Written by Lorraine Madden. Associate, Semann & Slattery
Everything you always wanted to know about coaching and were too afraid to ask!
What comes to mind when you hear the word ‘coaching’? Most probably the answer is sport! Certainly, coaching has connections with sport, and draws on theories and research from sports psychology. It also draws on business consulting and management training, education and psychology (Grant & Greene, 2001). In recent years there has been increasing interest in the potential of coaching to enhance learning, performance and personal growth, and promote positive change personally and professionally. Increasingly, coaching is seen as a viable alternative or complement to professional development programs.
So what exactly is coaching?
Coaching has been defined in various ways in the professional literature. A study by Hamlin, Ellinger and Beattie (2009) investigated 36 definitions of coaching as part of a study to examine the range of meanings and understandings given to coaching. More recently, coaching has been defined as:
A collaborative endeavour between a coach and a client (an individual or group) for the purpose of enhancing life experience, skills, performance, capacities or wellbeing of the client. This is achieved through the systemic application of theory and practice to facilitate the attainment of the coachee’s goals in the coachee’s context (Standards Australia, 2011, p.10).
Put simply, coaching is a goal-oriented, solution-focused conversation between a coachee and coach, which promotes the learning and development of the coachee and supports them to create positive changes in their lives.
Coaching and mentoring – what’s the difference?
Sometimes the terms ‘coaching’ and ‘mentoring’ are used interchangeably. This can create confusion as to how they are different and when you might use one over the other. Typically, at the beginning of a coaching engagement, the coach will give an overview of the way they will work with the coachee. This provides an opportunity to define such terms, ensure there is a common understanding about what will happen in the coaching sessions, and clarify the roles and responsibilities of the coachee and the coach.
Mentoring typically involves someone with greater experience and expertise supporting a mentee to gain the skills, knowledge and expertise required in their new position. This is done through a combination of showing, telling and guiding. In coaching, the coachee sets the agenda, according to their purpose or intention in seeking coaching. In addition, while the coach will bring a particular set of skills, experience and expertise to the coaching relationship, this does not need to be related to the occupation or experience of the coachee (Greene & Grant, 2003).
There is a growing body of evidence of the benefits of coaching for individuals, teams and organisations. This includes greater commitment to the goals set in coaching, and increased success in attaining those goals. It also includes increased well-being, hope and resilience (See Grant, 2003; Green, Oades & Grant, 2006; Spence & Grant, 2007; Greene, Grant & Rynsaardt, 2007; Grant, Curtayne & Burton, 2009).
These findings are supported in the outcomes of a project conducted by Semann & Slattery in 2011 with leaders and aspiring leaders in the early and middle education sector in Western Australia and the Northern Territory (Slattery, 2012). Participation in the project involved attendance at three professional development workshops and engagement in three individual coaching sessions. The focus of the program was to equip leaders to increase positivity in the workplace through increasing their own levels of hope and optimism. Results demonstrated increased levels of hope, optimism, work engagement and workplace wellbeing and reduced levels of stress. In addition, the majority of participants (89%) reported that they had very positive experiences of coaching.
Why not coaching?
Do you have a commitment to ongoing learning, enjoy challenging yourself, and are ready to create positive change? If the answer is yes, coaching might provide an alternative or addition to more traditional methods of learning and development such as conferences, workshops and/or professional reading.
Coaching is one of a suite of professional services available at Semann & Slattery. Contact our office for more information and a professional quote by phone (02 95571460) or email (email@example.com).