Omkar Nawlakhe elucidates about executive coaching, and the requirements under the same and the goals to be attained.
Leadership and learning must go hand in hand, nowadays this means being at the forefront with the new models to lead. For its part, coaching is a trend that takes strength with greater intensity, and which proposes a change in the direction of those companies that choose to venture, to create coach leaders capable of inspiring, communicating, encouraging and managing the most valuable part of the company, which is human capital. In organizations, this type of management has produced comprehensive results and effective management.
As to the origin of coaching, it is said that this methodological paradigm was born in the United States with the objective of increasing the individual performance of athletes. López affirms that coaching, as we know it today, comes from the sports field and had a rapid expansion in the decade of the eighties, until it was introduced in business organizations.
There is also another version, which is less known. The term ‘coaching’ would be related to a special carriage that was used many years ago in the Hungarian city of Kocks, seventy kilometers from Budapest. Later it was called “car” to the covered car to transport people, and from this idea of taking people from one place to another it is said that the term coaching arose.
On the other hand, Carril tells us that coaching constitutes a fusion of certain content and practices between the culture of the East and the West to develop human potential.
In any case, thirty years have passed since the term was first used and has already been successfully transferred to the most diverse fields of human activity, as López affirms. Companies have begun to take on this teaching and more and more professionals from different sectors are turning to this alternative to improve their performance.
Precisely, the processes of coaching is developed on the basis that any person has freedom, responsibility and autonomy to develop cognitive processes and intelligences, to consciousness and will. Therefore, memory, perception, attention, reasoning, creativity, aptitudes, beliefs, values, knowledge and attributions – among other cognitive processes – are available to the subject to use intelligently, as appropriate, depending on situations and circumstances, without harming others or the context. The same happens with the emotional, artistic, spatial, etc.
BUSINESS COACHING : INGREDIENTS AND STAKES
Business coaching applies to individuals and executive teams of large corporations, as well as to owners and managers of small businesses and other organizations. For this reason does not affect the size of the organization and the turn of the same. Any company can apply executive coaching, which constitutes a collaboration between an executive and the coach, for the purpose of achieving a sustained change in behavior and transform their quality of professional or personal life.
Coaching professionals are able to identify the cultural patterns of societies and organizations that the subject integrates and to which they must adapt, and guides them so that these issues are managed intelligently.
Although, executive coaching is always focused on the subject’s working life, there is no doubt that the development of certain work-related skills and competencies can be transferred to the personal and private sphere.
Many companies now recognize that coaching is a skill that all managers and team members must possess. Nevertheless some organizations give up of this valuable tool for not having promoted the coaching in its managers.
There are factors that must be taken into account to be able to execute the coaching in your company, starting with Identify when applying the coaching becomes a necessity.
The researchers agree that the client is the central element of the coaching process, not the professional who directs the process, nor the techniques used nor the coaching process itself (Barrios). On the client we can summarize that his participation must be voluntary and accepted, although he had not proposed the realization of the process nor was the initiator of the same.
Such is fundamental that people understood why the company is running a program of this type, and this may be because people do not fully understand what coaching is. Some believe that it is a kind of training and that is to tell people what to do and show them how to do it.
Others think it is about counseling and only use coaching when there is a problem that caused poor performance without focusing on it as a constant activity. Not everyone has a good understanding of what coaching is and how it differs from coaching, mentoring and counseling. It may also happen that people who have not experienced effective coaching have no experience or no idea why coaching can be of benefit to them.
In order for employees to move forward and participate in a training program they have to be aware of what the coaching skill implies and how they can benefit.
In conclusion, we can say that management relies a great part of the success of the implementation of coaching in a company, since human capital is under its subordination, so it requires a preparation that allows it to boost the development of the group under its charge, and thus achieve the growth of the organization in parallel.