Training
The importance of coaching in driving improvement
Previously the CEO of the Association for Perioperative Practice (a registered charity) Dawn Stott highlights the role of coaching as part of personal development in healthcare. She believes that coaching can contribute to improvements in patient safety, promote effective teamworking, and help to develop supportive environments for both patients and healthcare professionals.
To coach or not to coach? That really is a good question. Just because we are at the top of our tree, ahead of our game (or any other idiom you wish to quote), it doesn’t mean that we have everything covered. We might think that we are doing a great job but sometimes the analysis from an outside person, gives us the truth that we need to improve our own skills and those of others.
When I worked as a charity CEO, I was fortunate
enough to have the backing of the board of Trustees, they supported me with access to a highly skilled business consultant. The board were also supported in that they had quarterly board development sessions. The topics were discussed and agreed by the President and CEO. Also, the President and President Elect were provided with a personal coach to support their development through their transition from board into the ambassadorial role of President of the Association. The value was seen by the board as an
opportunity to grow their board members which in turn improved productivity and understanding of the charity’s needs. It gave them the confidence to run good meetings, understand the need to set strong strategic objectives but also to ensure those objectives were acted upon in a satisfactory manner. However, people have to be receptive to the process to achieve the best results. (*Please see Dawn’s previous article relating to culture and standardisation of practice, in the January edition of CSJ).
Coaching methodology for personal development Coaching Methodology is the systematic approach or set of principles that coaches use to help individuals or groups of individuals achieve their goals, improve performance, and enhance their overall wellbeing. If a person’s wellbeing is high then, through a process similar to osmosis, it passes through our pores and out
through our skin layers to those around us. Different coaches may employ various methodologies based on their training philosophies, and the needs of the client. Below are some key elements commonly found in coaching methodologies (as highlighted in the infographic Fig.1) – finding an effective method for you is paramount.
Establishing the coaching relationship: l Building Trust – developing a trusting and open relationship between the coach and the client is fundamental to the coaching process.
l Contracting – clarifying expectations, goals and the process that will be followed helps to set the foundation for a successful coaching agreement.
Assessment and goal setting: l Needs assessment – understanding the client’s current situation, strengths, weaknesses and aspirations.
l Goal Setting – collaboratively defining specific, measurable, achievable, relevant and time bound (SMART) goals.
Communication and active listening: l Powerful questioning – coaches use thought provoking questions to stimulate reflection and encourage the client to explore new perspectives, which is key if you are going to change your outcomes.
l Reflective listening – the coach listens actively, reflects back what they hear and seeks to understand the client’s perspective.
Feedback and accountability: l Providing feedback – constructive feedback helps clients gain insights and make improvements.
l Accountability – coaches help clients stay accountable to their commitments and goals.
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