As more and more companies realize the benefits of hiring a coach, they also realize the benefits of coaching methodology into the management style of their leaders. After all, there’s a difference between simply telling employees what to do and working with them on professional development. Leaders create leaders under them therefore coaching is essential.
What is Coaching?
Put simply, coaching is a process that aims to improve performance and focuses on the ‘here and now’ rather than on the distant past or future. While there are many different models of coaching, here we are not considering the ‘coach as expert’ but, instead, the coach as a facilitator of learning.There is a huge difference between teaching someone and helping them to learn. In coaching, fundamentally, the coach is helping the individual to improve their own performance: in other words, helping them to learn.
We constantly upgrade our Personal Coaching Courses which are available at a range of levels and are designed to develop your speaking, listening, pronunciation, leadership, negotiation, presentation skills etc for more effective communication in social, study and professional situations. These courses will develop your confidence in using English through conversation activities, public speaking, extempore, interview skills and group discussions.
Good coaches believe that the individual always has the answer to their own problems but understands that they may need help to find the answer. Coaching is unlocking a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them. By distracting that inner voice, the body could take over. It turns out that often the body has a very clear idea of what to do when internal dialogues are suppressed.
The essential part of coaching, then, is to help people to learn to silence that inner voice and allow their instincts, or their subconscious, to take over. Sometimes that means distracting it, and sometimes it’s about exploring the ‘worst case scenario’ and removing the fear.
Coaches need to identify the stage at which an individual is at to use the right sort of language to help them move to the next stage. After all, it’s difficult to try to improve a skill if you don’t know that you lack it.
The Differences Between Teaching, Coaching, Mentoring and Counselling
Although teaching, coaching, mentoring and counselling all share some key characteristics and skills, they are nonetheless quite different and it’s important to be aware of the differences.
The Competence Competence Cycle Model of Learning
One useful model for learning is the Competence Cycle, a four-stage model that can help you identify your competences:
1) Unconscious Incompetence
You don’t know that you don’t know about something. A good example would be a child who has never seen a bicycle, or has no idea that any language exists other than their own.
2) Conscious Incompetence
You have become aware that you lack a particular skill. An example might be the child who has seen other children riding bicycles, or heard someone speaking another language, and therefore wishes to learn.
3) Conscious Competence
You have learned how to do something, but you still need to think about it in order to do it. An example would be the child who can ride a bicycle but falls off if they stop watching where they are going.
4) Unconscious Competence
You have learned how to something so well that it has become hard-wired into your brain. You no longer have to think about how you do it, but just do it. In fact, if you think about it too hard, you may not be able to do it.
Teaching and Training
Teaching and training involve an expert teacher who imparts knowledge to their students. Although the best teachers will use participative and interactive techniques, like coaching, there is very definitely an imbalance of knowledge, with the teacher as expert knowing the ‘right answer’.
Coaching involves the belief that the individual has the answers to their own problems within them.
The coach is not a subject expert, but rather is focused on helping the individual to unlock their own potential. The focus is very much on the individual and what is inside their head. A coach is not necessarily a designated individual: anyone can take a coaching approach with others, whether peers, subordinates or superiors.
‘What Sort of Leader are You?’ self-assessment to find out how well-developed your coaching leadership style is).
The key skill of coaching is asking the right questions to help the individual work through their own issues.
Mentoring is similar to coaching. There is general agreement that a mentor is a guide who helps someone to learn or develop faster than they might do alone.
In the workplace mentors are often formally designated as such by mutual agreement, and outside of an individual’s line management chain. They usually have considerable experience and expertise in the individual’s line of business.
A mentoring relationship usually focuses on the future, career development, and broadening an individual’s horizons, unlike coaching which tends to focus more on the here and now and solving immediate problems or issues.
Counselling is closer to a therapeutic intervention. It focuses on the past, helping the individual to overcome barriers and issues from their past and move on. Here, the focus may be either internal or external.
The differences between these various ‘learning methods’ can be summarised as:
Learning Method: Coaching Mentoring Counselling
The Question: How? What? Why?
The Focus: The present The future The past
Aim: Improving skills Developing and committing to learning goals Overcoming psychological barriers
Objective: Raising competence Opening horizons Building self-understanding
The term ‘coaching’ means many different things to different people, but is generally about helping individuals to solve their own problems and improve their own performance.
It doesn’t matter whether coaching is used in sport, life or business, the good coach believes that individuals always have the answer to their own problems. They just need help to unlock them.
The term ‘coaching’ means:
1. Showing Empathy
Someone in a leadership role who does not have the ability to empathize will never be a leader. Empathy is about connecting with others without judgment or personal agenda. By growing this skill, leaders can make difficult or even unpopular decisions that their teams will support because they are trusted for their ability to lead to greater destinations for the common good.
