2 Main Forms of Coaching

If you are looking to build your workplace into one with people who are engaged and productive, you must consider using developmental coaching in your management. One of the easiest ways to increase performance in your organisation is by putting a good coaching plan in action. Coaching for development is usually implemented to help individuals improve their performance and focus on skills that are essential to be effective members of the workforce.

Coaching brings many benefits to an organization. It helps increase employee engagement, aids in encouraging communication, builds trust and stronger management relationships, and helps leaders and subordinates with career development. In addition, it is also very likely to see faster results than any other form of development plan. The results are quick because coaching requires participation and is devoted to the person being coached entirely. It is easier to adopt new habits when individuals are more involved and engaged in the learning process.

Actively taking part in your employees’ development also makes communication much easier and helps to avoid any potential conflicts before they even arise. Coaching helps to identify areas for improvement and keep you one step ahead of possible future problems in the organization, making sure that your ship sails smoothly, even through the roughest of seas.

While there are plenty of types of coaching you can consider using to nurture your relationship with your team members, it is very important for you to understand the top two methods that are the most effective widely used among leaders across organizations in the world.

Developmental Coaching is focused on improving skills and increasing knowledge. This kind of coaching leans more towards topics like work-life balance, correcting negative attitudes and mentalities, and developing emotional intelligences – life-long changes that will aid in the development of one’s personal life and career.

Developmental coaching is mostly used at an interpersonal level, where the coaches are usually leaders working with their subordinates to implement change and increase productivity. They endeavor to modify actions and behaviours by focusing on habits that need to be formed in order to develop personalities, skills, and relationships.

Furthermore, it also aids in identifying any rising stars in the team who have high potential for leadership roles. Knowing which of the team members have this potential, will allow leaders to begin mentoring and working with their rising stars earlier, giving more time to prepare them for bigger responsibilities in the organization.

While the first type of coaching is more focused on nurturing and developing, the next one is more focused on damage control and prevention.

Coaching to Resolve Problems or Risks is a form of coaching that aids leaders in helping their team members prevent career derailment brought about by stress or other emotional factors that get in the way of their performance at work.

Leaning more towards conflict resolution, Coaching to Resolve Problems or Risks focuses more on the bottom half of your team – the employees that perhaps do not shine as bright as your rising stars. Often these team members are performing poorly in their jobs, due to distractions that may come from work-induced stress, exhaustion, workplace conflicts, or lack of confidence.

This is more of an emotional method of coaching than Developmental Coaching. Here the coach needs to get much more involved in the process. Some techniques involved in this method include more frequent one-on-one coaching sessions and exercises that help encourage your employees to participate more and to become more engaged.

Its purpose is to help team members overcome their personal obstacles and perform better. As the coach, you will need to identify their main source of stress and figure out the action plan that will aid in their progress towards becoming more productive in their roles and further preventing their careers from falling off the tracks.

Diving deep into your organisation’s members on a more personal level requires patience and a professional approach. It takes an effective leader to run an efficient organisation and getting emotionally attached will prevent you from doing that. Always keep an open mind, be transparent, and become the tool that helps your employees grow into leaders that will help you open the doors to success.