It’s a kind of magic czyli czym nie są coachingi

Coaching. To brzmi dumnie. Albo nie, zależy jak na to spojrzeć. Kiedy na przykład patrzysz na miliony stron domorosłych coachów kariery, życia, randek, jedzenia i co tam jeszcze da się wymyślić, zaczyna się kręcić w głowie od całej tej dobroci. Ale z drugiej strony jest całkiem spore grono osób, które na coachingu się znają i potrafią nim pomagać. Zanim więc wpadniesz w zachwyt nad kolejnym siewcą sukcesów, albo zaczniesz prychać z pogardą, przeczytaj i zrób krytyczną analizę tematu.

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Przyznaję, że dopuściłam się w życiu udziału w szkoleniu z podstaw coachingu. I przyznaję, że byłam do niego super sceptycznie nastawiona. No bo czemu mam płacić komuś za godzinkę pogadanki na temat tego, co mi w życiu nie wyszło i jak bardzo chcę być ważnym managerem? I tu pojawia się pierwsza niejasność. Coaching to nie terapia – nie chodzisz tam po to, żeby się wygadać. Certyfikowany (!!! Tak, na to trzeba mieć papier!) coach nie będzie radził, co zrobić z życiem. Jego zadanie polega wyłącznie pomocy klientowi w określeniu w jakim miejscu kariery jest i dokąd zmierza (metaforycznie ma się rozumieć!). Coach słucha, pyta, analizuje, obserwuje i przede wszystkim zmusza do myślenia.

źródło: pinterest

Kimś innym jest trener, który skupi się na celu, jaki klient chce osiągnąć i rozpisze odpowiedni plan treningowy. Trener wychodzi z założenia, że wie lepiej co klientowi potrzebne. Dla odmiany coach wierzy, że to coachowany zna wszystkie odpowiedzi.

Można też mieć w karierze mentora – specjalistę w dziedzinie, w której klient chce się rozwijać. Mentor weźmie prawie-managera pod swoje eksperckie skrzydła i nauczy tego wszystkiego, w czym sam jest świetny.

Najniżej na mojej osobistej liście skuteczności i „potrzebności” w karierze jest tzw. mówca motywacyjny, czyli ktoś, kto nic nie musi umieć, wiedzieć, analizować, ani planować, za to ma gadane.

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źródło: 9gag

Spotykałam w procesach rekrutacji ludzi, którzy mówców motywacyjnych naoglądali się zbyt wielu. Od wejścia było widać, że są zwycięzcami. Mina „co mi możecie zaoferować” nie schodziła im z twarzy przez cały czas trwania spotkania. Bywałam też w sytuacjach, kiedy to mistrz HRów prezentował postawę „co mi pan tu będziesz, zrobiłem kurs NLP”.  Dla żadnej ze stron nie było to korzystne. Od lat na rynku pracy mówi się o tym jak rozwój jest istotny dla kandydatów. Dlaczego więc nie wykorzystać tajników swoich programów rozwojowych do przyciągnięcia ciekawych pracowników?

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źródło: pinterest

Pracodawcy w swoich ogłoszeniach zwykle oferują „możliwości rozwoju”, ale co to konkretnie znaczy. Oferujecie studia podyplomowe, certyfikowane szkolenia, a może naukę przy pracy? Macie swoich trenerów, czy współpracujecie z dostawcą zewnętrznym. Jeśli zobaczysz że kandydatowi zapalają się oczy kiedy o tym wszystkim opowiadasz, to wiedz, że trafiłeś na dobrą osobę, która naprawdę chce się rozwijać.

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Ale przecież nie samą rekrutacją firma żyje. Programy szkoleń i rozwoju to jeden z ważniejszych obszarów działania HR. O ile wszyscy się cieszą, kiedy mogą pójść na szkolenie certyfikowane z Excela, fajną podyplomówkę, czy angielski z native speakerem, to kiedy pada hasło „szkolenia umiejętności menedżerskich” i coachingu, na twarze pracowników pada blady strach. Toż to magia jaka. Każą palić kadzidełka. Nie jest łatwo przekonać twardogłowych, żeby spróbowali podejść do swojej kariery na miękko. Zwykle wymaga to użycia międzynarodowych raportów i słupków obrazujących skuteczność menedżerów, którzy programy coachingowe mają za sobą. Czasem wystarczy spotkanie z certyfikowanym coachem (jeszcze nie w programie, ale zapoznawcze), żeby wzbudzić zainteresowanie delikwenta. Co ciekawe, kiedy już taki menedżer przejdzie przez swój coaching, chętniej sam włącza metody coachingowe do swojego stylu zarządzania zespołem. Dobrze zaprojektowany program coachingowy może zdziałać cuda jeśli chodzi o zaangażowanie i satysfakcję w pracy zespołu.

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źródło: pinterest

Czy coaching jest dla wszystkich? Nie. Ale warto się zastanowić jakie korzyści może przynieść w Twojej organizacji. To nie musi być program masowy, raczej dla wybranych. No i jeszcze jedno – coaching nie jest dla organizacji. Jest dla człowieka. Sesje mogą się zakończyć przebudzeniem menedżerskiego tygrysa… albo rzuceniem pracy i wyjazdem w Bieszczady. Kto nie ryzykuje ten nie ma.

W tym całym rozwojowym zamieszaniu jest jeszcze jedna rzecz, o której musisz pamiętać. Żadne coachingi ani mentoringi nic nie dadzą, jeśli pracownik nie da czegoś z siebie.  Mentor czy coach nie jest żadnym magicznym mistrzem i może się mylić. Trzeba więc słuchać, korzystać z wiedzy, ale przede wszystkim MYŚLEĆ!

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