Everyone wants to know how they can be better, how they can improve and be the best they can be. Coaching is the answer. Coaching is not telling people what to do; it is helping them clarify and control their life. It is helping them evaluate what they are doing now in their life in the light of their goals, dreams, values and intentions. It gives them new choices and leads to change. Coaching helps a person go beyond the mental blocks of what they thought was possible. Coaching works as a partnership between coach and client, it helps to clarify goals, to make them challenging and motivating, then to achieve those goals with the energy that comes from their deepest values. Coaches are specially trained to work with people in all walks of life to help them achieve their goals, live their values and be the best they can be.
Some NLP skills can help a coach be more effective, but training in coaching is very different from training in NLP.
Counselling and therapy are to remedy the client’s problems. The client comes to therapy or counselling because they feel dissatisfied with their life and want relief from psychological and/or physical symptoms. They want to get away from pain or discomfort rather than move towards desired goals. Therapy and counselling often seek to understand the past and what went wrong in order to be better in the present. Coaching focuses on the present and future. A coach may work with a client who has a good life, but wants the coach to help them make it better still.
Training and teaching involve the transfer of skills and knowledge to the learner. The trainer or teacher is the expert. In coaching, the coach is not the expert, coaching does not give answers, but asks questions. Coaching explores the present and designs the future for the client, the client learns in the process, but the coach does not teach directly.
A mentor is a senior person in the business who guides a junior person from their greater experience. A coach does not have to be a senior person in the client’s line of business. The client has to know the business, not the coach. Consultancy deals with the business system as a whole. A consultant's recommendations affect individuals indirectly. Coaching affects individuals directly. Coaching will very often be part of a consultant’s recommendations for a business.
Coaching is gaining popularity in business because it is one of the most cost effective ways of making people, and organizations more effective. It demonstrates the commitment of the business to their people and avoids costly recruitment and retraining. It is growing popular generally because people now expect to be able to do more, and to fulfil their dreams and goals, mental, emotional, financial and spiritual. A coach helps people to do that. A coach is someone committed to your advancement and well-being.
The word was first used in sports for a person who helped an athlete train and improve. All top athletes have a personal coach. From there, the idea spread to all walks of life. A significant event in this expansion was the publication of Timothy Gallwey’s book, ‘The Inner Game of Tennis.’ This book used ideas from sports coaching in a much wider way.
No. Coaching is different to psychology. Psychology is a broad study of the mind. To be a coach you need to train as a coach, not in any other profession.
Democratize professional coaching in Africa. This will be achieved by our virtual marketplace platform creating visibility and access to professional coaching.
Not at all. We promote all major professional coaching bodies on our platform. Our work is to help you and your business get to the market and connect with your client.
1. Any Coach operating in Africa who has been certified by a recognized coaching school
2. Organizations e,bedding a coaching culture
3. Coaching schools affiliated with any professional coaching body
The opportunity is open for both internal and external coaches
We have an amazing offer for the first 100 Coaches who register to join the platform. Thereafter we shall introduce a site maintenance fee for users of the platform not exceeding $300 annually.
• Profile photo
• Contact & Personal details
• Your Age: You have the option of giving a range
• Client type: Individual or Organization
• Coaching Methodology: In-person/Online or Blended
• Credential: List your Certification or professional Credential
• Short profile Blurb (Keep it short Max 100 words)
• Where do you start if you meet the qualification to join as a member?
• Open from any browser www.coachingafrica.com
• Click the Become A Member button on the top right corner of your screen
• Login into your profile
• Click on the dashboard available under a drop-down menu after your name on the top right of your screen
• On the left side of your screen on the black column click on Inquiries
• With future site updates you will be able to receive the notifications in your inbox through the email provided
• Coaching Articles: Write and receive credits
• Coaching Impact Stories: Share your stories in writing or video interview
• Coaching Events: Share Upcoming Coaching events & Training
• Coaching Programs: List your Coaching programs for Individuals or Groups
• Coaching School: List a coaching school working in Africa
• Advertise: Advertise with us on the site & Social media pages
• Be our ambassador: When we join hands, we raise fast & higher
Coaching produces significant change when the person being coached (client) is ready to begin a new order. When a client acknowledges their concerns and hopes, a path to goal-setting is created. With feedback, challenging assignments, and a supportive network, coaching moves insight into action, resulting in growth.
