The CIPD defines coaching as ‘developing a person’s skills and knowledge so that their job performance improves, hopefully leading to the achievement of organisational objectives. It targets high performance and improvement at work, although it may also have an impact on an individual’s private life.
Who is it for?
- helping competent technical experts develop better interpersonal or managerial skills
- developing an individual’s potential and providing career support
- developing a more strategic perspective after a promotion to a more senior role
- handling conflict situations so that they are resolved effectively
Coaching usually involves some or all of the following factors
- It is essentially a non-directive form of development
- It focuses on improving performance and developing individuals’ skills
- Personal issues may be discussed but the emphasis is on performance at work
- Coaching activities have both organisational and individual goals
- It assumes that the individual is psychologically well and does not require a clinical intervention
- It provides people with feedback on both their strengths and their weaknesses
- It is a skilled activity which should be delivered by trained people
Paul Clarke
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