practical underpinnings that ground the model’s philosophy and
operation are described below.
The Pillar of Coaching
The first use of the word “coaching” in the organizational context goes
back to I 937. 1 Since chat time, much research and many books and
articles have documented the evolution of this field. Coaching has a rich
heritage based on the theory and principles of many areas of study and
practice, including adult learning, psychotherapy, the self-help movement,
leadership, social systems, Eastern philosophy, hope theory, communications,
training, change and risk management, neuroscience, psychology
and appreciative inquiry. There are different types of coaching, such
as executive/leadership, organizational, business and life coaching, and
many sub-specialties, of which conflict management coaching is one.
Coaching is a field that has steadily grown as a method for helping
people who are striving to optimize their potential. It is rooted in the
premise that we have the ability to reach goals beyond our current
measure of achievement. Coaching helps people stretch themselves in
different ways to reach objectives that enhance and give new direction
and meaning to their personal and professional lives. It is a practice
that operates on the basis chat people who seek or are referred to
coaching have the ability to access the information, knowledge, resources
and wisdom to make changes, to choose different actions and
to shift habits that are not working for them.
There are many definitions of coaching. The following extracts are
from the International Coach Federation (ICF):
Coaching is partnering with clients in a thought-provoking
and creative process that inspires chem to maximize their personal
and professional potential. 2
Coaching is an ongoing relationship which focuses on clients
taking action toward the realization of their visions, goals or
desires.3