2. Remaining Curious
I think that curious persons are great leaders today. Curiosity is the difference between knowing and discovering. Curiosity keeps judgment at bay and encourages consideration and inclusion. We are born naturally curious and learn to suppress our curiosity in favor of efficiency.
3. Being Able To Recognize Strengths
A great leader and coach will help their people find their light and brighten it. The conventional way of leading, which tells us we must find and fix our weaknesses, is outdated and disengaging. Today’s leaders must embrace and capitalize on the uniqueness and strengths of each of their team members in order to ensure that they not only succeed wildly at work, but also succeed as leaders of their lives. .
4. Knowing How To Partner
Like a great coach, a great leader is in the front pulling for their team members’ success. Great leaders are not directing but partnering for success. Leading is about creating an environment where individuals get heard, experience is valued and validated, and difficult decisions by the leader are then embraced by the team. They know the leader is their partner in having them win, too.
5. Asking Open-Ended Questions
Too often, leaders approach interactions from a problem-solving mindset. Asking open-ended questions can create openings for new action because they literally take people out of the problem.
Eg Try this one on for size: “If there were no constraints and anything was possible, what action would you take now?”
Key Coaching Skills and Attributes
Great coaches tend to have a number of key skills and attributes:
- Emotional Intelligence
Coaches generally have high emotional intelligence: they’re good at understanding and relating to people, and they’re interested in people. You have to genuinely want to help others develop to become a really good coach. It’s no good just paying lip service to the idea.
Coaches need to be able to show empathy and be good at building relationships, including building rapport.
3. Communication Skills
Good coaches also have strong communication skills. For more about developing communication skills in general.
4. Information Gatherers
Coaches are good at gathering information and then clarifying it for the person being coached. They generally have strong listening skills, including active listening.
5. Proper Analysis
They don’t jump in straight away with the answer but rather make sure that they’ve fully understood the issue by reflecting and clarifying.
6. Coaching Role
Similarly, coaches have usually taken time to develop strong questioning skills. It’s been said that coaches should never offer opinions, but instead only ask questions to guide the person being coached through the issue. This is similar to the role of a counselor.
7. Calm Nature
Coaches and coaching leaders give space and time for people to try things out. They don’t get over-excited or angry about mistakes, instead they concentrate on how to recover the situation calmly and with the involvement of the person who made the mistake. They are skilled at providing feedback and using tact and diplomacy.
8. Coaching Tools and Techniques
Coaches may also use various models of learning and thinking and have training and expertise in various tools and techniques, for example, psychometric testing or neuro-linguistic programming (NLP) & Hypnotherapy etc.
Skills & Attributes:
- Personal Skills:
- Personal Development
- Personal Skills for the Mind
- Stress and Stress Management
- Anger and Aggression
- Living Well
- Living Ethically
- Caring for Your Body
2. Interpersonal Skills:
- Communication Skills
- Emotional Intelligence
- Conflict Resolution and Mediation Skills
- Customer Service Skills
- Team-Working, Groups and Meetings
- Decision-Making and Problem-Solving
- Negotiation and Persuasion Skills
- Personal and Romantic Relationship Skills
3. Leadership Skills:
- Understanding Leadership
- Planning and Organising Skills
- Leading People
- Change Management
4. Learning Skills:
- Study Skills
- Writing a Dissertation or Thesis
- Research Methods
- Teaching Skills
- Coaching Skills
- Mentoring and Counselling
5. Writing skills:
1. Grammar – An Introduction
2. Common Mistakes in Writing
3. Writing a CV or Résumé
4. Writing a Covering Letter
5. Business Letters
6. Numeracy Skills:
- Real-World Maths
- Introduction to Geometry
- Graphs and Charts
- Managing Money
7. Parenting Skills:
- Pregnancy and Babies
- Toddlers and Young Children
- Parenting Teenagers
- Entertaining Children
- Learning and Developing
Mr Avinash is a great personality. He is my mentor and always ready to help students and Corporate. He leaves no stone un-turned and makes experiential learning interesting. I wish him great success ahead…
Gaurav Jain -CS & CMA
A letter from a professional to an aspiring job seeker student.
I’m Gaurav Jain. I did my CMA from Jaipur Chapter & have recently taken CS final exam. I worked in Chennai, presently I’m working with Binani Cement; this is my second job. Its my experience that degrees, diplomas & Certificates are just tokens to enter Corporate. Its hard work coupled with Professionalism, leadership, Spoken English & Soft Skills that matter a lot to get promoted in a job.
Formal school & college education system lacks soft skills training in India. We as students try to learn these skills immediately after CA, CS or CMA professional exams one month prior to an interview in an haphazard way & 95% of us get rejected, rest settle with some mediocre jobs. Even if we manage to get a job in some Multinational, we somehow manage the expectation, the pressure to perform; we keep changing bosses & companies to satisfy our stupid ego without realizing that its us that lack skills & not the Company.
