Sometimes, professionals need one-on-one coaching in order to develop needed skills or correct performance deficiencies. As psychologists, we leverage our unique understanding of human behavior to teach people these needed skills or implement behavioral changes.
First, we invest the necessary amount of time on the front end to accurately pinpoint coaching needs. While we use some traditional methods such as 360 degree interviewing or surveying, we also employ proven psychological tests that help to identify underlying characteristics that may be causing various performance problems or deficiencies. We also compare information from each source and reconcile differences when necessary. All of this facilitates an accurate understanding of the coaching situation.
We also realize that coaching relationships are highly unique and personal interventions; and a one size fits all approach does not work. Some professionals respond to directive approaches while others require a more consultative, facilitative approach to developing skills and correcting deficiencies. The training need can also determine which coaching approach will be effective. Once again, we attempt to use our understanding of human behavior to identify the coaching approach needed in order to develop an effective working relationship.
Finally, we realize that an intervention must be supported in the person’s work environment if success is to be realized. That is why we advocate inclusion of multiple parties at key phases of the coaching process—all the while maintaining appropriate levels of confidentiality and trust in the coaching relationship. This can sometimes be a delicate balancing act, but must be achieved in order to attain success.
“Most coaches use similar processes. What separates them in terms of effectiveness is diagnostic abilities, human relations knowledge, and interpersonal skills.”
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