One definition of coaching is “Coaching is unlocking a person’s potential to maximize their own performance.” (Coaching for performance, Sir John Whitmore 1992). Or to expand on this; Simply defined, coaching is one person guiding another through a process, leading to performance enhancement. The applications can vary, support to achieve a specific project, helping an individual to do better what they already do well, or developing a skill they don't yet possess.
I find this an excellent definition & explanation of what coaching is because to me coaching is about facilitating others to find their own paths through life, assisting them to reach their own answers & way forward by using open questioning, active listening & feeding back, rather than providing the coachee with the answers based on the coaches’ knowledge & experience.
Using coaching techniques and models such as GROW (Goal, Reality, Obstacles / Options & Way Forward), developed in the 80’s & 90’s by people such as Graham Alexander, Alan Fine & Sir John Whitmore is one such model among many but my chosen model is OSCAR (Outcome, Situation, Choices / Consequences, Actions & Review), (The OSCAR Coaching Model, Andrew Gilbert & Karen Whittleworth, 2009).
OSCAR is a simple coaching model designed to give the manager a framework that is easy to use in the workplace, is based on common sense & enables the manager / coach to overcome the challenges faced in delivering coaching in the working environment.
In my workplace coaching is all about developing people especially my Senior Support Workers who are responsible for managing their own teams. My intention is to use coaching methods firstly to help them gain the confidence they need to make their own decisions based on their training, knowledge & experience & therefore grow into the managers of the future & secondly, to train them as coaches so that they can use the models & methods I have learned to develop those in their teams & to expand the...
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