In the context of the workplace, coaching is about equipping employees with sufficient knowledge, opportunities and tools necessary for them to develop and become effective. Many experts in both business and the academe would agree that coaching is a critical leadership and management competency, and it is invaluable to any organisation. Employees who undergo coaching better grow and develop themselves, therefore ensuring the improvement of employee performance.
Coaching takes place in a relatively short timeframe (usually 6 months to a year), and coaches would have a specific goal for their coachees. However, the relationship may last longer at times if their set goals would take longer to achieve.
Although it is neither therapy nor counselling, the process of coaching is integrative and draws from some key concepts in both, as well as uses specific management skills and competencies. Coaching is performance-driven, and it is a method that aims to help improve a coachee’s performance.
A coach would have a specific area of expertise, and this is an area where the coachee would need improvement. Coaches would then share their own skills and knowledge in order to help employees improve themselves in the specific areas of concern.
A key factor in this process is feedback. Coaches provide feedback that is honest and specific, intending to assist the employee in finding ways of improving their current levels of performance.