Coaches Coaches Aid Individuals To Develop

Coaches Coaches Aid Individuals To Develop

Coaches

Coaches aid individuals to develop specific attitudes, knowledge and skills. Strictly speaking it is a line manager's role to act as a coach, to bring people up to their level of competence required to do their job. Sadly, until recently, it was rarely built into line managers' job specifications that they should undergo training in coaching and that their mastery of coaching be included in their appraisals. Increasingly at senior level, coaching is being outsourced and the resulting conversations are highly confidential with no reporting back to line managers. There are several different types of external coaches, including specialist consultants and sport personalities - who have developed their skills in strategy, team building and motivation and transferred them from the sports field into the workplace.

One of the most frequently used sources of coaching seems to be the outside consultants. There are numerous examples of consultants, or trainers, who have been hired to work on a particular project within an organization and who have, over time, become a confidant (e) to whom a manager can turn and discuss a wide range of issues. In one predominantly-male organization, a woman manager noted, 'Usually the female influences are not within the company, but come from other women working as consultants who are therefore independent of corporate pressures'. This relationship continues long after the official contract with the organization has ended. One manager talks of 'gaining very helpful personal executive coaching which still continues on an ad hoc basis'.


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