Coaching

Theory

Coaching is about helping people to transform and expand their vision, values, talents and possibilities.

Coaching liberates a person’s potential.

A coach doesn’t teach people, he or she trains people to improve their learning ability.

Coaching is about developing people’s potential by working with knowledge/experience, conviction/attitude, choice and action.

Therapists that work with this method:

Peter Hagerrot
Bo Wikström

Method

A key component of Coaching is the development of mindfulness, a product of focused attention, concentration and clarity in the here-and-now.
With improved mindfulness, the body and mind become integrated at the same time as ability, trust and commitment to action develops. This provides a sense of being in control of one’s own life.

The willingness to accept responsibility is another important area Coaching deals with. To genuinely accept, choose and to take responsibility for one’s thoughts, feelings and actions stimulates engagement, improves performance and provides clarity in decision-making.

A coach is not a problem solver, a teacher, an instructor or an expert. Rather, he or she is:

• a sounding board,
• a supervisor,
• an advisor.

A coach guides with questions, works with a goal-orientated processes and work planning. He or she continually evaluates the process and co-operation between the coach and the coached.

Areas of use

Coaches can be used in the following situations:

• motivation,
• delegation,
• problem solving,
• relationship issues,
• team work,
• projects,
• planning and assessment as well as
• personal development issues.

Coaching is especially appropriate for companies as a pre-emptive way to avoid stress, conflicts and symptoms of fatigue. In co-operation with companies, a coach can support employees with problems extremely discretely for a set period of time.