Coaching is training or development in which a person called a "coach" supports a learner in achieving a specific personal or professional goal. The learner is sometimes called a "coachee". Occasionally, "coaching" may mean an informal relationship between two people, of whom one has more experience and expertise than the other and offers advice and guidance as the latter learns; but coaching differs from mentoring in focusing on competence specifics, as opposed to general overall development.

Some coaches use a style in which they ask questions and offer opportunities to challenge the learner to find his or her own answers. This helps the learner find answers and new ways of perceiving and performing in the society; based on their own values, preferences and perspectives.

Etymologically, the English term "coach" is derived from a medium of transport that traces its origins to the Hungarian word kocsi meaning "carriage" that was named after the village where it was first made.[1] The first use of the term coaching to mean an instructor or trainer arose around 1830 in Oxford University slang for a tutor who "carries" a student through an exam.[2] Coaching thus has been used in language to describe the process used to transport people from where they are, to where they want to be. The first use of the term in relation to sports came in 1861.[2]

Historically the evolution of coaching has been influenced by many other fields of study including those of personal development, adult education, psychology (sports, clinical, developmental, organizational, social and industrial) and other organizational or leadership theories and practices. Since the mid-1990s, coaching has developed into a more independent discipline and professional associations such as the Association for Coaching, The International Coach Federation, and the European Coaching and Mentoring Council have helped develop a set of training standards.[3] Janet Harvey, president of the International Coach Federation, was quoted in a New York Times article about the growing practice of Life Coaching, in which she traces the development of coaching to the early 1970s Human Potential Movement and credited the teachings of Werner Erhard's "EST Training," the popular self-motivation workshops he designed and led in the '70s and early '80s.[5]Thomas J. Leonard who founded "Coach U", "International Coach Federation", "Coachville" and "International Association of Coaches" was an EST employee in the 1980s.[6]

The facilitative approach to coaching in sport was pioneered by Timothy Gallwey;[7] before this, sports coaching was (and often remains) solely a skills-based learning experience from a master in the sport. Other contexts for coaching include executive coaching, life coaching, emotional intelligence coaching and wealth coaching.

In the process of coaching, scientific knowledge from the fields of neuroscience and psychology may be applied, yet often coaching conversations are considered to be an art form, psychic reading.[8][9]

There are many definitions of coaching, mentoring and various styles of management and training.[10]

What follows are more succinct definitions of the various forms of helping. However, there may be overlap between many of these types of coaching activities.[11]

Managing is making sure people do what they know how to do. Training is teaching people to do what they dont know how to do. Mentoring is showing people how the people who are really good at doing something do it. Counselling is helping people come to terms with issues they are facing. Coaching is none of these it is helping to identify the skills and capabilities that are within the person, and enabling them to use them to the best of their ability.

Professional coaching uses a range of communication skills (such as targeted restatements, listening, questioning, clarifying etc.) to help clients shift their perspectives and thereby discover different solutions to achieve their goals.[12] These skills are used when coaching clients in any field. In this sense, coaching is a form of 'meta-profession' that can apply to supporting clients in any human endeavor, ranging from their concerns in personal, professional, sport, social, family, political, spiritual dimensions, etc.

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Coaching (AFI:[kot], anglicismo que procede del verbo ingls to coach, entrenar) es un mtodo que consiste en acompaar, instruir y entrenar a una persona o a un grupo de ellas, con el objetivo de conseguir alguna meta o de desarrollar habilidades especficas.

En el entorno empresarial y personal se conoce por coaching al proceso interactivo y transparente mediante el cual el coach o entrenador y la persona o grupo implicados en dicho proceso buscan el camino ms eficaz para alcanzar los objetivos fijados usando sus propios recursos y habilidades.[citarequerida] Hay muchos mtodos y tipos de coaching. Entre sus tcnicas puede incluir charlas motivacionales, seminarios, talleres y prcticas supervisadas.

La persona que realiza el proceso de coaching recibe el nombre de coach (AFI:[kot], entrenador), mientras que la persona que lo recibe se denomina coachee (AFI:[koti], entrenado o persona en entrenamiento).

En el proceso de coaching interactan dos personas; uno es el coach o entrenador, que es la persona que instruye, forma o gua a la persona que est siendo orientada para mejorar en el desempeo de sus funciones [1] (mentor o quien construye el conocimiento). El otro es el coachee o persona en entrenamiento, quien recibe los conocimientos y las competencias que necesita para mejorar en su vida profesional. El entrenador se compromete con su entrenado en una alianza de colaboracin, estableciendo unos objetivos concretos y diseando un plan de accin que les permita alcanzarlos dentro de los plazos establecidos. [2] Este plan fijar una serie de encuentros entre los intervinientes que permitan conseguir la finalidad prevista, acompaado de otro conjunto de actividades destinadas a mejorar aspectos concretos de la persona en entrenamiento. En la efectividad del coaching influye el tipo de relacin que se establezca y se requiere que est basada en la confianza entre ambos participantes, de este modo el entrenador puede ser, no solo un director del entrenamiento de coachee, sino tambin un consultor que le ayude a innovar en los procedimientos. [3] Para mejorar la productividad del proceso, el entrenador debe tener un conocimiento profundo del puesto de trabajo desarrollado por el entrenado y de la forma en que este puesto se relaciona con los objetivos de la organizacin. Asimismo, ha de disponer de habilidad para comunicar, debe desear y ser capaz de compartir su informacin con el entrenado y estar dispuesto a tomarse el tiempo que requiere este esfuerzo. [4]

El desarrollo del proceso sigue bsicamente de los siguientes 5 pasos:

En la ltima dcada se ha observado el floreciente crecimiento de esta tcnica, apareciendo mltiples profesionales y empresas dedicados al tema. Como muchas otras tendencias similares, se encuentran diversos resultados de su aplicacin. A continuacin, algunas de las crticas ms popularizadas acerca del coaching[citarequerida]:

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Coaching - Wikipedia, la enciclopedia libre