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Understanding Organisations and the role of Human Resourcing

Unit Number 3DCS

Developing Coaching Skills for the Workplace

Nichola Mackay

0510453

CIPD Foundation Certificate

15 January 2014

1000 Words

Summary

The below should help you understand the nature and purpose of coaching, know how to use a coaching style to improve performance in the workplace and be able to identify ways in which coaching can be implemented in an organisation.

Contents

Intoduction…………………………………………………………....1

Directive and Non-Directive Coaching…………………………...1

How coaching differs from other development
he Role of the Coach

• Begins the partnering conversation and establishes the boundaries of the coaching partnership, such as the frequency and length of sessions as well as the session structure • Explains what coaching is and is not, and asks permission to explain when issues go beyond what is permissible in coaching • Initiates the partnering conversation regarding the pace and direction of the sessions, which is based on the coachee's desired outcomes from the coaching relationship • Creates a safe space for the coachee to explore his/her possibilities • Encourages the coachee's thinking and actions toward forward movement • Draws out information, learning, and perspectives from the coachee • Consciously uses the coachee's responses to develop powerful questions and observations that may be relevant to the coachee's creation of forward movement • Understands and empathizes with the risk or risks being taken by the coachee • Uses an approach of curiosity and inquiry for exploring the coachee's patterns, being, direction, and desired outcomes • Partners with the coachee to identify roadblocks impeding his/her progress • Partners to hold coachee accountable to the actions they have committed to • Holds coachee accountable for his/her own progress and does not own the actions • When the coachee or team is moving toward self-direction, the coach becomes a supporter and at times, a reminder of, informed