- Course: Coaching for HR Professionals
- Module: Coaching Structure
- Lesson Type: Video
- Lesson Duration: 1:40
There are many different theories, systems, and models of coaching. The one I have adapted for my practice and find to be a comprehensive and effective framework is the 1-2-3-4-5 model from The Coaches Training Institute and used by The Institute of Coaching. It consists of three Principles, four Cornerstones, and five Contexts.
Coaching starts with one Relationship consisting of two People. It is important to remember that the power of transformation relies in the relationship, which is based on some simple rules.
Confidentiality. Everything said remains between the two parties, even if a supervisor has requested coaching as a strategic intervention.
Nobody Gets To Be Wrong. When doing personal exploration, certain thoughts and feelings need to be expressed so that they can be processes, evaluated, and if warranted…shifted. That is why the coaching relationship must remain a safe space without critical judgment.
Beginner’s Mind. Coaching is a process of discovery and thinking that you already know everything or using past experience to predict the certainty of the future will block breakthroughs that might lead to new perspectives and paths.
Respect. Like any relationship, the two parties must honor each other and the relationship itself with respect, honesty, and appreciation.
Full Expression. Unlike therapy, coaching does not require the coachee to reveal the deepest darkest part of their soul, however, they must be willing to share their honest thoughts and feelings about the coaching process and the issues they are dealing with that impact their ability to create the changes they seek.
If Stacey were a Super Hero, she'd be The Status Quo Buster. With 15+ years of experience in human behavior, management, and entertainment, Stacey merges psychology, strategy, and imagination to...Stacey's Full Bio
Module 1 0/6
The Value of Coaching
Module 2 0/4
Module 3 0/4
Module 4 0/4
Module 5 0/4
Module 6 0/6
Interview and Conclusion