This was one of the first hurdles that we had to overcome. Simply, people did not understand why the organisation was implementing such a programme and also https://soncattuong.com/
people did not fully understand what coaching was exactly. Some believed it was training and that all it meant was that you told people what to do and showed them how to do it. After all that was what their sports coach did! Others thought it was more about counselling and you only used coaching when there was a deep problem causing under-performance. All in all not everyone had a good understanding of what coaching was and how it differed from the likes of training, mentoring and counselling. Also many people because they had not been exposed to effective coaching had no experience or idea of why coaching could be a benefit for them; either as the coach or as someone being coached. Before employees can move on and take part in a coaching programme they must be 1005 aware of what the skill of coaching entails and what it can do for them.
3. Those who are going to act as coaches must be trained effectively.
Most companies will take on the services of a training provider or consultant to support them to implement the coaching programme. Beware. Make sure you do your homework! There are numerous coaching schools, training companies and consultancies who now offer ‘coach training’. Some will be excellent; some not so hot. We had some major problems with the group that we used in that not all their trainers/coaches had the necessary skill and experience with the result that not everyone in the organisation received the same quality of training and coaching. I was extremely lucky in that I had an excellent coach who was also a fantastic trainer.
What should you look for when selecting a coaching training company or consultancy?
The most important thing to look for in selecting a provider company is to ensure that you are comfortable that you can form a powerful and productive partnership with them. There are a number of questions you should be asking in order to ascertain this.
o What is their experience of supporting coaching programmes? (Years of experience, types of situations, companies worked with, references)
o What is the experience of the individual consultants? Business backgrounds? Coaching experience? Coaching Qualifications? Any experts within the ranks? (There are a lot of ‘life coaches’ now offering corporate manager-coach training and many do not come from a corporate background. Although this does not mean they won’t be good coaches, it may mean that their credibility in the eyes of the trainees/coachees might not be all it could be, and this could present problems)
o What coaching models does the provider use? Do they stick to one model or are they able to utilise a number