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The Important Rules Of Business Coaching

Aug 18, 2007
Coaching means helping other people, usually the manager and the top management, in improving their proficiency and competence at carrying out certain tasks. While coaching might also involve teaching new things, this is always a minor part in the process. A coach usually never teaches a person, but only helps a person polish inherent skills, and improve productivity in various ways, and be exposed to new ideas. As such, the real goal of a coach would be to help a person improve his/her performance.

A coach is an expert who uses behavioral change tools and techniques to bring about a desired change. Coaches can be defined as resource people, rather than the more glamorous Experts or Gurus. Coaching is a specialized skill, and a powerful tool that can bring about radical changes in others, and the way they perform. Hence, like any other skill, coaching is a skill that needs continuous learning, re-learning, and practice to be used effectively. Some of the important rules of business coaching are-

Confidentiality and Expectations- There should be a clear understanding as to what would be shared with the boss, and what aspects of coaching or other personal aspects have to be kept confidential. Expectations should also be set right in the beginning, along with the goals. Coaches should clearly explain why these are profitable both for the individuals, as well as the organization. It makes sense to align the goals of coaching with the objectives of the organization.

Performance Observing- Performance of all the participants should be regularly monitored, and various needs of the performers should be determined. This could be in various areas like; knowledge about the task assigned, the skill applied in executing a particular task, the willingness towards completing a task, as well as the confidence level or any barrier that might be present, limiting the performance of any particular person.

Coaching- A successful coaching would entail execution of appropriate methods that would show improvement. This will involve giving relevant advice, coaching that would result in skill-building in a direct manner, producing a challenging environment to stimulate a person and formulating better tools that would ultimately remove the barriers in the performance of an individual.

Measuring the Result and Evaluating- All behavior should be compared to results, and this should be ultimately compared to the goals that are set. A target should always be sufficiently lowered or raised according to the ability of the performer, to sustain a challenging environment without stressing out any individual. A fine balance needs to be maintained here, as you never know when an individual might cross the Tipping Point, that might make him/her totally disinterested, as well as lead to the loss of important human resource.

When continuous improvement is desired, the process will need to be repeated. When you are coaching others, you should always state the success result that you want, or the criteria that will define success for you in a particular case. You should also make it a point to recognize every success, regardless of its importance or intensity, and when faced with a tumbling block, you are always expected to provide a solution, and should never indulge in criticism.
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