they define coaching is up to them individually or as an organisation but what I think is important to understand here are a few things:
- The concept of coaching is working, we live in an increasingly complex world and time, and instead of the old structures of ‘instructions’ and ‘you do what I say’ approach from a top heavy down delineation whether it is in a work scenario, educational institution, or family unit we are finding that each individual needs to be able to make increasingly complex decisions on a day to day basis that was not required 10-20 years ago. In which case a different method is what appears to be at the helm. It is this coaching and mentoring type technique which enables individuals to think for themselves and align themselves based on their own values or what is important to them rather than being instructed or forced, which further enables many.
- The downside to this is that there are many who may state that they offer coaching and it is in fact mentoring. But along with the point above if people are more aware of this then they can do their homework and find those that fit what they are looking for and in some cases it is someone who considers themselves as a coach but may offer a different plethora of skills and experience or specific to a role within an organisation that fits what the individual needs.
- It is this differing in approach and technique that enables individuals to be more independent rather than ‘being told what to do’.
- This however, allows for more options/choices and sometimes time can be compromised. But allowing more time to research, educate oneself in the longer term further encourages the independent way of thinking and increases enablement.
Can you see the cycle created above, for every pro there is a con, but at the end the increase in independence and enablement is what the outcome.
At its core, coaching accesses something different within each person, and it is this that allows the person to flourish. Rather than telling someone what to do, asking them what it is important to them and why often gets that person thinking and anchoring into what is important. This in turn will fuel internal motivation, it can also highlight where there is a mis-match for the person and the task or the person and the organisation etc. But, it is the internal motivation that we need to access to perpetuate the forward momentum whether it is at work, or the task at hand or making better decisions, and understanding relational affairs. Yes, we can teach and model, yes we can show them or direct them, but most importantly it is knowing what they know and what drives them to do what they do well to achieve what it is that is important to them that will move each individual further forward at this present time and not keep them and us stagnating in what does not work.
Have a great day.