What are the types of coaching?
Most Common Applications of Coaching
- Enhancing performance to potential in corporate and executive coaching
- Enabling disempowered clients to move towards their desired outcomes in individual and collective situations
- Supporting clients in situations of emotional stress and trauma as non-therapeutic alternative where warranted
- Creating awareness in clients towards career and life purpose as alternatives to what they are not satisfied with
- Overcoming anxieties in public and private communications, relationships by working through interpersonal and intrapersonal skills
- Developing Emotional and Spiritual intelligence, which are considered more important than cognitive intelligence in today’s leadership needs
Within these coaching use cases, coaches follow processes that are:
- Transformational coaching to shift mindset and behavior,
- Transpersonal coaching to raise individual awareness to self-actualization levels, or
- Systemic coaching to align individual aspiration through groups they form part of the larger institutional framework.
The possibilities of what coaching can do are endless. This article addresses a few of the most common ways coaching is used.
Corporate Leadership Team Coaching
Corporate focus is shifting from individual coaching to team coaching. This approach to coaching is more outcome-based and cost-effective. It is always useful to start with higher-level leadership groups to build teams and focus on desired organizational outcomes, and then move down the organization hierarchically and functionally.
There are two main focus areas in corporate leadership team coaching:
- Performance-oriented coaching addresses specifics on Key Performance Indicators (KPIs), Objectives, Key Results (OKRs) that teams and individuals need to develop on, co-creation of vision and mission
- Culture oriented coaching addresses larger issues of perception and communication within the organization at different levels in order to achieve desired culture for sustained successful performance
In both cases and their variations, it is useful to begin with proven diagnostic surveys and studies to establish where people and organizations are and then repeat them through a coaching journey to measure progress.
Executive Leadership Development Coaching
Very often, the focus in executive coaching has been and is on individuals rather than teams, though it is advisable to look at the larger systemic perspective in any coaching. In this space,
- Performance based coaching would be based on developmental areas identified from performance reviews and psychometrics, usually in consultation with key stakeholders.
- High Potential coaching is especially useful in visionary organizations. These organisations employ sophisticated review techniques to identify future leaders as part of succession planning. It helps build a strong cultural framework as well when it is done in teams.
- Behavioral coaching is often resorted to as a remedial measure for emotionally unintelligent deficiencies in mindsets, attitudes and behaviors of leaders. Abrasive, aggressive, confrontational alpha managers are benifitted by such coaching. 360 feedback is a necessary starting point to help such leaders become aware of their blind spots.
Team Coaching or Team Facilitation
We see institutions moving to the coaching approach in training and facilitation as being more effective than vertical training approaches and more cost-effective than individual coaching. While the larger framework of competencies may be similar to individual work, teamwork is more complex and requires the coach’s ability to be present to a far greater degree.
Systemic Leadership Team Coaching
Without a doubt, the corporate world will move in time to a systemic approach in coaching. Here, companies can evidence results of coaching ensuring performance and value add. This is arguably more complex for the average coach who is only familiar with individual coaching. The systemic approach requires skills in team facilitation and the ability to monitor team energy.
Creating Your Future Coaching
Coacharya believes that everyone needs to create their own future in alignment with the purpose, passion, and strengths they have with a long-term holistic vision of what they can be. This would be the best mix of cognitive, emotional and spiritual intelligences. Using processes that are transformational and transpersonal, it can move the individual to view their work eco-centrically rather than egocentrically. We believe that all coaching should incorporate elements of Creating Your Future Coaching.
Coaching to Emotional Intelligence (EI)
Multiple models facilitate coaching to emotional intelligence. All of them focus on self-awareness as the foundation to be aware of and then manage emotions. It starts with intrapersonal terms and then moves on to interpersonal applications.
Coaching to Wellness
Many coaching models can be integrated to ensure coaching to wellness. This helps the individual in both, the short term and long term. It is important that the coach embodies that wellness cognitively, emotionally and spiritually in order to build trust in the client to create awareness of the client’s desired outcome.
Coaching to Self Coach
Everyone can learn to self-coach. Self-coaching would address at least 80% of issues that any person or client would face. We train all our learners in self-coaching. Why not train the whole world?
Supervision of coaches is emerging as a powerful space of ensuring the wellness of coaches through self-reflection, self-coaching and coaching by another coach. Already popular in Europe, this is yet to gain ground in North America and Asia.