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Coaching Philosophy

Posted by on Feb 5, 2014 in Coach Corner

Human beings are always capable of developing.

The motivation to develop exists or it can be created.

Development can be accelerated through work with another human being who has the skill, time, and commitment to help the personal change process.  This can be characterized as a coaching relationship.

Trust must exist or be established between the coach and the client in order for the relationship to be fruitful.  The exchanges between the client and coach are confidential.

Trust is established by an authentic interest in and respect for the client’s ideas, feelings, values, goals, and capacity to grow as a person and professionally.

In order to create a development plan, clients need clear information about their behaviors and performance and ways of understanding that information.

Information can be gathered through assessment tools, gathered from those who interact with the client, and from the client’s interaction with the coach.  The coach must provide the client a consistent set of feedback methods to strengthen self-awareness.

Self-awareness, in the context of the workplace, may include patterns or trends in behavior that are not consistent with the client’s expressed values or self-perceptions.

The coach can help the client understand alternative frameworks and approaches, practices, and test these for the best outcomes.

When a client has made sufficient desirable change, it is the coach’s responsibility to help the client develop maintenance strategies that do not require continued reliance on the coach.

The coach’s desired outcome is to see their client grow with depth and understanding so they are in a better position to support the development and growth of others in their group.