Coaching refers to a method of training, counseling, or instructing a person or a group on how to develop skills to improve their productivity or overcome a performance problem. The supervisor is called the coach, while the student is called a coachee. The first group of methodologies follows an approach that focuses on developing the identified learning gaps. A coach focuses on working with a client to focus on areas of development and, at the same time, supports them to establish and manage a goal-oriented process.
In general, these methodologies follow an established training model (for example, coaching involves the belief that the individual has the answers to their own problems within themselves). Undoubtedly, you have found several training methods in the context of training topics. But what are training methods anyway? They are a kind of toolbox that allows coaches, as well as clients, to address and implement behavioral patterns or desires for major changes in different areas of life in a solution-oriented way. What distinguishes the different approaches and which holistic approaches should not be missing in almost any coaching training, we explain in the following overview of proven training methods.
Although some studies refer to training methodologies, it is rarely explicitly clarified which method was used by the coach. This coaching approach serves as support in everyday questions and in the management of personal life, both professionally and privately. Whether they specialize in a single method or defend different holistic approaches, all coaches learn from the start a wide range of excellent training methods and tools. It doesn't matter if coaching is used in sports, life or business, the good coach believes that people always have the answer to their own problems.
While all coaching approaches are likely to achieve positive results in professional development, training that focuses on developing a person's innate and intrinsically motivating strengths should logically generate greater benefits. Once the coach and coach have jointly identified the coach's objectives and taken stock of the current situation, they usually dedicate themselves to various training methods. In reality, no one else cares what level of delegation of leadership the coach uses, as long as it works for you and for the person being trained. It's also worth noting that, due to the rise of positive psychology, more and more organizational coaches are adopting and welcoming strong-based coaching as their preferred methodology.
In order to define the term coaching methods, it is important to understand what coaching consists of in general. Because the choice of the right training methods is mainly oriented to the subject of training and the individual objectives that are being pursued. In fact, there is a disparity between the growing practice of coaching in organizations and the research that supports the methods used by organizational coaches.