In Why Workplace Coaching and Why Now? Integral defined workplace coaching  as

“… the skills, processes and knowledge through which people involve themselves in making the maximum impact and constantly renewing themselves and their organizations as they experience continuous change.

Coaching is not management skills re-packaged, although coaching draws on certain management skills and competencies. Coaching deals with employee growth, development, and achievement by removing roadblocks to performance and enhancing creativity. Management deals with supervision, evaluation and meeting objectives.

Workplace Coaching is not therapy or counselling, although coaching uses some of the same communication processes. Coaching is about creativity, performance and action, while therapy deals with resolution and healing of the past.

Coaching is not mentoring or consulting, although coaches will use their experience, diagnose situations and give opinions or advice at times. Coaching uses all of one’s knowledge and experience to enable the person being coached to create and develop their own best practices, connections and resources.

Finally, coaching is not training. Coaches give information, but they support those they coach in developing their own skills and knowledge.”

QUESTION:
How are you enabling supporting workplace coaching? How are you differentiating between training ad coaching? How are you supporting managers and others to become workplace coaches?

FIND OUT MORE:
In section 10 Inspire modern managers we look at how to how managers become more of a coach than a boss

JOIN THE NEXT ONLINE MWL WORKSHOP in which we consider this topic in more depth.
Supporting Continuous Learning From the Work
24 May – 18 June 2021

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