Coaching Handbook: An Action Kit for Trainers and Managers

You may be asking yourself how you fit into the model of coaching we have outlined. What will it involve? What is your role in the process?

Here is a generic job description for a coach:

Purpose: To work with individuals to improve their performance in a specific area or skill.

Key tasks and responsibilities

• Identifies development needs.

• Explains the coaching process to coachees, line managers and other stakeholders.

• Assists with the setting of learning goals and action planning.

• Uses a range of learning experiences to improve performance.

• Provides feedback for the coachee , based upon observed behaviour.

• Challenges the coachee s perception of his or her abilities .

• Helps the coachee to identify problems and possible routes to a solution.

  Supports the evaluation process by encouraging the coachee to assess progress against his or her learning goals.

  Helps the coachee to motivate self to achieve his or her learning goals.

  Required skills/abilities

• planning and time management;

• analytical interpretation;

• negotiation;

• interpersonal skills;

  • building rapport

  • giving feedback

  • active listening

  • asking questions/gaining information

• observation;

• facilitation;

  • standard and goal setting

  • helping others learn

  • evaluation and review

• Required qualities/attitudes

• supportive, empathetic; patient;

• positive attitude; respectful; trustworthy;

• honest;

• belief in people s potential; confident;

• objective and non-judgmental; sensitive;

• interested;

• perceptive;

• self-aware;

• attentive;

• retentive.

  Required knowledge

  Coaches require some knowledge of the subject that they will be coaching and specifically need to understand the expectations of performance; they do not need to be subject and/or technical experts. They also need knowledge of how adults learn and the theories of learning, along with the process of coaching.