Positive Psychology Coaching
Introducing the ©AIPC Coach Approach to Finding Solutions and Achieving Goals.
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Each chapter of this book has been written as a standalone document so that it can be shared with individuals and teams. Chapter 1 Introduction to Coaching introduces the different types of coaching and how each works - life coaching, business coaching, career transition coaching, leadership coaching or executive coaching. Chapter 2 Psychological Foundations of Coaching explores how positive psychology coaching has been developed from the contributions of a number of scientists and psychologists, and how coaching techniques are a combination of behavioural, developmental, cognitive, humanistic, social and positive psychological approaches to understanding human behaviour. Chapter 3 Benefits of Coaching details the significant positive benefits that coaching can bring to individuals, teams and organisations. It outlines the various tangible and intangible benefits that make coaching such a powerful intervention for personal and professional growth. How to measure the return on investment from coaching for individuals, teams and organisations is explained. Chapter 4 Purpose of Coaching reviews the various purposes for which coaching may be used to benefit individuals, teams and organisations including: gaining self-awareness and insight; behavioural change; business and performance improvement; career progression; leadership capability; innovation; managing successful change projects; innovation; enhancing strategic leadership; and supporting cultural change and transformation change processes. Chapter 5 Coaching skills looks at the various skills that coaches use to bring about successful change outcomes in clients. Coaching skills include active and reflective listening, asking powerful questions and summarising for understanding and clarity. In a coaching session, coaches also observe clients' non-verbal behaviours to establish more effective ways of supporting and communicating with them. Chapter 6 Coaching preparation details the range and scope of coaching tools that coaches need to conduct a successful coaching session and coaching program with a client. Once these documents are prepared, they are used again and again with clients to establish and maintain a professional coaching image in the marketplace. Chapter 7 Coaching process introduces the ©AIPC COACH model of coaching which is the basis for all the coaching purposes and types detailed in this book. Using this coaching model, the coach identifies the critical issue or reason that the client has come to be coached, explores opportunities and solutions to achieve their desired goals, and develops action plans with the client as well as measures by which they will be held accountable for the actions they commit to take. Chapter 8 Coaching in an organisational setting focuses on Executive Coaching as it typically occurs in an organisation. The ©AIPC Executive Coaching Model is introduced and the three components of this process are explained: (1) Assessment and Feedback, (2) Coaching for Performance, and (3) Coaching for Development. The steps to coach for Performance and for Development in an organisational setting are outlined. Chapter 9 Coaching for self-awareness and insight focuses on individual differences and the psychological and physiological motivations that drive people to change their behaviour to achieve certain outcomes. Identifying coaching needs and motivations, as well as the drivers for change and the incentives to maintain change are important components in the coaching process. Chapter 10 Coaching for behavioural change examines how coaches help clients identify the behaviours that are congruent with their personal values and beliefs, realise any discrepancy with their current behaviour, and assist clients make the changes they need to make in order to lead a life that is meaningful and on-purpose. Chapter 11 Coaching for personal development focuses on improving the client's personal and interpersonal effectiveness. This includes their ability to communicate effectively, be assertive in getting their needs and wants met, and maintain a healthy self-esteem. Ways to build stronger, deeper and lasting interpersonal relationships with others at work, at home and in the community are outlined. Chapter 12 Coaching for performance improvement focuses on how to motivate individuals and teams at work and the factors that contribute to job satisfaction and performance. This chapter introduces the concepts of coaching conversations, feedback conversations and corridor conversations as they can be used by the manager to improve employee performance at work. Chapter 13 Coaching for business improvement focuses on how coaching can improve business performance in a range of areas including processes and systems, learning and growth, customer retention and profitability. The coach works with the business owner or manager to conduct market research, identify customer needs, and tailor products and services to meet these needs. Chapter 14 Coaching for career transition focuses on individuals who need to make a career change (e.g. seeking promotion, retiring) or because change has been thrust upon them (e.g. being `let go' or redunded). The coach works with these individuals to assess their employability and marketability, personal adaptability and readiness to take up a new position. Chapter 15 Coaching for leadership development looks at the difference between leadership and management, and how traditional or transactional forms of leadership have evolved into transformational ways for leaders to inspire and motivate their direct reports. The coaching style of leadership has been found to be particularly effective in to promoting a positive organisational culture. Chapter 16 Coaching for innovation looks at how both exploratory and exploitative innovation techniques can be used to enhance an organisation's products and services to meet customer needs. The innovation process is outlined and ways to facilitate the active engagement of employees, clients and stakeholders throughout the three stages of innovation are explored. Chapter 17 Coaching for strategic leadership looks at the role of leaders in developing the direction of the organisation as it seeks competitive advantage in a global marketplace. The responsibilities of strategic leaders are discussed, as well as the core competencies that they need to possess to position the organisation for a sustainable future. Chapter 18 Coaching for transformational change addresses how coaching can be used as an instrument to support cultural and transformational change. Organisations which invest resources in coaching during a transformation and cultural change program reap the benefits by transitioning more smoothly and quickly to their new, desired future.
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About the Book
Coaching is an emerging profession across all walks of life. Coaches work in communities, businesses, governments, private and not-for-profit settings to assist people to grow personally and professionally. More people are engaging their own life, business, career transition, leadership, or executive coaches to help them solve their life or work problems and reach their goals more quickly and easily. Coaches are sounding boards to clients, putting their agenda front and center and the clients back in control of their life. The coach works nonjudgmentally with clients to understand their situation and needs, help them become more self-aware and resourceful, uncover insights into themselves and what they need to do, and stand side by side with them as they take the actions they need to take. Why positive psychology coaching? Because before people can change their behavior, they often need to change their mind-set. A client’s mind-set may be positive and supportive of change or negative and is holding them back. Coaching from a positive psychology perspective means that the coach and client are always focusing on what’s right in life rather than what’s wrong. The coach works with the client to identify their limiting beliefs and reframe them into positives. Together, they identify solutions or goals and develop action plans to achieve these outcomes. Change can happen very quickly once beliefs and actions are aligned and supported by positive affirmations that boost self-esteem and self-efficacy. Every day, we try to find meaning in life, and when we don’t, we become confused and search for answers. We can look back and despair, or we can look forward into a compelling future. Many people neither want nor need to see a therapist or counselor, and they choose to see a professional coach instead to help them resolve their situation and find greater happiness in life.