By its definition, one can already figure out the value that coaching brings to an organization, to its executives, down to the ordinary people. Coaching is working one-to-one with a qualified, a one hundred percent dedicated mentor. The coach conveys updated information to his clients, focusing time and effort training on them. These are all for the advantage over the life and business of the customers. He focuses even more; far beyond the transfer of learning to a client. He aims to make a “change in attitude” on the client’s side. Difficult it may seem at first, because it involves a trial-and-error process. Nevertheless, when coaching is focused coincidentally on the right people or organization, attitude can change very rapidly. A good example of coaching that almost “says it all” is established in the definitions of coaching by Peterson & Hicks (1996) describing it as “the process of equipping people with the tools, knowledge, and opportunities, they need to develop themselves and become more effective.”
Merely focusing on transfer of information is a weak approach to coaching. Here are some good coaching examples:
• Sales Coaching- one that is active, enabling those receiving the coaching to have real opportunities to practice, integrating new behaviors and attitudes into their repertoire of skills and abilities.
• Business Coaching- members highly participating and geared solely to the client’s needs and there is an exchange of ideas and concepts through dialogue.
• Life Coaching- must lead to better retention or promote and stimulate much more interest in life, moving forward as a result of an immediate action.
• Mindset Coaching- addressing behavior and attitude change very quickly and helping others learn exceptional performance in difficult times.
Those are a few good examples of coaching, which gives everyone the opportunity to apply and show real learning. It is precisely tailored for the client and ‘where they are’ now, it enables the client the opportunity to find, apply and commit solutions to their issues. Today no training can compete with coaching in getting a higher level of learning and personal improvement. Training alone cannot guarantee any learning at all.
Recipients of coaching, particularly the leaders of organizations and business establishments have viewed it as a way of enhancing the success and reducing the risks of failure. It has also become a serious observation that there is a positive impact on sales representatives whose bosses became better coaches. Likewise, many of professionals finally seek coaching because they believe it works.
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