COACHING-INTRODUCTION AND

MEANING
• Coaching is a means and not an end in itself.
• Development does not occur just because coaching.
• Coaching could be an effective instrument in helping
people integrated with their organizations and have a
sense of involvement and satisfaction.
• To be a successful coach required a knowledge and
understanding of the process as well as the variety of
styles, skills and techniques that are
Objectives of coaching
Coaching aims at developing employees
organization by:
1. Helping them to realise their potential
managers.
2. Helping them to understand
themselves – their Strengths and
weaknesses.
3. Providing them opportunity to acquire
more insight into their behaviour and
analyses the dynamics of such behaviour.
 .

4. Helping them to have a better

understanding of the environment.
5. Increasing their personal and
interpersonal effectiveness.
6. Encouraging them to set goals for future
.
improvement.
7. Encouraging them to generate
alternatives for dealing with various
problems.
8. Helping them to develop various
action plans for further improvement.
 Conditions for Effective
Coaching
1. General Climate of Openness and
Mutually:-
A climate of minimum trust and
openness is essential for effective
coaching.
2. General Helpful and Empathic
Attitude of Management:-
Coaching involves effective helping,
which is not possible unless the
coach has a general helping attitude
3. Uninhibited Participation by the
Subordinates in the Review Process:-
coaching is not a one-way process of
communicating to the employee what he
should or should not do.
-it is a process of developing a dialogue
which eventually contributes to a better
understanding on the part of the
counselee.
4. Dialogic Relationship in Goal-setting and
Performance eview:
 Performance coaching focuses on the
counselee’s achievement of the performance
goals set in consultation with his superior.
5. Focus on Work-oriented Behavior: the main
purpose of performance coaching is to help the
employee to improve his performance.
- coaching can be effective if the focus is kept
on the work-related goals.
6. Focus on Work-related problems and Difficulties:
performance coaching is not only related to the
achievement of goals, but also to the contextual
problems in achieving o not achieving the goals.
7. Avoidance of Discussion on salary and other
Rewards: the main purpose of performance coaching
is to use performance appraisal in planning and
improvement of the employee, rather than in
understanding the relationship between performance,
rewards and salaries.
 Process of coaching
• Coaching is given by one who is senior to
the person, receiving the help in terms of
competence, knowledge, psychological
expertise, or in the hierarchical position in
an organization.
• There are three main processes involved
in coaching- communicating, influencing
and helping.
 Communicating
• Interpersonal communication is the basis of
performance coaching and review in which
both the superior and the subordinate are
involved.
• There are three main elements in
communication:
• Listening: listening is the first effective step in
communication. Listening involves paying
attention to the various messages being sent
by the person. Listening to feelings and
concerns is very important for effective
coaching.
• Asking Questions and Responding:
questions can facilitate or hinder the
process of communication. They can
help in getting more information,
establishing mutuality, clarifying
matters, and stimulating thinking.
• Questions that do not help: the
following types of questions are not
only unhelpful, but thy also hinder the
process of effective coaching:
(a)Critical questions: Questions which
are used to criticize, reprimand or
doubt the counselee, creates a gap
between him and the counselor.
(b) Testing questions: questions that
are asked to find out whether a
person is right or wrong, or how
much he knows, are evaluating o
testing questions.