This three-way relationship can make organisational coaching a little more complex than “life coaching” or “business coaching” as often the sponsor, representing the organisation, has their own reason for employing the coach (ideally it’s to enhance an individual’s performance but it can sometimes be seen as a way to fix someone’s behaviour, or even to “fix” the person themselves). In most cases, org coaching is an investment by the organisation in a senior or high potential talent which enhances both performance and wellbeing and enables the individual (or team) to achieve their desired business outcomes.
Traditionally, a business coach is someone who works with you on the nitty-gritty of your business. They look at your business plan, your budget, and your strategy, and they help you make a forward plan for the business. All of this is good, and it can be more like talking to a consultant. The business coach needs to have subject matter expertise (budgeting, planning, strategy and marketing for example) and will tend to give their client some advice as a way of adding value.
A good organisational coach, on the other hand, doesn’t give advice, suggest strategies, or need to have subject matter expertise, beyond being an expert coach. A good coach adds value by asking challenging questions to get you thinking differently, helps you decide what options to pursue, and holds you accountable to carry out the actions you have decided are right for you. There’s no advice giving, and no subject matter expertise being relayed. The coach helps you reduce the interference that gets in the way of achieving your full potential by asking powerful questions.
Just make sure that the coach you hire is well educated (in coaching skills), well regarded, and highly recommended.
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