Custom essays on Core coaching competences

The organisational culture and the relationships within the organisation are not the only factors that have a significant impact on coaching and its consequences. The interviews and questionnaires conducted among manages, coaches and experts, have revealed the fact that organisations using coaching to improve the individual performance of their employees need to take into consideration the competencies of coaches. In such a context, it is quite noteworthy that the case study analysed in the current dissertation reveals the fact that the Standard Bank of South Africa also reached certain progress in coaching after the employment of new coaches. Therefore, it is important to dwell upon competencies coaches should possess to reach positive outcomes in their work. In fact, managers, coaches and experts distinguish several core coaching competencies.

First of all, it is important to emphasize knowledge as a key factor of coach’s success. Basically, coaches should have the knowledge about the essence of the coaching process involved. They should understand all the stages of coaching and the essence of the process. In addition, they should be acquainted with different models of coaching which can underpin their role as a coach. Each coach may have his or her favourite role and he or she should not change the role if he or she feels uncertain about outcomes of such change. At the same time, coaches should know personal and professional skills and abilities to develop in the coachee. In fact, this information is essential for the definition of goals of coaching. Otherwise, coaches would never know where to direct coaching process to and what goals they have to achieve to improve the individual performance of employees. In the course of coaching, coaches should understand how to manage the coaching relationship effectively. The establishment of positive relationships with coaches is crucial for the overall success of coaching. On the other hand, coaches should be able to set boundaries, which they should not overcome because, in such a way, they can put under a threat the coaching session and its positive effects. At the same time, coaches should be good educators and psychologists and they need to know effective ways of learning and approaches to the development of effective learning styles. In such a way, coaches can maximize the effectiveness of coaching.
Along with extensive professional knowledge, coaches should develop specific professional skills, which should make coaches able to perform basic activities which are essential for the success of their job. In this regard, coaches should be able to listen to their clients. This skill is very important because, while listening to a client, the coach obtains the basic information about the client on the ground of which he or she can build up coaching program and strategy. At the same time, coaches should be able to communicate at different levels because employees can hide some information from coaches and coaches should be able to get that information using different levels of communication. To meet this goal, coaches should also be able to ask searching questions with the help of which they can get the full information about the client’s problem. On the other hand, coaches should remember about ethical issues and avoid offences of their clients by all means. In fact, they should give feedback without causing offence to their clients that will encourage clients to cooperate with the coach. In addition, coaches should be empathetic to make their clients trust and be confident in coaches. To meet this goal, coaches should also demonstrate the high level of self confidence and the confidence of coaches in their forces should extrapolate on the coachee.
At the same time, coaching is a two-side process that involves the interaction between coaches and the coachee. In this regard, coaches should facilitate goal setting for their clients. Clients need to set goals on their own because as they realize the problem they should set goals to achieve and coaches just help them to set and to meet these goals. Furthermore, coaches should be challenging to keep clients being willing to prove that they can work better. On the other hand, coaches should be compassionate, if they feel their clients need their support and compassion. Anyway, coaches should always focus on needs and interests of the coachee. In such a way, they can maximize the positive impact of coaching on the individual performance of employees.
Finally, coaches should pay a lot of attention to their behaviour to reach positive outcomes of coaching. In this regard, coaches should encourage self-discovery because they need to improve their own qualification and keep progressing to be able to coach other people. At the same time, coaches should act as a role model. Clients need positive models of behaviour and coaches should grant them with such models. On the other hand, coaches should stay neutral and be non-judgemental in relation to their clients. They should not evaluate them as good or bad, they just perceive clients as they are. If possible, coaches should use humour appropriately to facilitate coaching and to make clients feeling at ease. While working in a diverse environment, coaches should illustrate that they value diversity to show that they are free of biases and absolutely objective. In addition, coaches should show tact and diplomacy to avoid offences of their clients. At the same time, they should always maintain confidentiality that is one of the key issues of professional ethics of coaches. In the course of coaching, coaches should seek to build client’s confidence and self esteem to help them to develop a positive attitude to their job. In fact, coaches should show other sources of support to client and critically evaluate their own effectiveness. In such a way, they will increase the positive effect of coaching on the individual performance of employees.