The answer to this question goes to the intended outcomes of coaching. If a client needs to improve their presentation skills, for example, a specialized skills coach can accelerate the client's time to value realization. In leadership development, seek coaches who have industry experience, a process orientation, and a strong professional reputation.
Significant career transition points are excellent times to benefit from coaching. Every move into roles of increasing responsibility represents a turn in leadership. These transition moments are superb to benefit from an executive coach. Also, short-term coaching focused on specific issues can also be of great benefit. The client needs to have time for coaching; it cannot be something relegated to side work.
There are so many models of coaching that a new question is needed. To assess value, the best question to consider is, “what is it worth?” It’s costly to lose extraordinary talent, so shifting the conversation from expense to value will answer this question.
Most coaching assignments last several months to six months. There will be regular meetings between coach and client, and many coaches involve managers and other stakeholders in the process. Coaching to improve a technical skill might be of a shorter duration than coaching aimed to improve delegation.
When a point exists that an exchange of value isn't being created, in the best relationships, coaches and clients will pause. They explore sources of discontent and challenge, and decide how to move forward. Every conclusion that happens in this context should raise a discussion about goal progress.
The effects of coaching can be profound. Growth and change are anxiety-producing events, and appreciation of those forces is essential to the client and their network. Coworkers and intimate partners may not be prepared for change. It’s critical to have the means to assess and understand the impact of coaching on others.
A blend of collegiality, inquiry, and candor are three ingredients in successful coach and client relationships. Both client and coach need a passion for their work for relevancy and meaning. Every relationship benefits from better breathing!
Relevant stakeholders provide valuable feedback. They’ve seen us, and they see us. Your boss’s unique role enables a perspective that may otherwise be hidden in the tasks of managing. Your boss can integrate coaching skills into their managerial practice but have a role distinct from a professional development coach.
In short, no! Some executives may seek out coaching because it was recommended by their CEO or someone else in the organization who feels the executive needs assistance with development opportunities. Certainly coaching is very effective for these leaders. In addition, high performing executives will get just as much value and results from coaching. In fact, many of our clients are very successful executives who are looking to sustain their success and perform at the highest level possible. These leaders hire a coach to enable them to get results faster and perform at their peak. The only requirement for executive coaching is that the leader be committed to the process, be open to change, and be ready to take action.
In short, no! Some executives may seek out coaching because it was recommended by their CEO or someone else in the organization who feels the executive needs assistance with development opportunities. Certainly coaching is very effective for these leaders. In addition, high performing executives will get just as much value and results from coaching. In fact, many of our clients are very successful executives who are looking to sustain their success and perform at the highest level possible. These leaders hire a coach to enable them to get results faster and perform at their peak. The only requirement for executive coaching is that the leader be committed to the process, be open to change, and be ready to take action.
All sessions with a client are confidential. Trust is extremely important in the coaching relationship; therefore, the coach does not divulge any information from the coaching sessions to a third party. We find the confidential nature of the relationship allows the executive to be completely honest with their coach, which is a benefit to the relationship and their growth. Some of our clients choose to discuss their progress with their immediate manager or the CEO, and we leave this up to the discretion of the executive.
There are many people out there who call themselves “coaches”. We believe professional training is very important and contributes to the standards of the profession.
With numerous options available, we understand that finding the “right” coach training program can feel a bit overwhelming, even confusing. Therefore, we strongly encourage you to explore various programs and identify what you’re looking for in a program. With this in mind, we’ve compiled a list of critical questions you should ask the admissions/enrollment departments when exploring a coach training program Credibility & Longevity • How long have you been training coaches? • How many coaches have you trained? • What organizations or companies have you provided training to their teams? • What resources are available to graduates/alumni of your program? Program Information • What coach specializations do you offer? • What is the structure of your program? (e.g length of program, frequency and duration of class, training platform, etc.) • What support is provided to me if I want to build a coaching practice? • What support is provided to me if I want to integrate coaching techniques into my current work? • Who leads the training? What is their background? • To what degree are the prices on your website fully inclusive of what is necessary to receive a certification? Accreditation & Licensing • Is your institution accredited by any international body? • What is required for me to receive certification through your institution as well as through the ICF or other bodies? • How does your program support me through the entirety of this process?
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