Coaching is an important part of any effort to bring out the best in an individual. In fact, it is a key skill that contributes to the development of an organization’s most valuable asset: its people.
Formalized coaching might be relatively new in some commercial or business organizations, but it’s actually been around for a long time. Top athletes have personal coaches to help them compete to win. Opera singers, actors, and public speakers often hire people to coach them as well.
A coach’s key role is to help an individual improve specific skills and achieve better results. They do this by providing helpful, productive feedback about specific performances.
You don’t have to be an expert in the field to be an effective coach. You just need to want to help someone achieve more. Many of the best coaches in sports were only average performers. Top athletes often make poor coaches. Top salespeople often make poor sales managers.
In business or organizational work, coaching is generally connected with professional development. The process usually involves an individual first identifying areas for improvement (with the help of the coach) and then developing skills or competencies on the job, backing that up with informal or formal training sessions or college courses.
Research has shown that there are seven competencies or factors that contribute to good coaching. This online assessment measures all seven: