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deRainfall January 16, 2008

Why using coaching?

The idea of coaching has started to appear, even implementing in daily agitated companies’ lives, no matter if big, medium or small. There are different articles, TV shows, books debating even creating a media event on this theme. Indeed, it has a long time since is practiced and has good results “over the borders”. But human reticence makes us wonder: why coaching?

In actual fact this so-called reticence hides its dose of pragmatism: why choosing to invest enormous amounts of money in our employees? They really deserve this financial effort?

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The idea of coaching has started to appear, even implementing in daily agitated companies’ lives, no matter if big, medium or small. There are different articles, TV shows, books debating even creating a media event on this theme. Indeed, it has a long time since is practiced and has good results “over the borders”. But human reticence makes us wonder: why coaching?

In actual fact this so-called reticence hides its dose of pragmatism: why choosing to invest enormous amounts of money in our employees? They really deserve this financial effort?

The idea of coaching has started to appear, even implementing in daily agitated companies’ lives, no matter if big, medium or small. There are different articles, TV shows, books debating even creating a media event on this theme. Indeed, it has a long time since is practiced and has good results “over the borders”. But human reticence makes us wonder: why coaching?

In actual fact this so-called reticence hides its dose of pragmatism: why choosing to invest enormous amounts of money in our employees? They really deserve this financial effort?

I would like to put aside this purely theoretical package, as well as that scepticism connected with the financial part. Let’s practically analyse together why it would be useful in our organisational environment. Think about your case: how many times have you felt powerless concerning some decision-making? How many times have you felt bitter taste after taking a wrong decision? How many times were you tired of all pieces of advice coming from colleagues, friends? How many times have you felt you had the good decision but did not apply?

In our areas of expertise we are professionals surrounded by professionals. But let’s not forget that we are no supermen. Each of us feels the need to be actively listened, to be understood, to empathise. With the help of a simple question:”What would you wish?” we come to realize that actually we do not know what we want. Many times out of these individual, apparently foolish questions appear new pieces of information or points of view that the person in question is not aware of. Practically, most of our solutions to current problems lie in us. All we need is that coach to “help” us discover what hides in our internal structure. Moreover determine us to find out what our goals are but also what limits us to accomplish them.

There are some serious motivations for what is worth to use coaching. Internally and individually: we come to get to better know ourselves, to find out what exactly we wish, start learning to overcome self-imposed limits. Externally we reach to know better the organisation, to overcome our own professional obstacles, to be aware of the impact of collaborators/management within the organisation. Moreover you and the others who intend to use coaching will feel they become more creative, more communicative with themselves, more empathic. All these lead to apparently small advantages but extremely important in the development of organisational environment: a higher efficaciousness from a psychical, moral and productive point, as well as optimism in your organisation.

Well, coaching could open the gate of self-knowledge, helping us to identify our own ideals, wishes. I close with Goethe’s saying: “Once the soul is oriented toward a goal, many accomplish”.