Reactions to Coaching
Coaching Effectiveness at the Individual Level
Coaching Impact at the Organizational Level
Summary of the Findings (Global Context)
The India Scenario
The Coaching Industry is growing exponentially in India and is estimated to grow from present USD 40 Million per annum to USD 200 Million per annum by 2015.
The Background
Perry Zeus and Dr. Skiffington (of the Behavioural Coaching Institute) define executive coaching as,
a time bound dialogue between coach and coachee within a productive and result oriented context. It is about change and transformation that the coachee aspires, which emanates from asking the right questions rather than providing the right answers. It is about creating new identities and new futures.
Coaching is viewed as a process where a professional coach helps the coachee to become aware of his/her strength, possible areas of development, values etc. to help him/her build expertise towards contributing to individual growth, and aligning that with the organization’s vision and priorities. While on one hand it helps the coachee DARE – (dream, achieve, risk & excel), on the other hand it also helps them reflect & reinvent themselves.
Many years ago, Coaching was perceived as a stigma. Executives were reluctant to be coached as it was viewed by peers and subordinates as something negative against the coachee. Organizations sometimes considered it as a last resort for correction of negative behaviours or performance before exit, stagnation or sidelining of an executive.
Today, Executive Coaching is viewed as something special for High Potential Leaders to do better in future and at next levels. It helps ’Successful Leaders to become More Successful’. It is seen as positive and sponsorship is viewed by Coachee with pride and motivation and also perceived by peers as a sign of recognition of coachee to be on an accelerated career growth path. Executive Coaching has helped in improved retention of High Potential Talent.
Coaching Models & Methodologies
Most ‘Global Coaching Certifications’ teach western coaching models and methodologies which are based on proven theories in psychotherapy, psychology and behavioural sciences. Many certifications also focus on coaching practices, ethics, codes, qualities of coaches and coaching models. Some of the popular coaching models are the GROW Model of Coaching, NLP Coaching, Positive Psychology Coaching, Behavioural Coaching (Marshall Goldsmith Methodology & other Methodologies), among others.
An effective coach aims at focusing on how to effectively help the coachee in the transition, transformation and change. Executive coaching is more an art and needs extensive practice. While executive coaching, as a concept, is gaining momentum in India, there is a need to structure Coach’s competences and certification for designed success.
Coaching the India way
The Indian clients expect the coach to be a learned, experienced, nurturing and senior elder who can mentor, coach and share relevant experiences and stories. At the same time they need to ask insightful questions to help the coachee reflect on deeper personal insights to act on their own convictions and alternatives. Trust, faith and respect for coaches with long-term relationships are unique aspects of the Indian culture and ethos. Coachees in India expect empathy in the relationship. Cold contractual relationships based on logical questioning like in the west does not create the trusting bond required in the Indian context. While a coach must listen actively on the one hand, he/she should also be mindful and be a non-judgmental observer of what is happening to the coachee and himself as a coach during the coaching session. The coach hence has to delicately balance and play the role of coach, mentor and guru at various points during executive coaching, especially with middle level emerging leaders and high potentials.