Cultivating Successful Performance and Well-being: Coaching as Action
We are all unique individuals with innate characteristics or traits as well as those that we have learned, accepted and developed as we have matured into working adults. Some of these characteristics are very helpful such as patience, compassion, organisation, mood management, resilience or team spirit. Some, however, may be less helpful in the workplace such as anger, impatience, control tendencies, poor stress or time management, indifference, perfectionism and so forth.
Helpful traits that match the individual’s role at work are likely to lead to good performance, motivation and output whilst unhelpful characteristics at any step of the workplace ladder can be disastrous for an organisation.
Individuals can develop helpful traits to unleash their utmost potential in the workplace that then leads to success and greater wellbeing. Coaching can support this.
What is Coaching?
Briefly, the coaching process is a partnership in which a coach works with leaders, managers and/or employees (1:1 or as teams) using various coaching techniques to actively facilitate powerful actions that move one towards a goal, clarity or change that is desired in order to operate at maximum potential. The goal may be identified by the employer or it may yet to be identified through coaching at the appropriate business level.
The coaching process accelerates action, change or upskilling towards more impactful and effective working within the business, thus promoting the greater potential for revenue increases as well as motivation and well-being. The coaching process enables individuals to work with a greater understanding of their potential (and positive habits) towards an identified goal (or goals) quicker, and in a more focused way, than without coaching – coaching is a proven catalyst towards impactful change.
To cultivate a coaching culture in the workplace, a culture that supports the development of everyone’s potential, it’s helpful to understand staff Potential and Wellness.
Let’s look at each.
(A) Someone with potential is defined as a person “having or showing the capacity to develop into something in the future”.
(B) A person with potential could be described as having “latent qualities or abilities that may be developed and lead to future success or usefulness”.
Wellness : “the quality or state of being healthy in body and mind and especially as the result of deliberate effort”.
Many people have “potential”, yet either do not know it or they are not exposing it fully. Complacency may set in, stress may be rife, morale may be low for reasons in or out of the workspace or there may be a sense that things are okay so why change. Nevertheless, there is potential to unleash more for greater impact. Left alone, potential is wasted and with that, opportunities for both the individual and the business.
Wellness requires a proactive approach that, in turn, can lead to overall well-being, the latter defined as a good condition of existence; a state characterised by health, happiness, and prosperity. When people feel happy, in good health and are being suitably rewarded, the knock-on effect is that they have more energy and their mood supports greater performance. It’s just one reason that organisations offer benefits such as paid or subsidised gym memberships, or 1:1 coaching to staff. Mind-set coaching can be transformative, opening up a wealth of under-exposed talent.
It is important for companies to invest in the wellness of their staff, so that they can also fulfill their potential. This will increase productivity, job satisfaction, and contribute a positive change to overall company culture.
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