Coaching for High Performance

Topics: Coaching, Coach, Jonathan Coachman Pages: 10 (3700 words) Published: April 12, 2013
Final Session
Lori Slater
Capella University
Coaching for High Performance, ED7830
Instructor: Dr. Sharon Korth
June 15, 2012
Successful Implementation of the Coaching Process – Key Models, Principles & Procedures
Coaching involves several core principles, each of which includes specific processes or practices. As a coach executes these processes, he or she employs various skills. Many coaching principles are drawn from the field of psychology. As Maritz, Poggenpoel & Myburgh's (2009) research indicates, understanding the coaching process is an essential part of the coaching skillset. At a basic level, all coaching models involve analyzing the client's current situation, defining performance goals, obtaining resources (personal, extra-personal, and group) and finally, implementing a plan to achieve the goal.

Within this context, the Co-Active coaching model builds its foundation on what motivates all coaching – the client's desire for fulfillment, balance, and process (Kimsey-House, Kimsey-House & Sandahl, 2011). Through integrating the processes associated with each of these three core principles, the coach provides the support necessary to address the client's current issues, thereby expanding the experience of the core principles. The following is a description of the three core principles of coaching and the skills a coach will need to apply in order to successfully implement the principles in support of the client. Fulfillment Coaching

The Co-Active coaching model looks at fulfillment from the perspective of asking the client to consider what it will take to actually be fulfilled. Fulfillment is "an exercise of choice and not something that will happen someday" (Kimsey-House, Kimsey-House & Sandahl, 2011, pg. 118). Practicing this core principle involves the coach utilizing tools such as the Wheel of Life in order to help clients determine the areas of their lives where fulfillment is lacking. The coach also works with the client to clarify their values. Once the coach understands these values, he or she can use them as a litmus test for helping the client determine appropriate actions that honor those values. The coach challenges the client to pursue their fulfillment in spite of the client's own inner fear, bad advice, and circumstance (Kimsey-House, Kimsey-House & Sandahl, 2011). Balance Coaching

This core principle involves the client "choosing a life that is in action, aligned with compelling vision" (Kimsey-House, Kimsey-House & Sandahl, 2011, pg. 130). The focus of this principle is to get clients into a position of action on current issues, bringing alignment and control back into their lives. The coach executes a formula in order to identify elements that are preventing the client from making progress. First, the client and coach work together to identify and explore various perspectives on an issue. Then the coach encourages the client to choose one perspective. This step is not just about choosing a perspective; rather, the main focus is for the client to feel that they are in control of their choices. Next, the coach and client explore various actions available to the client, narrowing the list to actions that provide a balance between "what is possible and what will result in flow" (pg. 136). The coach then gets the client to verbalize commitment to the agreed upon plan (actions). Only when the client is truly ready to commit can the last step, action, begin. Taking action takes place within the client's life, outside of the coaching sessions.. Process Coaching

This core principle focuses on the client's current state – where they are now. The coach's job is to look beyond the action underway to what is going on beneath the surface of the action. The coach determines inconsistencies, resistance and turbulence. The process the coach employs to do involves not just sensing what is beneath the surface, but also calling it out (naming it) to the client. The coach uses...
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