| "Coaching is a way of working with people that | | | | -Improve work and team performance |
| leaves them more competent and more fulfilled | | | | -Improve productivity |
| so that they are more able to contribute to their | | | | -Work towards reducing turnover of staff |
| organisations and find meaning in what they are | | | | -Work towards decreasing absenteeism |
| doing." Coaching - Evoking excellence in others", | | | | Coaching works for adults, as it is an empowering |
| James Flaherty 2005 | | | | and respectful process. Adults do not like to be |
| Coaching for workplace relationships provides | | | | told what to do. Good coaches know that their |
| professionals with an opportunity: | | | | clients have the capacity to find their own |
| -to gain skills and knowledge about who they are | | | | answers. It is a coach's role to ask questions that |
| and how they relate to others | | | | perhaps professionals haven't considered before - |
| -to discuss strategies for change | | | | allowing them to have new perspective and |
| -to become observers of their own behaviour as | | | | opportunity for reflection and change. Coaching is |
| we can only change what we notice | | | | a process of asking not telling. |
| -to acknowledge their strengths | | | | When organisations place importance on staff |
| -to be accountable to themselves for the changes | | | | relations and provide staff with coaching training |
| they wish to make | | | | improved communication is possible. Management |
| This process in turn can: | | | | and all staff are then able to deal more |
| -Enhance a business's reputation as a Socially | | | | effectively with workplace conflicts, |
| Responsible Organisation | | | | non-productive work habits, office politics, and |
| -Increase staff emotional health and well-being | | | | different personality styles, among other |
| -Increase staff commitment and satisfaction | | | | important work issues. |