It is commendable that more and more organizations see the coaching process as an important tool to increase individual and organizational performance. But because there are varied employee development tools, from simple feedback to training, there is also major confusion in terms of coaching. The most common mistake is to participate with the employee in his daily activities, to assess and give him feedback. “Ready, I checked a coaching with Alina!” … Does? Is that so?
No, definitely not! Coaching does not mean feedback, coaching is not done when the manager speaks and the employee listens, and neither when the manager, after a day spent alongside the employee along with his clients, passes notes in an evaluation form!
Coaching is, above all, a process of awareness of the current level and one of accountability and its commitment to future developments. It is a partnership that accelerates the pace of development of the employee, reaching high performance in the direction and in the way HE chooses. And, precisely because he chooses, the degree of involvement and motivation is greater, so the success achieved real.
Coaching is a dialogue on equality positions, a dialogue whereby the manager helps the employee to eliminate bottlenecks and prejudices and to find the answer to questions he has already asked or not, questions without which there would be no solution-generating answers. The fact that the answers are not offered by someone (especially superior direct), but arise as a result of their intelligence and ability to discernment, gives it an added confidence.
The “Coaching to date” program is a customized and interactive training program that runs for 2-3 days (depending on the size of the team).
The program benefits from weekly follow-up included for 3 months and can be completed by a minimum of 6 individual Business Coaching sessions.