Agility is a challenge faced by today’s most ambitious organizations. A key element supporting teams and organizational agility, is coaching. Leaders and managers must be able to coach their executives or associates. But, what is coaching exactly? Here some brief takeaways from my experiences as SCRUM Master.
Definitions of Coaching
Some definitions of coaching are:
- Coaching is the provision of opportunities that support the building of expertise and the confidence to overcome challenges.
- Coaching is an activity that fuels self- discovery, unlocks individual potential and ignites change.
- Coaching is an ongoing process focused on helping people reflect and improve performance.
Under these definitions, coaches are responsible for helping people grow and achieve their goals. They don’t offer instructions but offer empowerment. Hence, coaching is not a lockstep process, an explicit direction to our associates, mentoring , or just offering an advice. Coaching is an activity that implies a deep care and respect for the human beings we have the privilege to come across. Believing in their capacity to reflect and find their own answers.
3 Goals of Coaching
People associate many goals to coaching but probably, the three most important goals of coaching are:
- To know what the goal of the people we want to support is/are.
- To ask questions on the job/things that the people we want to support are working on.
- To help the people we want to support know: how are they doing?
Many models can be applied to support this goals. For example, the GROW model.
To summarize, coaching should be about empowering, engaging and allowing our executives or associates to be the best they can be.
Agile Growth and Performance Development in Tech & Social Impact Organizations.