Proven Coaching Methods
Different methods have developed over time with a different set of approaches. The future will bring us standardized and regulated coaching methods as described by Barbara O’Malley. In the following, you can find a selection of coaching types and methods which provide basic frameworks of applied coaching methods.
A. Solution-Focused Coaching
Many of our transformation approaches are problem-oriented — we try to change by examining the issue. What the problem is.
This works well, especially for machines and processes. But when we work with people, the identification of root causes often gives us little ideas about the solution and can make the situation even worse! Forget it and concentrate on solutions instead. This solution-oriented approach includes:
Finding out what works and doing more of it.
This does not mean that we refuse to discuss the problem, but it does mean that discover what the person wants to do and to learn. It is their commitment and passion and to improve. This method is described by
Paul Z. Jackson.
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Solution Focused Coaching explained
B. Transformational Coaching
This method is changing the way we see ourselves. This might involve even changing our self-image or perceptions about us and our limitations. Cultivating awareness and making decisions through mindfulness starts with creating a shift in our point of view. A second step is to reshape our patterns of thinking, and a final step is to incrementally improve our practices. It is also closest to life-coaching. A famous author about this coaching method is Robert Hargrove.
C. Emotional Intelligence Coaching
Self -Awareness is a fundament here as well. To recognize and understand moods, emotions, and drives. It requires also to study about Self-Management. The ability to manage or redirect disruptive impulses and moods and to suspend judgment. With the intention to think before acting. Awareness of others is a key ability to recognize and understand the emotions and drives in others along with the effects that these have on our relationships. Finally, the social soft-skills come in place to manage and build networks with an ability to find common ground and build trust. You can find some literature about this method by Liz Wilson.
D. GROW Coaching
This coaching type, developed by John Whitmore and Richard Lyddon, is oriented towards goal-setting and problem-solving. The Goal is the end point, where we want to be. It must be defined clearly to measure achievement. Then you have the current Reality. What are the issues, the challenges, what is the journey towards the goal? There will be of course Obstacles stopping you from progress. Once Obstacles have been identified, you need to find ways of dealing with them. These are the Options. Finally, you have the Way-Forward. It consists of the action steps which will bring us closer to the anticipated results. This approach has similarities with Google’s approach to OKR Objectives and Key Result.
This article was originally posted at the Data Driven Investor
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