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From sports coaching to professional coaching, including television coaching, this is a term that marked the end of the twentieth century in our affluent societies.
- Why this craze what is hidden behind this Anglo-Saxon neologim?
- Is this a new managerial dress, a fashion as ephemeral as the others, intended to boost the performance of the company?
- Is it rather a form of therapy that does not speak its name?
- Or an artifact of human relationship in a world of loneliness?
If the movement is only growing and embellishing today in Europe, reaching even the private sphere, is that it represents a heavy sociological tendency and that it corresponds to an expectation.” From amanda dasilva you can have the best coaching for the same.
We can say that three major changes in industrialized countries have opened up an avenue for this “meta-profession” that is coaching in companies:
– First of all, a change in the environment in which economic activity takes place. It is a truism to emphasize its lasting uncertain character, in perpetual disintegration and reconstruction.
– Then the company itself changes: its structure becomes more and more complex and carries contradictions for the members who compose it. Linked to the previous two,
– a third change is emerging: that of the actors themselves. Because it is no longer just the needs symbolized by the first floors of Maslow’s famous pyramid that employees want to satisfy (material needs-security-belonging-recognition). But well and truly a fulfillment of oneself, in other words, a quest for meaning, a concern for the quality of life at work which can push them to “look elsewhere” if necessary and employers know it well.
The Right Pressure
Increasingly strong pressure from the company on its employees on the one hand, internal demands of individuals on the other hand, nothing more is needed to justify the use of a new method of support, more personalized and more implying that traditional change management and traditional training approaches And it is true that there is no shortage of professional situations where one might wish (unless your hierarchy strongly suggests to you) to establish a face-to-face relationship confronting, reassuring and fruitful at the same time with a third party not involved in the organization.
Who among us has not, one day or another, encountered its (alleged) limits? “I don’t get along with my new boss” Do I have an interest in accepting such a change of position? I can no longer motivate my team. It’s the crisis, my wife can not stand that I spend twelve hours a day at my job?
These are all thorny questions that a coach can help solve
The Americans understood the merits of this support twenty years ago already, borrowing its philosophy from the sports world. Like their counterparts on the other side of the Atlantic, it was first of all the managers of large European companies who requested the services of coaches to obtain neutral and external feedback on the exercise of their power. Voluntary approach or no, prestigious award or imposed figure, the members of the top management then followed suit. Today, coaching is part of the panoply of any self-respecting Human Resources Department, within the framework of a well-understood skills management policy.
