Coaching And Its Relationship With Consulting, Mentoring, Counseling and Feedback

PRESENTATION. In the global turbulence, organizations to be well managed, require development to meet the needs of your most valuable resource, such as human resources. In this sense, the development of formal programs that address the use of human assets are the most suitable and feasible for this purpose. Of equal importance is given to daily interactions that arise in the workplace and is part of processes that guarantee or interfere with the achievement of organizational goals and objectives. In this order of idea, there is now a philosophy of learning that ensures the continued and sustained growth of skills and competence of individuals in companies. This philosophy is known as Coaching, it has been defined in different ways but can be summarized as the discipline that is based on the participation or individual attention, which is intended to operate deep changes in thinking and behavior of individuals. In order to make an introduction on the topic of Coaching develop in this article some aspects that relate to: The differences between the Coach and Consultant in organizational practice, the similarities between coaching and therapy; differences between Mentoring and Coaching: Appreciative Evaluation Model Coaching and finally study the relationship between coaching and feedback as part of the core of the conversation.

Differences between a consultant and coach The main differences between a consultant and coach is presented below in the table below. Coach In his work there is equal participation. Coaches are guides. and resource providers The coach does not define the objectives in the process of coaching, will be identified by the coachee. In the process of coaching, the coach focuses on the WHO then go to the coach facilitates the client to know and / herself for clarity, truth, motivation, awareness. The coach emphasizes empowerment, strengths and achievements. The coach's job involves continued development. He is an expert consultant in the consulting relationship: expert-client relationship. The Consultant focuses on WHY and HOW it tells you. The objectives are identified by the expert or consultant .. The consultant provides the strategies and expert knowledge. The consultant provides solutions and sells its product. Recovery follows an approach focusing on deficits and problems arising from breach of a standard compendium behavior. The consultancy is occasional and is based on need. Similarities between a therapist and a coach.

Zeus and Skiffington Under (2000), the roots lie in coaching psychology, specifically in psychological theory, and often in psychological practices. It also maintained that the coaching exudes notions of human psychology which is based and human values, self-development and self-understanding. Mentoring involves examining and clarifying the needs and values ​​of the individual and development goals, in turn leading to personal and professional development. The existential questions, among which are the identification of the purpose and meaning of life, relief of suffering and the individual's ability to enjoy a joyful life are essential to the coaching process (p. 10).

Although coaching is not therapy, many trained in psychology coach adopt therapeutic models, among which are: the solution focused therapy, transactional analysis, neurolinguistic programming, constructivist therapy, psychodynamic therapy, among others. Here are four of the similarities between a therapist and a coach in their professional practices. Both recognize the central role of trust and behavior in the relationship. Both recognize that all clients have the potential for personal growth and self-discovery. Both stress the importance of customer choice and responsibility in relation to change. Both focus on enhancing the strengths and competencies and client resources. It is assumed that he has the answers inside. The solutions and answers will emerge from its own repertoire of language skills through the questions, listening, guidance, support and mutual resolution of problems. Difference between Mentoring and Coaching With regard to this issue is raised in the Harvard Business Essentials (2005), that the fundamental difference between mentoring and coaching is based on the latter is related to the work the cochaee done, and the first with his career.

To support this claim is necessary to review the scope of each of the issues involved. Based on the definition of coaching as an interactive process through which managers and supervisors try to solve performance problems or develop employee skills. The process is based on collaboration and consists of three components: technical assistance, personal support and individual challenge. These three elements are linked by emotional bond between the people involved. In this process the outcome assessment often reveals opportunities for training. This is usually accomplished through a four step process: observation, discussion, active training and monitoring. On the other hand, states that a mentor is a person who helps another to experience personal growth through learning. Mentoring is the offering of advice, training or guidance that makes a person who has experience and skills to benefit the personal and professional development of the other. Mentoring aims to support personal development through professional and psychosocial functions. Sponsorship functions involving professionals, training, protection, exposure and challenge, these activities are closely related to the activity at work. On the other hand, deal with psychosocial functioning of the inner self of the person subject to the actions of the mentor: his behavior, the values ​​of the workplace, personal dilemmas and feelings of acceptance by the group.

Not limited to developing a small set of skills or behavior, but deals with the whole person and his career (p. 86). It raised before it is concluded that the scope of mentoring is widely larger than the coaching, which is itself a subset of mentoring. Below is a table summarizing the main differences between mentoring and coaching. Major Differences Between Coaching and Mentoring. Main Objectives Coaching Support and guide the growth of the ward. Functions The main thing is to listen, provide a model and make suggestions and connections. Immediate attention problems and learning opportunities. Main Objectives Mentoring correct inappropriate behavior, improve performance and provide skills the employee needs to accept new responsibilities. Functions include instructions on what to do followed by feedback. Developing long-term care career. Model assessment and appreciative evaluation Appreciative Coaching is a relatively new model of coaching. It is based on that coaching should focus more on the strengths, resources, skills and opportunities of the individual in the problem, highlighting the ability of the coachee to reflect the same and solve their own conflict situations.

The coach guides and help to be able to accept, further, to restructure and resolve the paradoxes facing. Importance of Feedback in Coaching. Several authors, among which are Smart (2003), Zeus and Skiffington (2002) and Dilts (2004), among others, agree Feedback define as what we do when we give our opinion or evaluation of someone's behavior or performance. Is any communication that provides information to someone else about our perception of them and how their behavior affects us. The ability to provide constructive feedback is critical to the success of any coaching intervention and is one of the most important roles to be played by the coach or manager with coachee or subordinate. Giving and Receiving Feedback is essential to ensure compliance with the objectives of individuals and the organization. Namely, there are two types of feedback that potential coaching, these are the positive and negative feedback. He first identifies specific actions that have merit, affirms and reinforces the work well done that helps people to learn from it. The Center is a form of recognition that motivates people.

The negative feedback or fundamental, however said the details and provides the basis to discuss and improve. This may lead the individual to fight harder to improve and enhance performance. On the other hand, since coaching is a two-way activity, it is important to be as prepared to receive feedback as to give. CONCLUSIONS. 1.-The coaching relate to other professions, but there are marked differences. Among these professions are consulting, therapy and mentoring. 2 .- Among the Coaching model is the appreciative evaluation, which emphasizes that learning can not be in the absence of a reaffirmation and strengthening of the strengths and achievements of the individual. Consequently, the coachee is guided and assisted by the coach to be able to accept, further, to restructure and resolve the paradoxes facing. Highlighting the importance in this process, the coach also learns. 3. In the process of coaching, feedback becomes a powerful tool for evaluating two-way to go and reinforce those behaviors to improve as an individual and improve work performance. Thanks for reading this article.

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