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| FAQs |
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What
is coaching? |
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How
is coaching different than consulting? |
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Why
does coaching work? |
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What
does the coaching process look like? |
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What
is the level of commitment involved in coaching? |
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Why
hire a coach? What are the benefits of coaching? |
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Who
benefits most from coaching? |
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What
is the role of a coach? What is the role of
a client? |
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How
can success of the coaching process be measured? |
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What is coaching?
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Coaching
is a collaborative, professional partnership
between a qualified coach and an individual
or team. The purpose of this collaboration
is to support the achievement of extraordinary
results through increased awareness
and focused actions. Coaching is an
ongoing commitment to personal and professional
growth and leadership development.
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How is coaching different than consulting?
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Generally,
consulting involves an "expert"
imparting new content to clients from
a pre-designed curriculum. This curriculum
drives objectives, agendas, and often
process. Coaching, however, is professional
development that is job-embedded, context-specific,
and fully customized to meet the client's
needs. The client's agenda drives the
content and process.
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Why does coaching work?
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Coaching
adheres to the tenets of adult learning
theory. Learning is focused on relevant,
practical realities of the client's
job. Coaching responds to the client
as a knowing, self-directed, and autonomous
partner. In addition, coaching allows
for sustained learning, which is often
missing in training and consulting situations.
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What does the coaching process look like?
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The
process begins with an interview to
establish client goals, priorities,
challenges, and strengths. Also during
this time, the coach and client come
to shared understanding of the procedures
and policies involved in coaching including
the .
Subsequent coaching sessions are generally
conducted in an hour-long conversation
over the phone. During the session,
the coach and client will establish
specific actions that the client will
complete between coaching sessions.
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What is the level of commitment involved in
coaching?
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While
the length of a coaching partnership
varies depending on client goals, School
Leadership Coaching recommends that
team coaching continue for the entire
school year (9 to 10 months) and individual
coaching for 6 months. Of course, the
duration of the commitment is mutually
decided upon by coach and client.
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Why hire a coach? What are the benefits of
coaching?
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Individuals
and teams who engage in the coaching
process can expect to improve their
leadership performance, learn strategies
to develop leadership abilities in others,
gain clarity about significant goals
that make a difference to student learning,
increase ability to act on goals, establish
structures and processes that make effective
change possible.
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Who benefits most from coaching?
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Coaching
benefits any individual (or team) who
has the intention of creating a better
future by enhancing one’s leadership
performance. Coaching asks that the
client be open to all that is required
in self transformation: courage to self-examine
and become self aware, focus to follow
through on next steps, and self-discipline
to challenge assumptions and “old”
ways of leading.
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What is the role of a coach? What is the role
of a client?
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The
role of the coach |
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listen
for greatness and untapped potential |
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let
client set agenda for all coaching
sessions |
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ask
powerful questions |
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catalyze
successful action |
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provide
structure, tools, and guidance
to help client achieve goals |
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uphold
the highest professional standards
and ethical guidelines |
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expect
the best |
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The
role of the client |
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supply
the agenda or topic of discussion
for each session |
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assume
full responsibility for your decisions,
feelings, and actions |
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use
feedback from coach and assessments
to enhance self awareness |
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tell
the truth to the coach |
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follow
through on agreed-upon policies,
commitments, and actions |
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use
the coaching process to inspire
forward thinking and new perspectives |
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expect
the best |
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How can
success of the coaching process be measured?
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According
to the
the coaching process may be measured
by both internal and external indicators
of performance. Internal indicators
of performance refer to measures inherent
in the individual or team. For example,
shifts in thinking, self report assessments,
and increased self-awareness. External
indicators of performance refer to measures
which can be observed or quantified.
For example, obtaining a formal leadership
role, achievement of coaching goals,
performance feedback obtained from constituents.
Both internal and external measures
are important in determining the success
of the coaching process.
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