Coaching arose at the intersection of psychology, management and sports. The main task of coaching - to encourage self, so that man could find himself and to obtain the necessary knowledge. It allows you to unleash the inner potential and give effect to its system of motivation.
Coaching. Stages of development.
"Kouch" - the word of Hungarian origin, was common in England in the sixteenth century, meant "cart". In the second half of the nineteenth century, the English students were called because of private tutors. In the early nineties the nineteenth century "kouch" solidly part of sports lexicon as the name of the coach. Gradually, the value is transferred to any activities related to counseling. And in 70 years of the twentieth century in the United States appear first "kouchi".
Foreign authors identify 7 stages of development coaching:
1. From 70 to mid 80's - phase "origin", United States
2. Mid-80's - "dissemination", United States
3. Mid-80's - "burst", Germany
4. Late 80's in Germany - "systematic staff development"
5. Start the 90's in Europe and the United States - Phase "differentiation"
6. Mid / late 90's in Europe and America - "popularization"
7. From 2002-to date-phase "depth professionalisation".
To understand at what level of development is now coaching in Russia, I want to tell you about each step in more detail.
So, the first phase - "origin" (70-80 years, America)
Initially, the American management coaching meant nothing more than a focused and development-oriented work of the head with his subordinates. Each employee should have to achieve their professional and personal maturity within its substantive jurisdiction, under the tactful guidance of his supervisor, who, skillfully using the motivational component that contributed to the successful fulfillment of production goals and, sometimes, career most subordinate. This form is quite consistent with the spirit of the time, prevailing at that time in America.
The second phase - "dissemination".
In the mid 80's gradually increasing the use of coaching in the career of young talented employees through the maintenance of their vysokopozitsioniruyuschimi experienced managers, which in no case are their direct supervisors. While the younger "talents", and is given much attention, and their career goes in the right direction, but this phenomenon does not turn into a system, and gradually reborn in coaching or mentoring.
The third phase - "surge".
What started in the United States at the average level in the mid 80's moved to Germany at once to the level of top management and become a leader in coaching through counseling masthead solely by external kouchami on specific themes: conflicts in the top level in the range of peers, their own problems in the leadership of subordinates, the strategy, but also personal interests, for example. problems in the marriage or relationship problems with others. Kouch was to help his clients realize their vision, especially its communication style, strengths and weaknesses of the individual. Before that period, top tier has not yet been received in the amount of direct feedback, which would have helped to improve their social impact in the business. A specially selected range of topics and attacked exclusivity bestowed this option coaching great attention among the public and in the field of consulting services. All this has meant that in a very short time, the key idea of coaching are becoming extremely popular.
These were the initial phase of development and expression of coaching in Germany. In the U.S. version of the external psychological counseling for the top managers remained until the late 80's almost untapped, but after a few years back in full at the "homeland".
The fourth phase - "systematic staff development".
Coaching not only kouchi were invited from outside, but internal divisions and staff development. A long time these two teams were in the opposition, discussing the topics to match style of coaching manuals and what not.
If you spent coaching development department, the task force has long been the middle and lower layer of management. The role of personal koucha with a given manager to promote their charges, which were conducted seminars and coaching within the company.
Finally, in 90 years, both groups have reached peace and harmony and approved coaching in the various options and ways of action as a way of development of all levels of leadership. For top management individual and team coaching has become an essential tool for the disclosure of personal potential.
Gradually identified and codified primarily matters what the topic should be the focus of coaching, in which case you can use coaching and who should be treated as kouch and as a client.
Fifth Phase - "differentiation".
So in 90 years of coaching has reached well-deserved success. First "battle" of concepts, methods, themes, directions and origins have been behind. Increasingly, coaching has been used in various ways, with new meaning, content and specific procedures. Group coaching during the workshop was used as a "force" the group for an in-depth advice to individual participants through a collective feedback (feedback). Each training personal growth - quite in the spirit of the time - could also be called coaching. This refine their own course of action and gave everyone who participated in this, a sense of lofty responsibility.
Coaching has become a key concept in its global deep-oriented methodology for counseling psychology. It was used as in some cases, and in the processes of change in firms as a form of personal support for senior management. Scope and methodology used in this phase has quickly grown so rapidly that their review is not possible within this article.
The sixth phase - "popularization".
Once the coaching has been well respected in top management, after the coaching has proven its success not by chance and a high-status, after all this, he suddenly became a very quick word-container that is used by everyone and for any reason. Even the classic organizational consulting mutated in coaching. A "TV-coaching", "Dancing-coaching", "astrological coaching" etc. etc.
Seventh stage - "thorough professionalisation".
Since 2002, the coaching team are beginning to provide target and methodically differentiated applications, increased quality requirements in the practice, started the standardization of learning increases the intensity in the research, organizes international congresses and meetings, there are "young" kouchi, followers of the first wave, set up internet banking Data kouchey and community kouchey who discuss among themselves the content, methodology, standards and quality issues. Coaching goes for scientific level, is beginning to develop its own methodology and tools.
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