Abstract
My 5 years’ experience of professional coaching has shown me that executive coaching is a knowledge-based skill and nothing short of that. For coaching to be effective, along with appropriate coaching training, a coach requires life experience and also formal knowledge of a few subjects. This consideration stems from the fact, often overlooked, that in our modern economy a coaching client is herself a knowledge-based executive who will not accept lesser knowledge from her coach. How long does it take for coaching to be effective and for the client to experience its benefits? This question is of importance because along with the discussed ambiguities there is also the question of whether coaching needs to last for as long as 40 meetings and whether clients need to enter very long contracts to experience the benefits of coaching. On the contrary coaching is a short relationship. It makes a very significant difference to the client. Effective coaching is possible and measurable if conducted methodically, and if it is not mutated into a technique, which is served as a schematic or rigid format with a few tools and tricks.
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Notes
- 1.
Burrhus Frederic Skinner (1904–1990) was an American psychologist known for operant conditioning.
- 2.
A word found in Sanskrit language defining the concept. It is also found in Hinduism, Buddhism, Jainism, Sikhism, and a form of it is also found in the Chinese language to denote a state where one transcends one’s ego while performing some spiritual and often also mundane tasks.
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Kohli, A. (2016). Effective Coaching. In: Effective Coaching, and the Fallacy of Sustainable Change. Management for Professionals. Springer, Cham. https://doi.org/10.1007/978-3-319-39735-1_5
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