Coaches provide value to their clients in several different
ways. First of all, their job is not to
find the solution for the client, but instead guide the client to finding their
own solutions (Von Hoffman, 1999).
Therefore, the
client feels a deeper sense of accountability and ownership over their own
decisions (Goleman, 2000). This is
important because coaching is a short-time contract that has an end goal of
preparing clients so they can solve their own problems and attain measurable
results (Von Hoffman, 1999). Also,
coaching nurtures a person’s independence and creativity offering them more
options for problem-solving (Von Hoffman, 1999). Most importantly, coaching aids clients in
the process of identifying their goals and setting deadlines (Von Hoffman,
1999). Once the goals are identified,
the coach adds value by assisting the client in aligning their goals and
mission to the strategy that they have set in place (Goleman, 2000).
Coaching is a vital aspect of both leadership and strategy
because as stated earlier, it helps clients identify their goal and align it
with a flexible and adaptable strategy (Goleman, 2000). Coaching can be adapted to the individual,
taking into consideration behavioral differences and personality traits. There
is no “one-size” fits all strategy, and coaching styles are flexibly adapted to
the client and the needs of the organization (Von Hoffman, 1999). Coaching, being “future-oriented” guides a
client through the implementation of strategies that not only meet the expected
goals, but are flexible and adaptable enough to meet any unforeseen changes in
the environment (Obolensky, 2014). With
the assistance of a coach, clients can safely be guided in the implementation
of emergent strategies which as Obolensky (2014) points out, “emerge naturally
rather than those which are forced down into the organization” (p. 94). This is vital for leadership because it helps
to create a more effective leadership style that is adaptable to complex environments.
Strategies then become more effective as
well because instead of being rigid, they can effectively be applied to
changing dynamic situations while still maintaining a focus on a set goal.
Coaching can make an enormous difference in an organization
because it helps leaders set attainable goals and shows them how to get from
point A to point B through aligning their strategies with the organizations
mission (Goleman, 2000). It also teaches
leaders how to align their own personal goals with the mission creating a sense
of “accountability for their performance” (Goleman, 2000, p. 82). Employees are able to improve their
performance creating higher levels of motivation (Obolensky, 2014). Coaching can “break old habits, stimulate
creative thinking, and establish an integrated process that sets clear ways to
achieve sustainable results and increased profits which is essential to
business strategy development” (Society
for Industrial and Organizational Pyschology [SIOP], n.d.).
On a personal level, I feel coaching
could be a valuable tool for myself and my organization in helping employees
gain a clear perspective on their personal goals as well as the organizational
goals as a whole. With campuses being
spread out and with a leadership team that is located in a completely different
country, sometimes there is not a clear understanding of the organizations
mission. Through monthly town hall
meetings we are reminded of the objectives we have to meet and an overall sense
of the organizations goals, however coaching would offer a more tangible
approach to aligning our own goals with those of the organization as a whole (Goleman,
2000). In addition, because many campuses are run by
one or two people alone, it provides employees with the tools to learn how to
problem-solve on their own (Van Hoffman, 1999). Therefore coaching is a valuable tool for campuses
that sometimes do not have local assistance or the guidance of a leadership
team for issues that need immediate attention.
Coaching can be an important asset to any
organization. It provides value to an
organization and the employees and is a valuable tool for leaders as well as an
important resource in the creation and implementation of effective strategies. It can make an enormous difference on how an organization
operates by streamlining the strategy making process and helping to identify
goals and connect them effectively to the strategies begin implemented. I feel coaching could be a beneficial practice
that should be incorporated in my organization.
References
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