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Site Copyright 2011, Zelma Lansford

 

Professional Development through Individual Coaching

Many careers suffer from hidden barriers to success: fear of failure, lack of follow-through, or just a lack of interpersonal skills. Individual Coaching is a non-threatening approach to finding these barriers and developing a concrete plan to overcome them. The results are increased self-confidence and job satisfaction, smoother relationships within the organization, and improved performance—the beginning of a new era of professional growth.

Individual Coaching is a focused, brief format of one-to-one interactions intended to improve individual development within an organizational context. Coaching enhances performance and job satisfaction through fostering personal and professional growth.

      

 

Through coaching, there is a common sense approach to current issues and performance with an intent to foster a high level of performance and satisfaction in the future. The subject matter is individually tailored to the person and unique situation. Sessions are conducted in an environment of mutual trust and respect. Feedback is diplomatic, candid, and constructive. The focus is on solutions, knowledge, and new tools.

While sometimes effective as a single approach, coaching is often used as a follow-up for Leadership Development or as part of team training.

 

Objectives

  • Identify needs and develop measurable goals
  • Define success and a timeline
  • Identify strengths, preferences, skills, abilities, and obstacles
  • Assess productive and ineffective behaviors
  • Commit to a plan and timeline for action and implementation

Overview

  • A timeline is agreed upon consisting of regular sessions of two to four hours, along with an approximate date for completion of the coaching conferences. (While in-person sessions are often desirable, phone or on-line sessions may also be considered.)
  • In the beginning, the client is asked to describe high points at work, the most enjoyable aspects of the job, and the focus of colleagues and superiors.
  • Discussions include the organizational context, consideration of current situations and challenges, and of productive and non-productive behaviors.
  • Reading materials and activities may be developed to support the coaching sessions.

What Coaching Is Not

  • Coaching is not psychoanalytical.
  • Coaching alone is not an appropriate format for complex problems.