Coaching being deployed t help organization achieve the strategic business goals, which are :
- Coaching to Support Learning
- Coaching for Performance
- Coaching for Leadership Development – often referred to as Executive Coaching
- Team and Group Coaching
Coaching to Support Learning
Coaching to support learning is effective in keeping the training knowledge top-of-mind. When as few as three coaching sessions are offered as a follow-up training, the training event is transitioned into a learning process. Surveys reveal that when participants in training classes know the there will be follow up coaching sessions about how they are applying the training information, they are more inclined to apply learning.
Coaching to support learning becomes a form of accountability and reinforcement tool that creates sustainability and ensures a real return on the invested training .
Coaching for Performance
Although performance Coaching focuses on improving current performance or reviewing and learning from past performance of the person being coached, a distinction must be drawn between this type of coaching and performance management.
Most Organization have performance management processes to use when a person is under-performing. Sometimes, it’s the last step before a person is released from employment.
Coaching for Performance is not for those situations . Instead, it focuses on improving performance for a valuable individual contributor who is motivated and committed to continuous development in the presence job.
Coaching can have a profound impact when person knows that he or she has personal value to the organization and that an investment is being made to help improve his or her performance.
Source : Blanchard, Madeleine Homan, Miller, Linda J, Coaching In Organization