Examples Of Non Directive Coaching
Directive and non-directive coaching
1. Directive: Is where the coach offers the coachee solutions, tools and techniques for moving forward. The coachee may like to be offered solutions however the danger is that the solution may not be appropriate for the coachee’s situation and consequently may not feel fully committed to the solution provided.
2. Non-Directive: Is coaching in the true sense of the word where the coach simply asks the coachee questions to allow the coachee to find your own solutions. A non-directive coach will not offer the coachee advice and rarely even give the coachee suggestions, although through skilful questioning they will help the coachee to see their situation from a different perspective, gain clarity, uncover …show more content…
2008. The Coaching Manual. Person Education LTD. Pg20.
Although I have given an idea of what directive and non-directive coaching styles are. These styles can be seen on a sliding scale. A tool for the coach to use, dependent on the situation and where the questioning leads. The coach my not always use one style over another but can slide up and down the scale to enhance the coachee’s answer and gain clarity where needed, or dependent on the experience of the coachee. With the ultimate aim that the coachee leaves empowered to move forward with action points to achieve goals.
1.2 How coaching differs from other L&D methods
Counselling
Counselling a therapeutic intervention usually around a personal deep rooted issue from a person’s past that is affecting a person in the present. Counselling provides intervention strategy’s to cope with the personal issue by delving into the persons past. Coaching although can bring out emotions from the coachee, tends to be forward looking and is based around performance related issues and not personal. (Beevers, …show more content…
Organisation
Motivated staff leading to better staff retention throughout the organisation.
Improved communication and relationships between management and staff.
Improve business knowledge and skills in specific areas related to the organisation (ILM, 2007).
1.6 How to implement a coaching culture within an organisation
Bringing in external coaches would be dependent on cost– External coaches are costly, although may be more dependent and more reliant to complete agreed actions, but are more likely to be used short term and small scale (Beevers, 2010). External coaches are more likely to be brought to coach executive level management (Beevers, 2010), or to train up in-house coaches who can then coach at lower levels of management and/or line managed staff within the organisation as part of the development process (Harrison, 2009).
1.7 Developing in-house coaching
Advantages
Coach will have existing knowledge of the organisation and understands the organisations objectives.
Can be more cost effective when coaching a large workforce in comparison to bring in an external coach.
As a manager/coach – can offer immediate coaching to team members when issues arise.
1. Directive: Is where the coach offers the coachee solutions, tools and techniques for moving forward. The coachee may like to be offered solutions however the danger is that the solution may not be appropriate for the coachee’s situation and consequently may not feel fully committed to the solution provided.
2. Non-Directive: Is coaching in the true sense of the word where the coach simply asks the coachee questions to allow the coachee to find your own solutions. A non-directive coach will not offer the coachee advice and rarely even give the coachee suggestions, although through skilful questioning they will help the coachee to see their situation from a different perspective, gain clarity, uncover …show more content…
2008. The Coaching Manual. Person Education LTD. Pg20.
Although I have given an idea of what directive and non-directive coaching styles are. These styles can be seen on a sliding scale. A tool for the coach to use, dependent on the situation and where the questioning leads. The coach my not always use one style over another but can slide up and down the scale to enhance the coachee’s answer and gain clarity where needed, or dependent on the experience of the coachee. With the ultimate aim that the coachee leaves empowered to move forward with action points to achieve goals.
1.2 How coaching differs from other L&D methods
Counselling
Counselling a therapeutic intervention usually around a personal deep rooted issue from a person’s past that is affecting a person in the present. Counselling provides intervention strategy’s to cope with the personal issue by delving into the persons past. Coaching although can bring out emotions from the coachee, tends to be forward looking and is based around performance related issues and not personal. (Beevers, …show more content…
Organisation
Motivated staff leading to better staff retention throughout the organisation.
Improved communication and relationships between management and staff.
Improve business knowledge and skills in specific areas related to the organisation (ILM, 2007).
1.6 How to implement a coaching culture within an organisation
Bringing in external coaches would be dependent on cost– External coaches are costly, although may be more dependent and more reliant to complete agreed actions, but are more likely to be used short term and small scale (Beevers, 2010). External coaches are more likely to be brought to coach executive level management (Beevers, 2010), or to train up in-house coaches who can then coach at lower levels of management and/or line managed staff within the organisation as part of the development process (Harrison, 2009).
1.7 Developing in-house coaching
Advantages
Coach will have existing knowledge of the organisation and understands the organisations objectives.
Can be more cost effective when coaching a large workforce in comparison to bring in an external coach.
As a manager/coach – can offer immediate coaching to team members when issues arise.