Demystifying Coaching III (It is not a universal prescription, It is for everyone, It does

Myth 7: Coaching is a Universal Recipe

Another misconception is to consider coaching as a magic recipe or a universal solution applicable to all types of situations and problems.

One may think that there is a standard coaching formula that can handle any circumstance.

However, coaching has a specific purpose and is good for what it is good for: helping people grow and achieve their goals.

While it is true that the positive changes achieved through coaching often manifest in various dimensions of a person's life (personal, professional, relational), there is no "universal recipe" that can be applied indiscriminately.

Each process is tailored to the unique needs of the individual, and is not the right tool to address every type of problem; some situations require different interventions.

Myth 8: Not Everyone Can Participate

Linked to the previous myth, it is sometimes thought that not everyone is suitable or can benefit from a coaching process. It may be believed that it is only for certain profiles or hierarchical levels.

In reality, anyone can potentially benefit from coaching if they have the desire to grow, change or achieve goals.

However, it is important to note that not all goals or problems can be addressed exclusively through coaching.

Certain difficulties, especially those related to mental health or deep trauma, require other types of professional interventions, such as psychotherapy.

Therefore, while coaching is accessible to most, the practitioner must discern whether it is the right tool for the client's specific situation.

Myth 9: Coaching Causes Corporate Abandonment

In the corporate environment, a recurring fear is that employees who participate in a coaching process and improve their competencies tend to leave their companies in search of better job offers.

It is assumed that by being better prepared, they will seek new horizons. However, this vision is simplistic.

The abandonment of talented personnel is a direct consequence of poor human resources management by the company (lack of recognition, limited growth opportunities, poor working environment, etc.). It is not, therefore, due to better preparation or development of employees.

An employee who feels valued, challenged and has opportunities for growth within his or her organization is more likely to stay with it, regardless of his or her level of development.

Coaching, in fact, can increase engagement if it is embedded in a positive organizational culture.

Myth 10: Coaching Does Not Lead to Increased Profitability

Finally, there is skepticism about the return on investment in coaching, doubting that it will lead to a real increase in profits for the company.

It can be seen as a "soft" expense with no tangible impact on the bottom line.

This perspective ignores the direct connection between individual development and organizational performance.

Coaching directly impacts the individual to improve performance and increase productivity.

When employees are more efficient, more motivated, communicate better and solve problems more effectively, their overall performance improves.

This optimized performance leads directly to increased profits for the organization, whether through greater efficiency, innovation, talent retention or improved customer satisfaction.

Summary

Coaching is not a universal recipe or a magic formula applicable to all types of situations or problems. Coaching has a specific purpose: to grow people and help them achieve their goals.

Anyone can potentially benefit from coaching if they have the desire to grow, change or achieve goals, denying that it is only for certain profiles. However, the coach must discern if it is the right tool for the situation, deriving deep problems.

The corporate fear that coaching causes corporate abandonment is simplistic, since the talent drain is due to poor HR management. Coaching can increase engagement if it is embedded in a positive organizational culture.