How to Implement a Business Coaching Process (Management By Coaching) - Action Plan

There are as many definitions of coaching as there are “coaches”. The main aim of coaching, however, consists in leading individuals to position themselves towards their professional life and/or project(s). The key-question that every coached person is proposed to answer is: “What role am I invited to play through my project and responsibilities?”

The gap between coaching within an organization and competition in sports deserves a special mention, for their methodology and – more importantly – their finality radically differ. Indeed, individuals who go beyond their strengths rather represent a threat than an opportunity for the company. Moreover, competition in a professional context can cause the social atmosphere, one of the company’s most valuable assets, to deteriorate. It is thus important to be very clear as to what the goals and the methodology of the coaching process are.

Also note that team coaching tends to be more and more often introduced into companies. It includes the same bases and pursues the same finality as individual coaching. The difference is that, instead of starting the coaching with an individual audit, it is the global functioning of the team that is assessed in the first place. Similarly, at the end of the process, every team member will be attributed specific responsibilities in the collective action plan.

A number of tools can be used, as these should be directly adapted to the coached person’s situation – i.e. to their professional project, different partners, etc. However, the following tools deserve to be mentioned, as they are the most commonly used at the moment:

• Project Management
• Management by Objectives (MBO)
• Differentiated Management

You can read the full article on HR4free, our dedicated Human Resources Blog.