Global Design And Business

Looking for more answers between managers of different companies, I see that to be an individual and personal process, each professional emphasizes the aspects that have helped them more personally.

Stress that many note that coaching is a process that has implications at both professionally and personally. It involves a personal transformation, full of discovery and where the practitioner is located in other planes of view of reality. This is a change in their lifestyle in the workplace.

On many occasions to prove it does not ask how have realized the importance of what other people are thinking of one, how their behavior affects them or their decisions and how they have been unable to take into account their views to come to enrich a proposal or project. This requires a maturation process that leads to introduce the culture of feedback: being open to hearing the views of others and give yours in a constructive, open new possibilities for action and enriching the product.

A very valuable partner with whom I worked for years in a multinational IT and has gone through a coaching process at their current company told me with genuine enthusiasm: “It is curious to find out as much personal characteristics that we are actually habits upon which we can work and improve and see how others perceive oneself and the results of this work in a few months. ” He realized what he had achieved after a few sessions with a coach: “I could stand to make a self-analysis, to provide a space, time and a springboard for reflection. I managed to break my barriers and fully involved in this process. ”

Other benefits include managers in a large percentage of cases and refer to the practical and immediately useful to the workplace: “It is a tool to use in any field” and with regard to their practical application point that “has been the best, gives a real vision for application in the business environment.”

It is true benefits for companies are numerous, especially in improving efficiency and productivity growth, allowing development of a new culture in which businesses rely on the commitment and responsibility of its employees working with a clear orientation to goals.

Over 96% of managers repeat their experience with executive coaching. This is one conclusion that emerges from the final report of the global survey of coaching clients of the International Coaching Federation (ICF). It also highlights that over 82% expressed a high level of satisfaction with their experience in coaching programs, that the ROI obtained in these processes is equivalent to seven times its initial investment, and individual customers who recorded an average return equal to 3, 44 times their initial investment. These data are collected from a survey conducted from September to November of 2008 to 2165 customers in over 64 countries.

In another area, has drawn my attention to the statements of Eric Schmidt, CEO of Google, which makes a sweeping statement in an interview in which he states that “Everyone needs to coach and a mentor or coach is crucial to aid contribute to have perspective and vision of your company and business.

Given these facts, the question arises regarding the attitude towards the coaching of professionals, managers and companies, in what situations are dealt with executive coaching process? What do you get?

To answer these questions I found two different approaches: the reactive and proactive. The reagent is due to situations of fear, lack of criterion when making decisions at a particular situation or conflict on the part of managers. Coaching serves a great help in these cases, and to analyze a map of options that the participant analysis and reflection among alternatives to reach your ideal situation with regard to the objective that has been raised and always within a professional setting.

Take this opportunity to emphasize that coaching is not consulting or offering therapy or psychology. Coaching is a learning process that produces personal transformation and learning based on an objective set by the participant.

The second approach, the proactive, consistent with scenarios in which from the human resources department, the steering committee or an official of one area, they demand a comprehensive process of coaching based on identified target-oriented and professional development their collaborators. The traditional training sometimes does not cover the goal of achieving an adequate and rapid transfer to the workplace. With a process based on learning workshops more individual coaching sessions, we got a skin, which may not be achieved by other means.