Coaching: A new way of naming an old practice?

     

By Raúl Gorrín.- There are many definitions that have been formulated about this process that helps people to reach a goal under the guidance of a coach. According to some specialists, coaching is the accompaniment of a person based on their professional needs, for the development of their potential. Others define it as the process of releasing a person's potential to maximize their performance. It is an activity, a feedback, a conversation that aims at people learning.

     The coach will make questions to explore the belief system, the values, the strengths and limitations. Such exploration will make it easier for you to make decisions and make commitments to yourself and the organization. Is this practice new? If we assume it as a training process, we have to say no. The difference is in the way the teaching-learning process is adopted, which is disconnected from traditional methods and training.

     The coach acts as a facilitator, but also has a leadership role. The role of facilitator is to stimulate, incite and provocative, not an adviser. Among the coach's tools is to build trust, between him and the persons who are being trained. The coach doesn’t give advice or tell to those persons what to do. The idea is to make the discovery. Coaching is in the way of approaching the learning process; it  makes easy the path for professional growth and development.

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