I was trained by Avinash Sir 3 years back for 3 months in English Phonetics & Interview Skills. He made me aware with a word of caution to continue learning throughout my career & life. In his words: “Learning stops at death. It would be wise to bring these skills in our daily lifestyle living blissfully. Whosoever interacts with us in work or life should be encouraged by our professionalism, personality, wisdom, humour, creativity, decisions, soft language, behaviour, attitude, working style, leadership approach, body language & clothing.”
Since Avinash Sir trains from CEOs to lower level Managers to students with equal ease. I wished to get trained by him further in soft skills but it remained a dream. I kept calling him these years for mentoring & consultancy and was satisfied with analysis and solutions. I’m really delighted that he is starting Online Consultancy & Training support for students, professionals & Corporate like us who need continuous training & consultancy.
My best wishes to Sir Avinash for his professional initiative. His id on Skype is: Avinash Kumar Arvind
Gaurav Jain CMA
Binani Cement Ltd.
Earlier KPMG, now Senior Financial Analyst at Novartis
December 25, 2013, Abhinav was a client of Avinash K’S
Mr Avinash Kumar Arvind is one of the finest motivational speaker I have come across….he makes sure that he is able to bring the best in you….helped a lot to develop my communication and public speaking skills…!!
- May 10, 2012, Avinash K was senior to Kuldeep but didn’t manage directly
Mr. Arvind is one to learn the art of being from. Having him around surely is an educating experience- for trainees and colleagues alike. His insight around the training domain is impeccable and his executive style unique. His ease and wisdom reflects in his delivery.
No wonder he has a great fan following amongst the gen-next movers and shapers of the corporate world! I have high regards for him and would strongly recommend his association.
Godspeed Mr. Arvind!!
- May 10, 2012, Avinash K was senior to Kuldeep but didn’t manage directly
May 18, 2011, Vijay worked with Avinash K but at different companies
He is a very good Corporate Trainer having very good training & coaching technique with him that is easy and understandable.
Avinash creates synergies with Top Corporate today for better Coaching to Executives tomorrow. High-potential employees are the key driver of an organization’s future success and performance-but who are these future leaders? Where do they come from and how are they developed? Social Media Influencer Avinash K Arvind, a top-level coach to CEOs, Presidents, Vice Presidents, General Managers, HODs, Managers, Professionals and Students outlines what Executives must do to cultivate high potentials (Millennial & deserving) and what individuals can do to develop their high-potential selves: by developing understanding, empathy, pursuing skills, opportunities and focus.
Fees: INR 10,000/- for two hours Coaching Session
Pick any one topic given below:
Avinash wears many hats. He is a Public Speaker, IPA English & Soft Skills Trainer, a Personal, Leadership & Business Coach. He coaches people for Public Speaking & Leadership. He writes & do Voice overs. He holds twenty five years of experience in Corporate & Organisations. He has widely traveled and delivered Seminars, Sessions, Workshops and Conferences. His vision is to see every deserving individual properly trained in Soft Skills. He is the Founder and Director of Smart Minds Skills Academy Jaipur. He believes “Gratitude is the key….”
Neha is a Dale Carnegie trained trainer and professionally skilled to deliver training programs and conduct workshops on competencies & behaviours required for the industrial needs of today. She has nine years of experience in Corporate. Her forte is Communication, Soft Skills, Behavioural Skills and Anti- Money Laundering. She is the owner of ‘The Parth Excellence’. It is a hub of education & various skill development programs for the college students wherein she contribute towards the knowledge building and soft skills development of the aspirants thereby making them employable.
A K Ojha IAS – Our Chairman
Arun Kumar Ojha has more than 40 years of Administrative, Training, Consulting & Coaching experience in different Departments of Government of Rajasthan. H of the Author of many Management Books and Expert in Content based Training.
He was Director of OTS – IAS Officers Training School, Jaipur & Director – Good Governance for 20 years. Smart Minds Skills Academy has brought laurels to the Training Sky of Corporate India under his guidance.
Ashok Aatreye – Our Consultant
Ashok Aatreye is an International Personality. He has more than 40 years of experience as Consultant, Journalist, Writer, Columnist & Art Activist in Top News and Media Agencies of India. He has created Art, written Novels and supports cultural activities. Smart Minds Skills Academy has brought laurels to the Training Sky of Corporate & Art under his guidance.
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For Training videos visit https://youtu.be/bNLpHMEQFqY
Our Contact Details:
Avinash K Arvind
Founder & Director
Smart Minds Skills Academy, Jaipur
Cell: +91 9829308208 or +91 9680888885
Address: Room No 20, Yog Sadhna Ashram, University Marg, Bapu Nagar, Jaipur, India 302015
Get in touch and we’ll get back to you as soon as we can. We look forward to hearing from you!