Success Coaching: The Power & Potentials

Understanding Coaching

There is no adequate definition of coaching, possibly because of its wide-ranging applications, adaptations and various uses. What is not in question is that it is a process, which actively engages two main parties, namely the coach and the coachee (or client) working together to achieve specific goals (or outcomes).


With the above in mind, we can broadly define coaching as a professional, collaborative and outcomes-driven method of learning that seeks to develop an individual, group of people, or organisation, with the aim of raising self-awareness and increasing capacity, in order to achieve specific goals, perform at a more effective level and produce extraordinary results.


From that definition it is clear that coaching is a process and a structure, which enables people to reach their dreams and goals, by unleashing their potentials, thereby making transformation possible. The process of coaching in achieving the set goals or outcomes may of course involve teaching, training, consulting, directing, instructing, motivation, inspiration and other forms of communicating and sharing knowledge. It may also entail one-on-one meetings, retreats, workshops etc.


The bottom-line is that both parties (the coach and the client) are mutually committed to working together to achieve something special and beyond the normal or ordinary. The truth is that if the goal, outcome or process is not transformational, then it is not coaching. Coaching is thus an exchange and exploration through powerful dialogue or conversation that gets to the core of issues and mirrors content in reality, without being judgmental.


The purpose of coaching in this regard may sometimes be to uncover talent and resources, unleash untapped abilities, expose toxic interferences or re-chart a new course of action. Coaching thus offers a tool and methodology for learning, developing, and adding value to the life of an individual, team, business or organisation, by enhancing their intrinsic quality.


What this means is that if you are seeking higher levels of development in achieving powerful goals of performance enhancement and excellence, you need coaching. Coaching thus assists you to remain focused, committed, inspired and passionate about your goals. To summarise this, coaching improves what is supposedly bad, and enhances the quality of what is good.


As a result, coaching is a powerful change methodology in personal life, business and organisations. In this regard coaching operates both as an exploration and exchange process that gets to the heart of a matter and unleashes potentials, making transformation possible.

Coaching outside the world of sports, especially with regard to lifestyle change, as well as leadership, business and organisational performance is a generally misunderstood and sometimes confusing subject. Part of the confusion stems from the usual comparison of coaching to consulting, mentoring, training, counselling, therapy and others, with which it may have some similarities yet stark contrasts.


In today’s rapidly changing world, the need for coaching in enhancing people and organisational performance has become so much more evident than was the case some years ago. Today, having a professional coach has definitely gone beyond the realm of top sports personalities and preserve of Fortune 500 companies.


Coaching, with its many applications and adaptations is now becoming a “must have” for top organisations, just as it is for individuals, teams, governments and even religious bodies. The fundamental issue is that coaching has become a useful tool and process in establishing and integrating best performance systems for individuals and organisations globally.


However, despite its growing importance, coaching which in 1999 became the industry to grow the second fastest in the world is still occasionally difficult to define. As a result, there is the need to appropriately define coaching as a pathway to its accurate application and evaluation as a development process for people and organisations.


It is important to stress that the skilful adaptation of coaching tools and techniques always improves the performance of people, as it transforms organisations and businesses, especially through the harnessing of talents of personnel. These are the factors that highlight the concept, power and process of coaching. Professional coaching in this regard must be distinguished from the processes of teaching, training, consulting, counseling, therapy and others. And, as the awareness of its benefits increases, important knowledge gaps will be bridged on the power, process and practice of coaching.