Keep in mind that the purpose of the coach is to enhance skills, especially problem-solving skills of the target population. This can hardly be done by taking an "I know more than you do" approach in dispensing advice. In addition, directorial methods usually don't work because if the target population were excellent in following directions, the senior management would not have needed a business coach in the first place.
However, time and again in business coaching, we come up against situations where the only alternative seems to be to complete sessions either by being directorial or by dispensing advice and without truly engaging the target audience. This usually happens when the coaches are pressed for time.
Though business coaching is not meant to be a quick fix, organizations who hire business coaches often need things to be fixed as soon as possible. Business clients have little time to hear out the concerns of the coach or give time to address the real causes that are the root problems. They feel they have hired a coach or a consultant, and it is the job of the coach to solve the situation. Thus, coaches by necessity often have to assume a directorial attitude or one of "I know more than you do" in order to get things done more quickly.
The danger with such an approach is that clients do not trust the given solution because they have not developed a personal connection or understanding of the advice. When the business coach finishes his contract, it's difficult to see him being called in a second time, unless his clients trust his solutions and feels personally connected to them. Clients are not wholly wrong to feel that if a coach is someone who simply gives orders for the target audience to follow, then that is something that can be done without a coach.
Our real objectives are to help the target audience build problem solving skills by truly internalizing the solutions, by taking ownership, and by becoming energized through discovering new skills and activities. We don't simply tell others what to do. Instead, through exercises and actions, we lead clients to discover what they probably knew all along, but failed to connect the dots until the coach showed them.
Again, simply regurgitating or dispensing advice, though often needed when facing urgent issues, is dangerous, because when you give advice, you are making an assumption that you know more about the client's business than you do. You can know more than the client in many other areas, but it is difficult to see how you could know more about the client's own business.
The business world today considers employees as important factors in helping bring companies to success, given the right factors. Companies, with the use of self-development tools such as تعریف کوچینگ mentoring programs, aim to develop their employees, of all ages and regardless of job assignment, to be the best that they can be.
These programs guide employees with the help of expert professional coaches who share their experiences and knowledge to make employees become aware of their capabilities. The professional coaches also push them to reach for the top and enlighten them on what they can still accomplish in the future. With the help of these coaches, employees' learning comes easier and faster than learning these things on their own.
Clients learn from the guidance and wisdom of experts as mentors, and, who also assume the role of coaches by encouraging employees to attain success in a more efficient and quicker manner.
Coaching mentoring programs assist in threshing out issues that were previously left unresolved, as those involved refused to confront the issues and tackle it among themselves. However, people are usually more open to discussing sensitive information, such as work-related problems, with external parties who they perceive to be impartial. In this working relationship, professional coaches assume the role of an adviser and confidante who can suggest better approaches to find solutions to problematic situations and facilitate improved non-conflicting flow of communication flow among everyone involved.