Throughout my career I have focused on major organisational change initiatives rather than one on one development. That is not to say I don't provide 'one on one' personal development. Usually, my coaching input is not central to but part of an ongoing longer term initiative where managers ask for some formal structure, input, tutoring and focused conversation about challenges and how they can overcome them.
My background as a lecturer, mentor and occupational psychologist supports me in this work and I really enjoy it. I form good relationships with my coachees - many of which develop into friendships.
However, there is a problem for many coachees coming to terms with being seen to become part of a coaching process - which may be common knowledge to their associates, peers and direct reports. It all focuses on the term 'coaching'. Coaching is a perfectly acceptable term in sports but sometimes because of the nature of a particular organisation culture iut is 'label' that depicts 'lack'.
Terminology - Coaching or Development
I don't know how common this is…but it can be a problem for an inspired and hard working junior or middle manager to ask for specialist coaching. It is like admitting to be less than adequate - that why I drop the "coaching" word. We focus on development - mastering potential.
Coaching is a term that indicates lack or the absence of a particular attribute. Coaching for some people also indicates a student teacher relationship. However, true coaching is enabling people to plan and take action to create their own future.
True coaching is allowing others to take ownership for their own development, and providing structures and tools which they can apply to their own novel situation, to assess and learn from the actions they take and the results that flow from these actions.
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