Becoming an Effective Coach in Business - Become a Certified Performance Coach | Performance Coach University

Becoming an Effective Coach in Business

 

An area we have experienced success in our coaching business is working with groups in the corporate arena. If you are a coach and have not explored bringing your coaching skills to a business environment for an additional revenue stream, this could be the time to do so.

 

Most companies are implementing coaching programs to work with their teams towards hitting their targets. They are reaching out to coaches to help bridge the gap between what managers and mentors can provide.

 

According to this article from Forbes:

“Business coaching has gone from fad to fundamental. Leaders and organizations have come to understand how valuable it can be, and they’re adding “the ability to coach and develop others” to the ever-growing list of skills they require in all their managers. In theory, this means more employee development, more efficiently conducted. But in reality, few managers know how to make coaching work.”

There is an amazing opportunity for business coaches in providing management, sales, and overall team coaching. To successfully market to these groups, you need to become well versed in what they need. Most companies have similar pain points and others will be unveiled in your discovery call.

Here are some of those pain points.

“Research from the Center for Creative Leadership has boiled down the skills managers need to coach others into five categories:

1) Building the relationship. It’s easier to learn from someone you trust. Coaches must effectively establish boundaries and build trust by being clear about the learning and development objectives they set, showing good judgment, being patient and following through on any promises and agreements they make.

2) Providing assessment. Where are you now and where do you want to go? Helping others to gain self-awareness and insight is a key job for a coach. You provide timely feedback and help clarify the behaviors that an employee would like to change. Assessment often focuses on gaps or inconsistencies, on current performance vs. desired performance, words vs. actions and intention vs. impact.”

 

 

–Read the full article here or all 5 categories: https://www.forbes.com/2010/04/28/coaching-talent-development-leadership-managing-ccl.html–