Nowadays society is constantly moving, and this affects
companies’ daily business.
In this context, the greatest challenge of providing
coaching in the organizational setting is dealing with
the constant change of priorities and objectives as an
adaptation to the external environment. If in the middle
of a coaching process, the company’s priorities change
and we need to restart or adapt to new guidelines,
there can be a negative impact on teams’ and
individuals’ motivation and progress.
In my career, my greatest joy is to see improvements
happening. When the coaching process is finished, it
feels amazing to find that I really helped an individual
or team to achieve better performance, and at the
same time, that the client developed personally and
professionally during the process.
In my experience, the biggest challenge for coaching
within an organization is to stimulate enough interest in
management for them to take advantage of coaching as
a resource. Once managers at various levels understand
the positive impact coaching can have in their respective
teams, they become ambassadors, encouraging their
people to explore coaching and its benefits. Coaching
also “competes” for visibility and sponsorship with
other important methods for developing people;
too often they are seen as alternative, rather than
complementary, approaches.
Despite that, it is a real pleasure to coach within an
organization. The reward comes from clients, who are
also my colleagues, expressing their gratitude for the
awareness and energy their coaching journey generates.
Their feedback, their smile and the determination with
which they overcome their obstacles after a difficult
period definitely make my day, besides my “regular job”
(and isn’t my job to coach people anyway?).
Ana Carolina
Penedo
Portugal
“... dealing with the
constant change of priorities
and objectives ...”
Paolo Cinelli,
ACC
Netherlands
“... to stimulate enough
interest in management for
them to take advantage of
coaching as a resource.”
Coaching World 33