Coaching: an obligation of means or results?

Coaching: an obligation of means or results?

Is coaching an obligation of means or results? This question is being debated within the coaching community itself. Some consider that the mere fact of making all the resources available to the coachee is enough to qualify the support as successful. Others think that the coach is, in part, responsible for the coachee reaching his coaching goals. At Talentis, we belong to the second category and believe that, like more and more professions, professional coaching is subject to an obligation of results.

Is coaching an obligation of means or results? It's all about culture at the start.

In Anglo-Saxon countries, in the United States for example, it is considered that coaching aims to achieve measurable results. This is explained by the fact that, in this country, coaching was initially inspired by sports coaching. In sport, there is no discussion possible, the objective is to win the competition. Hence this dimension very results-oriented professional coaching in this type of country. In France, coaching began to develop within companies in the early 1980s, led by psychologists, psychotherapists, psychoanalysts etc... This is also very specific to France. For this reason, some French coaches will tend to consider their client as autonomous, adult, and therefore having the keys to their development alone. ” No savior, no persecutor ”, this is the slogan often heard from French coaches. At Talentis, we share some of this point of view. Namely, consider that the coach is not there to “babysitter” a Talent. Its role is to effectively support the person to enable them to find the resources in themselves to progress. On the other hand, we are convinced that as coaching professionals, we have an obligation to get as close as possible to a culture of results. Let's see what that means.

Moving from a culture of resources to a culture of results in coaching: validating the intentions of each stakeholder.

When it comes to professional coaching, there are 3 actors present :

  • The company Who offers a manager, a manager or a group of Talents to be supported
  • La person accompanied, the coachee
  • The Coach

To move from a culture of resources to a culture of results, or at least get closer to it, Start from the brief. When a company contacts us, as coaching experts, we have a duty to position ourselves on the following aspects :

  • Is coaching the most suitable solution to a person's problem?
  • Is this type of support compatible with the environment and the person's reality at the time?
  • Is this an approach emanating from the future coachee or from the company?

Asking yourself these good questions as coaches is already a first step in adopting a results-based culture. It is better not to start coaching if the intentions are not clear. rather than doing this while only having the financial aspect in mind... It will be a matter of time during the famous tripartite interview of revalidate the intentions of each actor.

At the time of start-up: obligation for the coach to make the right diagnosis in order to address the right coaching objective.

One of the key moments of coaching is at start. At the moment when the coach and his coachee Define the coaching objective (s) together. The aim of the coach is to identify the right situation A (starting situation) and a B situation (desired arrival situation). In this process, the coach is responsible for developing an exact diagnosis. The right diagnosis leads to the success of the support. There is no point in coaching someone on their ability to lead transformation projects if their problem is their lack of assertiveness. Beyond the precision of the diagnosis, The success of coaching depends on the relevance of the tools used by the coach during the sessions. It is an obligation of means but also of result. Choose the right tool to address the right problem and set up the appropriate action plan. Hence the need for coaches to continuously train in various tools, theoretical and practical fields in relation to professional coaching.

To (re) read: 6 keys to develop your assertiveness

A need to be able to constantly measure the results of increasingly stronger coaching

More and more companies want to support a large group of Talents at the same time, wherever they are. This explains the boom in online coaching platforms. On a platform like Click & Coach, a large part of the technical development is allocated to the permanent optimization of reporting for Human Resources. HR wants to be able to monitor directly the consumption of coaching hours, the satisfaction of their Talents, the achievement of goals... To do this, coachees are asked questions at the end of their journey:

  • Was the coach challenging enough?
  • Did it take into account the reality of my environment?
  • Did he listen to my problems and challenges?...

Remote coaching platform: Why is it so successful?

With the advent of these platforms, The quality of coaching and the achievement of goals are increasingly being put to the test. And that's starting to happen when it comes to so-called “classical” individual coaching. Culture is changing, dear coach friends, get ready!

Receive our white papers, event invitations and news
Merci, nous avons bien reçu votre demande
Merci de vérifier votre saisie

At your side to build a tailor-made programme

Take a moment with our consultants to share your needs and questions and we will build a personalized offer

No items found.