Coaching is not merely a technique to be wheeled out and rigidly applied in certain prescribed situations. It is a way of leading, a way of treating people, a way of thinking, a way of being. The underlying and ever-present purpose of coaching is building the self-belief of others, regardless of the content of the task or issue. If leaders and managers bear this in mind and act on it persistently and authentically, they will be staggered by the improvements in relationships and in performance that result.
The ABC of Coaching: A Video, Essay and Glossary of Coaching Terms
Performance Consultants pioneered coaching in business over 30 years ago and continues to lead the field globally. Our Founder Sir John Whitmore and his colleagues were the first to take coaching into the workplace and coined the term “performance coaching” in the early 1980s. Executive, business, career, personal and other types of coaching are all built on the principles of performance coaching.
This short video asks “What is coaching?” and explains how it works and how it might have started. The video is followed by a more detailed introduction to coaching and a Glossary of Coaching Terms taken from our Coaching Foundations & Skills Manual for Coaching for Performance, Level 1 and Level 2. Read More
How Top Companies Improve Performance and Employee Engagement
Performance Consultants pioneered coaching in organizations over 30 years ago and continues to lead the field globally, providing individual coaching, group coaching and coaching skills training that fulfils potential and impacts the bottom-line. We work at the transformational level, as opposed to the transactional, in order to create sustainable behavioural change.
“Coaching is unlocking a person’s potential
to maximize their own performance.
It is helping them to learn rather than teaching them.”
Sir John Whitmore, Founder, Performance Consultants
Become a Coach or Develop a Coaching Leadership Style
Visionary business leaders have understood the truly transformational impact of developing coaching principles and behaviours across the board, in all interactions and all areas of their organization. They have replaced the traditional hierarchical management structures with a coaching management style and culture so as to integrate meaning and purpose, to facilitate high awareness and responsibility, belief, passion and joy in all staff and to fully engage and mobilize collaboration and the collective intelligence of employees at all levels.
Leaders Using Coaching Skills
The International Coach Federation (ICF) and Human Capital Institute (HCI) have released findings from their latest research Building a Coaching Culture with Millennial Leaders which shows how young leaders benefit from partnering with a coach and receiving training on how to use coaching skills with their peers and teams.
According to the report, leaders who use coaching skills and have coaching qualities such as emotional intelligence are most effective. Forty-six per cent of respondents in organizations with strong coaching cultures reported above-average 2016 revenue growth in relation to industry peers, versus 39 per cent of respondents from all other organizations.
They found coaching skills are considered essential competencies for first-time people managers, and that organizations are looking to expand the scope of leaders using coaching skills in the next five years. When asked to describe the most effective management style, respondents most commonly cited “collaborative” and “coaching”.
Culture is the Most Important Foundation of Any Workplace
The core of any organization is its workplace culture. You have to have common culture that bonds everyone together. If you don’t have that common culture you just have offices and, most likely, a fractionalized organization not living up to its potential.
Strong Coaching Culture = Strong Engagement and Revenue Growth
In 2014, an International Coach Federation (ICF) survey of over 500 of the largest companies in the USA found that companies with strong coaching culture tended to have much higher employee engagement and also greater revenue growth in relation to industry peers.
The GROW Model is deservedly one of the most established and successful coaching models. Created by Sir John Whitmore and colleagues in the 1980s, it was popularized in Sir John’s best-selling book, Coaching for Performance.
The transpersonal recognizes and works with our yearning, ingrained in the human psyche, for something beyond the personal, beyond the material and the everyday. Coaching pioneer Sir John Whitmore was committed to the wider adoption of the transpersonal in life and work and the area of corporate coaching.
When coaches are familiar with the transpersonal dimension in themselves and the methods of addressing it in others, their capacity to help others is greatly enhanced. Even the most pragmatic of coaching interventions, such as daily task performance, is enhanced if the coach holds a transpersonal perspective. Read More
Extract taken from Coaching for Performance, Level 3 advanced coaching manual
Copyright © 2011 Performance Consultants (International) Ltd
“Setting goals, making connections, becoming more aware, seeking breakthroughs and taking action – the ‘stuff’ of coaching – parallel what neuroscientists tell us about how the brain operates.”
Coaching with the Brain in Mind, David Rock and Linda J. Page
The study of the brain has become of increasing interest and importance to the field of human evolution and development. As coaches it’s beneficial to understand how the brain works because we can develop our coaching to align with how the brain naturally functions. Most people come to coaches to create change and ultimately to transform the way they think, behave, perform, interact with others and approach their work and lives. In order to be effective we need to understand how the brain supports change and transformation. Read More