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the
coaching scenario
The
coaching scenario involves the identification of and agreement
on the "coaching agenda", the identification of the
gap(s) between current performance/circumstances and that which
is desired with the performer then developing strategies with
the assistance of the coach to close these gaps. A greater
understanding of self and a sounder grasp of the forces acting
outside and within the work environment together with the receipt
of feedback from customers and colleagues are common elements
of many coaching assignments.
Feedback and challenge are parts of the coach's tool kit. The frequency
of interaction and the duration are situation specific. The chemistry
between the coach and performer must be right for the learning,
coaching, partnership and trust to take place.
The Coaching Experience
The coaching experience takes many forms and covers many requirements
and is initiated for a variety of reasons. These include:
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• performance
issues |
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• change
in job roles/responsibilities |
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• lack
of strategic planning knowledge and skills |
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• stretching
'high potential' |
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• where
interpersonal or team dysfunction occurs |
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• leading
a change initiative |
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• managing
a change process - (HR, Quality, Preventative Maintenance,
Team-Base Measurement Systems, Customer
Service, Performance Management and the like) |
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• change
in the leadership styles required in the organisation |
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• creating
a new team/taking over a different team |
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• learning
how to become a coach |
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• merging
of different cultures |
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• the
very general to the quite specific 'how to's' |
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• any
issue that has a current or potential future impact on
the performer's performance |
Summary
If you would like to discuss the coaching
scenario further or any of the other
issues outlined
please contact Kevin Griffiths at
KRG Consultants
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