ByOnlinecourses55
Coaching individual and group coaching - coaching business
The coaching process has two modalities in terms of its participants, on the one hand, there is the most common, called individual, where only the coach and a coachee are involved, and on the other hand, there is group coaching, which, as far as possible, is held in a small group of people. Broadly speaking, what are the differences from a professional perspective?
Now, in a more explicit way, this article seeks to answer, >what are the stages of personal coaching and group coaching? To answer this question, we take into account ideas generally accepted by the community of specialists.
Planning: The results of the first report are studied, and an analysis of weaknesses and strengths is carried out, all with a view to identifying potential processes of change. The objectives are worked out in more detail, so that a model can be devised to measure the effectiveness of the planned actions, they must then be measurable objectives. The coach should advise the client to discuss the process he/she is working on with those close to him/her, as such action increases commitment.
Cycle: You start working with real situations, everything that has been discussed, it is time to put it into practice, and check if you are really working on an evolution plan. It is a crucial moment to identify mistakes, areas that have not been worked on, incompatible deficiencies, limits of the action plan. The tools and skills that have been used are also examined, with a view to possible replacement through the acquisition of others. A key element at this stage is feedback from the coach. In short, the cycle is conceived as a check, >how effective the coaching is being? >is progress visible from one session to the next? >How are successes and failures interpreted and communicated? >How is the coachee's enthusiasm and attentiveness manifested?
If in the cycle stage the idea is to locate final improvements in the action plan, the evaluation moment is a kind of gradual closing of the relationship between coach and coachee. Based on what has been worked on, meetings are extended until the key ideas have been internalized. However, a follow-up plan is also assigned with the approval.
Initial planning: It is time to define why group treatment is being given, that is, to find the factor that turns these people into a community, and from there to find a general objective.
Personal objectives: After defining the general objective, we proceed to a direct contact with each individual. This is a time for personal sessions, where each person presents his or her ideas about the process, the objective or multiple objectives he or she is pursuing, and his or her fears. This double process is enriching, since, the most private dialogues are able to shape group aspirations, just as community thinking has the capacity to modify personal references.
Communication: This is the moment to introduce novelties, to establish the models to follow through the exposition, discussion and reception of ideas. The coach operates as a guide, but enters and adopts the dynamics of the group. He/she must respect the forms adopted by the communication.
Observation and follow-up: It is necessary to maintain control, i.e. to monitor the process once it has already started. This is the moment of detection of failures and correction, the adoption of measures or new action plans, more adjusted to the intended purpose. The coach continues to exercise a peaceful guidance. It is not his job to tighten or discipline the management of the group, but to get involved as a counselor and support the group's ability to work in support of each other.
Review: It is time to look back on the group's journey. Well, the initial plan of actions has been carried out, according to both the general objectives and those that were expressed in the personal sessions, >What have been the results? >How have the energy and interests of those involved been transformed? >Is it possible to speak of a success or failure of the process, or is it rather a question of a growth that is not necessarily upward? The most important thing is to initiate a dialogue in which the benefits of the coaching experience are recorded.
