Term of Coaching

Coaching – is a method of teaching or training in which a coach helps for trainee to achieve a specific personal or professional result or goal. Coaching is a way to help people make the best use of their own resources.


It is a way to bring out the best of people’s capabilities. Coaching helps people set goals and then reach those goals. Coaching is goal and results oriented and can focus on virtually any area of life: business, career, family, health, personal growth, spirituality, intimacy, simple living, and financial development.

Historically the evolution of coaching has been influenced by many other fields of study including those of personal development, adult education, psychology (sports, clinical, developmental, organizational, social and industrial) and other organizational or leadership theories and practices.

Since the mid-1990s, coaching has developed into a more independent discipline and professional associations such as the Association for Coaching, The International Coach Federation, and the European Coaching and Mentoring Council have helped develop a set of training standards.

There are many definitions of coaching, mentoring and various styles of management and training.What follows are more succinct definitions of the various forms of coaching. However, there may be overlap between many of these types of coaching activities. Managing is making sure people do what they know how to do. Training is teaching people to do what they don’t know how to do.

Mentoring is showing people how the people who are really good at doing something do it. Coaching is none of these – it is helping to identify the skills and capabilities that are within the person, and enabling them to use them to the best of their ability.Professional coaching uses a range of communication skills (such as targeted restatements) to help clients shift their perspectives and thereby discover different solutions to achieve their goals.

These skills are used when coaching clients in any field. In this sense, coaching is a form of meta-profession that can apply to accompanying clients in any human endeavor, ranging from their concerns in sports and personal, professional, social, family, political, spiritual dimensions, etc.

Types of Coaching
Although the most popular type of coaching is Business one, coaching can be used for various purposes: Performance coaching.

Coaching activities here are aimed at enhancing an individual’s performance in their current role at work, to increase their effectiveness and productivity at work. Generally, performance coaching derives its theoretical underpinnings and models from business and sports psychology as well as general psychological theory. Skills coaching. This form of coaching focuses on the core skills an employee needs to perform in their role.

Skills coaching provides a flexible, adaptive, ‘just-in-time’ approach to skills development. Coaching programmes are tailored specifically to the individual and are generally focused on achieving a number of skill development objectives that are linked to the needs of the organisation. Career Coaching. Coaching activities focus on the individual’s career concerns, with the coach eliciting and using feedback on the individual’s capabilities as part of a discussion of career options.

The process should lead to increased clarity, personal change and forward action. Personal or life coaching. This form of coaching provides support to individuals wishing to make some form of significant changes happen within their lives. Coaches help individuals to explore what they want in life and how they might achieve their aspirations and fulfil their needs.

Personal/life coaching generally takes the individual’s agenda as its start point. Business coaching. Business coaching is always conducted within the constraints placed on the individual or group by the organisational context. Executive coaching: One to one performance coaching is increasingly being recognised as the way for organisations and individuals to improve performance.

By improving the performance of the most influential people within the organisation, the theory goes that business results should improve. Executive coaching is often delivered by coaches operating from outside the organisation whose services are requested for an agreed duration or number of coaching sessions. The scheme below shows the general process of coaching:

Business Coaching

Business coaching is mostly related with human resource and personal development . It provides positive support, feedback and advice to an individual or group basis to improve their personal effectiveness in the business setting. Business coaching includes executive coaching, corporate coaching and leadership coaching.

There are almost as many different ways of delivering business coaching as there are business coaches. Some offer personal support and feedback, others combine a coaching approach with practical and structured business planning and bring a disciplined accountability to the relationship.

Particularly in the small business market, business coaching is as much about driving profit as it is about developing the person. Coaching is not a practice restricted to external experts or providers. Many organizations expect their senior leaders and middle managers to coach their team members toward higher levels of performance, increased job satisfaction, personal growth, and career development.

Business coaching is not the same as mentoring. Mentoring involves a developmental relationship between a more experienced “mentor” and a less experienced partner, and typically involves sharing of advice. A business coach can act as a mentor given that he or she has adequate expertise and experience. However, mentoring is not a form of business coaching. Few link coaching activities to compensation, however, resulting in less coaching by managers. The chart below, shows typical model of business coaching:

Excercises of Team Coaching
Here are some exaples of simple excercises of coaching, which leader can conduct for his team by his own. 1. Knowledge develpment. Divide the entire group in to pair of individuals. For example if there are 30 people, make 15 pairs. Then the first individual will have to identify three areas of improvement or weakness of organisation and ask the other person to give suggestions for improvement.

Then the other can play the same role. 2. Juggling. Over a two day course with 4 x 20 minute sessions around 70% of people can do a basic juggling process. Typically people should work in groups of three : Juggler, Coach and observer/ball fetcher. Session1 : Demo or hand out a document that explains how balls flow in juggling and get them to see their initial competence level.

Session 2 : 6 minutes each : set a goal and get coached to improve. The observer counts how many “instructions” were given compared to questions and a quick feedback round is done after each person juggles. Session 3 : Similar to session 2 but only three commands / ideas given. Session 4 : Only questions can be used in the coaching.

3. Roles. Divide the group into 3 and give them 3 rounds of role plays. For each role play have a ‘manager’, an ’employee’ and an ‘observer’. Employee will come to the manager with an issue which the manager needs to find out more about.

Role play 1. I cannot get along with Tom/Fiona, you have to do something about this! Role play 2. I am nervous about the upcoming presentation to senior managers, I am seeking your help. Role play 3. I want to improve how I come across in meetings, can you help Run 3 five minute rounds and allow 2 mins of feedback at the end of each round.


Coaching – is an easy and effective method for personal, business and team work develpment. Coaching can be used to improve not only business sellings, team building etc. But also individuals life, health etc. Even great success companies should use coaching, not only as a business planning, but as a team motivation method. If the leader is competent enough, the coaching session for team building, can be conduct by his own.