With business moving at breakneck speed – frequent job shifts, downsizing, mergers, changes in strategy, consumer needs and employee expectations – training alone has been inadequate to up-skill leaders within organisations to prepare for and manage these constant challenges. Organisations are looking internally and externally for people who can guide them through workplace challenges, help improve performance, and lead them through key decisions.
Coaching is becoming central to leadership development to help high potential leaders advance into successor roles; addressing performance issues, and grooming individuals for increased responsibility to achieve business goals.
In recent years, coaching has been recognised as a superb tool for improving performance and managing people more effectively. It differs from training or mentoring in that a trainer or mentor will generally guide and teach someone in a specific task or job. Mentors and trainers draw significantly on their own experience and often have the answers. A coach works with an individual as a detached, independent thinker who holds the firm belief that the Client/Coachee is a capable, resourceful person who needs guidance and support in articulating and achieving their own goals