methodologically coaching is a consultation process linked to a specially intense learning situation, resulting in extended professional competence, strengthened self-reflective learning ability and higher efficiency in systems thinking and decision-making. Its starting point is a reflective view on professional interactions and obstructions, on ways of cooperation and communication, on interpersonal (structured management), organizational and environmental (business) relations, and based on these, the preparation and elaboration of decisions that facilitate solutions.
The coaching is the place reserved for intense meetings between two people, where they enter into an alliance to walk together on a specific path of learning. They solve problems, take preliminary steps for decisions, and grimly face the shadows that appear along their path. The role of the coach is very simple: to awaken the warrior in the leader, and to reinforce him in his belief and resolution that in every situation he has absolute responsibility and at the same time absolute freedom. It is that simple.
Every important occurrence has a significant meaning, and in coaching we seek these meanings by looking at everything from the coachee, i.e. the client’s point of view in order to better understand his role as a leader. Coaching is actually a great opportunity for the leader, since during the meetings, and at the sessions everything is about him, he is the focal point and everything is for his benefit; he is the beneficiary and not the executive. He is in the center just like a child who is learning to understand and (re)discover who he actually is as a person, and more importantly as a leader. The coach focuses his attention solely on him and assists him in establishing a connection with his inner warrior, his own better self. For me coaching is the story of strengthening the inner warrior, and the coach is a professional who is competent in support and guidance, understanding and teaching, affirming and confrontation, who is able to bring out the most from the leader in the best possible way.
Their association and cooperation is shocking yet light as a bracing spring rain that freshens the soil, after which we can still smell the fragrance of the soil and the rain before finally it all disappears. At the end of the coaching process both the coach and the leader will feel that it was a beneficial association, that they have received a great deal from each other, and have made progress in their lives. Then each goes his separate way.
For me coaching is a searching and meeting process through which the human face of the executive hidden behind the professional role unfolds with increasing clarity. We work with professional issues, conflicts, role dilemmas, blockages and getting bogged down in the difficulties in decision making, and our goal is to bring to the fore the already existing hidden knowledge (latent dimension), and to reinforce the professional personality. We are jointly seeking the ‘name’ that the leader specifically has, which is his very own. We want to bring forth the plus that is specifically his own, a part of his talent, a source of his identity. It may be covered by several layers of dust, buried in obscurity, and yet, it is still there, waiting to be unfolded, and unveiling it is only a matter of faith and determination.
In this search I consider keeping the boundaries clear and well marked the most poignant, most delicate issue: self-boundaries, boundaries of the personal and professional self, the boundary between coachee and coach.
Team coaching is the effective tool of improving small number groups, which is built from the solutions of current organizational or professional problems. The intervention uses team dynamics to focus on issues will make cooperation more effective and concrete action plans are being developed to processing tense topics.