{"id":37895,"date":"2021-11-05T18:31:12","date_gmt":"2021-11-05T18:31:12","guid":{"rendered":""},"modified":"2023-05-12T13:07:47","modified_gmt":"2023-05-12T13:07:47","slug":"executive-coaching","status":"publish","type":"page","link":"https:\/\/salesdorado.com\/en\/executive-coaching\/","title":{"rendered":"Coaching"},"content":{"rendered":"

<\/span>Professional Coaching: Definition<\/span><\/h2>\n
<\/i>Definition in brief<\/span>\n

Professional coaching is a mode of support in which a coach proposes tools, methods and questions to help the coachee achieve one or more professional objectives.<\/p>\n<\/div>\n

In principle, the coach should enable the coachee to find the answers, and to make the best decisions to achieve his objectives. But he does not intervene to give him the answers. Firstly because he does not know them, and secondly because he would be less efficient in finding them.<\/p>\n

<\/span>The mission of the professional coach<\/span><\/h3>\n

A coach’s mission is to support the coachee in the different stages of his\/her professional career. For example, calling on a coach can be very effective in preparing for an evaluation interview, a professional reorientation or access to a new position.<\/p>\n

The coach must therefore support the coachee in moments of risk-taking, self-assertion at work and taking responsibility. If he can be critical of the coachee, it is above all to encourage him to progress.<\/p>\n

The aim is that it is also beneficial for the company: coaching should enable the coachee to align his or her objectives with those of the organisation.<\/p>\n

<\/span>What a professional coach is not<\/span><\/h3>\n

The coach is not a trainer: even if he or she can distil valuable techniques for your career, his or her mission is first and foremost to initiate a process of introspection and reflection in the coachee.<\/p>\n

It is not a decision maker either: the coachee always makes the final decisions.<\/p>\n

Finally, the coach must not be a psychotherapist: it is true that the coach knows a little about psychology but this is not his job nor his objective (although there are very good work psychologists!)<\/p>\n

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<\/i>Going further<\/span><\/p>\n

Coaching is not the answer to everything. It can even be dangerous in certain situations: Steve Berglas, a renowned coach and author of numerous publications on professional coaching, has shown in his article The Real Dangers of Coaching<\/a> that a bad coach can, on the contrary, reinforce the potential pathologies of the coachee.<\/p>\n<\/div>\n

<\/span>Individual, group or organisational coaching?<\/span><\/h2>\n

There are three categories of professional coaching:<\/p>\n

<\/span>Individual coaching<\/span><\/h3>\n

Individual coaching consists of helping a person to achieve a professional objective by mobilising his or her own skills: the coachees can therefore be managers, project leaders, etc.<\/p>\n

The coach will facilitate a process of reflection in the coachee so that he or she can find resources to improve his or her personal contribution to the company: to better manage his or her teams, to take on more responsibility or even to change career direction. The aim is to optimise the personal potential of the coachee.<\/p>\n

<\/span>Group coaching<\/span><\/h3>\n

Group coaching is aimed at an entire team (whether business, operational or cross-functional teams): the aim is to help them identify how they function as a group and to see how to improve them.<\/p>\n

The coach’s task is to highlight any malfunctions, while strengthening group cohesion and ensuring a good working atmosphere. To do this, a good coach has to deal with the group, combining the authority of the leader with the individual potential of each employee.<\/p>\n

<\/span>Organisation coaching<\/span><\/h3>\n

Organisational coaching often has the mission of accompanying change in a company; this is why it can be composed of several types of coaching and target different actors: it can address the entire ecosystem of a coachee, for example (with the creation of a steering committee that accompanies the entire process), but it can also be a collective coaching of several teams (management teams, business teams, etc.) Finally, organisational coaching can be a specific coaching of decision-makers or internal and external actors of this change.<\/p>\n

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<\/i>Going further<\/span><\/p>\n