BBC In Business - Coaching 22/01/04
Awarded the Certificate in Coaching (Certificated Programme) by the School of Coaching a course that holds the EQA conferred by the EMCC
I am an EMCC member and subscribe to the EMCC code of ethics
True wisdom is as much the art of the question as the science of the answer
"Coaching sessions with Mark helped me to develop a clear strategy for enhancing my career and to focus more on what I wanted to achieve" University Vice Principal
"The coaching sessions were structured and conducted professionally, allowing time for meaningful reflection in a safe environment, post meeting notes provided a clear and accurate account of the sessions. For me the sessions have been extremely valuable and I will be recommending Mark to colleagues". National Clinical Lead
An Executive Coach works with individuals and teams to improve performance within an organisational context. At the heart of the approach is the simple equation:
Performance = Potential - Interference
The task of the Executive Coach is to help the client identify what outstanding performance looks and feels like, work with them draw out what is preventing the achievement of that performance - the interferences - and then plan how best to tackle them with the greatest chance of success. This is a voyage of reflection, insight, decision and action for the client with the coach providing the frameworks and robust but constructive challenges to enable this to happen.
There is a direct link between personal and team effectiveness in the work context and organisational performance. When the two are misaligned the result is stress, friction and frustration that acts as interference in the ability to realise full potential. With the two aligned there will be an improved sense of personal fulfilment, better working relationships and demonstrable improvements in personal and organisational achievement.
Change is most likely to happen and be sustainable when the team or individual takes ownership of the process of exploration, discovery, learning and
change. The momentum for change generated by internal commitment and motivation is significantly more powerful than any externally imposed prescriptions.
A Coach can be drawn from within the organisation or can be external. Whichever it is the role of the coach is to help the individual or team to identify and resolve the challenges that stand in the way of improved effectiveness and better performance. The Coach provides a detached yet empathetic perspective and sounding board, using a range of tools and techniques designed to support a voyage of exploration, discovery, learning and change. The Coach will be non-judgemental but at the same time will provide rigour and challenge where appropriate.
For the experienced Coach ‘true wisdom is the art of the question not the science of the answer’. The role of the Coach is to frame the process for the client(s) in such a way that the individual or team is able to:
Executive Coaching is increasingly recognised as a valuable tool in improving individual and team performance in complex and fast-moving environments. It provides senior managers with the safe space, framework and support to work through issues and solutions that allow them and their businesses to survive and thrive.
Coaching has moved on from being seen as a remedial tool, called on by organisations to tackle performance issues that have eluded the normal performance management processes of the organisation. It still has an important role to play in this type of issue as a reactive solution. However in a fast-paced complex environment the premium is on being ‘ahead of the curve’ – anticipating issues and tackling them before they occur. Increasingly senior executives use a coaching relationship as a flexible resource as part of their own personal and organisational development objectives.
Good coaching is also a transferable skill – the tools and techniques that the client experiences can be used to good effect within the everyday working environment.
