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coaching
- approach
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Coaching
can come in many forms and be delivered through many approaches.
The key to selecting the right form and approach is in appropriate
up-front discovery. It is essential that the needs of the
individual and the environment (the types of projects or programmes)
are understood to help the coach decide upon the best approach,
the form of coaching, the intervention expectations and a
set of key goals for the individual and their organisation.
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support
(mentor) -
new to the role or working toward accreditation |
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Coaching
style:
- the
coach acts a 'sounding board / safety net' for both the
individual and / or the organisation
- coach
uses supportive style - pursuing 'what if ' scenarios, cautioning,
prompting - may quickly move to 'hands on' if appropriate
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- experience in their role or moving up the ladder
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Coaching
style:
- the
coach acts a 'catalyst' to the individual and / or the organisation
shaping and channelling individual and organisational approaches
- coach
uses explanatory / illustrative / informative style - approach
involves facilitation and demonstration (show and tell not
do), advising, informing, challenging level of information
/ knowledge absorbed.
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hands
on (do) - practical teaching on the use of new tools and
techniques |
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Coaching
style:
- the
coach acts a 'skilled / specialist resource and role model'
- with aim of knowledge and skills transfer
- coach
uses advisory / practical style - giving and demonstrating
expert practical techniques, tools etc. via advice and actual
demonstration.
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challenge
- aimed at those with significant experience in the role |
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Coaching
style:
- the
coach acts as 'knowledge master' to the individual and /
or the organisation to sharpen outlook and skills.
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