04
May
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BRIGIT EGAN SHORT BIO By Brigit Egan, Oakridge Director

Coaching can provide the added edge to an individual’s performance and be the difference between a career stepping up a gear or continuing in cruise control. Coaching is now far more an accessible form of training and development.

At one time coaching was reserved for senior managers and company directors, now it is available to all as a professional or personal development tool.

In the past 20 years or so coaching as a development tool has emerged from the world of sport to become an important aspect in personal development at work. It now ranks alongside leadership development and management skills programme and delivers real results. It has been suggested that coaching is the most powerful method for developing managers. However, the ability to harness this gain takes self-awareness, self-belief, and personal motivation and tools to enable the coachee to put new ideas into new ways of behaving.

The role of the executive coach in the relationship is to facilitate and coordinate these elements working in harmony with his or her coachee. Some have suggested that the harmonic relationship in coaching should be like conducting a band, waving the baton of question and focusing attention on each element in turn. Or it can be likened to playing jazz with the coach and coachee working together to weave the journey that emerges from the process.

At the heart of coaching lies the idea of empowering people by facilitating self-directed learning, personal growth and improved performance. Commonly mentioned benefits of coaching include enhanced personal and organisational performances, better work-life balance, higher motivation, better self-reflection, optimized decision making and improved change management. Commonly agreed fundamental principles of coaching are willingness, self- responsibility, respect, acceptance, confidentiality, integrity, transparency, flexibility and neutrality.

More about Oakridge’s Coaching offering can be found HERE >>

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