Meaning and definition of coaching

This article is intended to provide a cornerstone for the meaning and Definition be coaching. It is intended to provide clarity about what coaching is, how it works, what needs to be considered and what possibilities, but also what limits it offers. It attempts to answer all relevant questions relating to the topic of coaching.

Coaching basics

 The Coaching Basics chapter explains the meaning and definition of Coaching from Frankfurt and further relevant information is discussed so that a basic understanding of the term is gained. In addition, a distinction is made between different types of coaching and possible coaching goals, success criteria and prices are discussed. Furthermore, the results of a Market analysis about the coaching market.

What is the meaning and definition of coaching?

Coaching is professional counseling that helps people achieve their goals by facilitating positive change in their lives. Coaching can help develop better self-awareness, learn new skills, develop new behaviors and achieve a better quality of life. It can also help to develop a better understanding of self and others, solve problems and lead a more fulfilling life. Coaching involves helping the client to achieve their goals by identifying and utilizing resources that are available to them. It is a process that creates a trusting relationship between coach and client in order to achieve change.

What does coaching mean?

Coaching is a form of counseling in which a coach supports a person or a team in developing and improving their goals and skills. Coaching can be used in many areas, such as in a professional context, in sport or in the personal sphere. A coach usually works individually with a person or a team and helps them to develop their full potential and achieve their goals. There are various methods and approaches in coaching that can be used by the coach depending on the client's needs and goals.

What is individual coaching?

In individual coaching, the coach works individually with just one person. In contrast to team coaching, where a coach supports a team of several people, individual coaching is geared towards the individual needs and goals of a single person. Individual coaching can take place in various areas, such as in a professional context, in a sporting context or in a personal context. There are various approaches and methods in individual coaching that can be used by the coach depending on the client's needs and goals. The aim of individual coaching is generally to support clients in developing and improving their goals and skills.

What are the goals of coaching?

The goals of coaching can vary depending on the client's needs and objectives. Some possible coaching goals are

• Support clients in realizing their goals and dreams
• Helping clients to develop and improve their skills and strengths
• Helping clients to overcome challenges and problems
• Helping clients to build more self-confidence and self-assurance
• Helping clients to improve their communication and behavior
• Helping clients to improve their work-life balance

It is important that the goals of the coaching are clearly defined and that the client and coach work together to achieve them. The goals of the coaching should be realistic and achievable and there should be a good match between the client's goals and the coach's offer. It would also make sense to clarify the meaning and definition of coaching with the client beforehand.

Is coaching a protected term? Meaning and definition of coaching

In Germany, there is no legal regulation that defines coaching as a profession or establishes a protected term. This means that anyone can call themselves a coach and offer coaching without having to fulfill certain requirements. However, there are professional associations and organizations that deal with coaching and offer the opportunity to qualify or be certified as a member. These certifications can be a mark of quality for coaches and provide clients with guidance when choosing a coach. It is therefore advisable to find out about a coach's qualifications and experience before choosing one.

Definition of coaching

There is no professional, universally valid meaning or definition of coaching. Our definition is as follows: „Coaching is a process-oriented, systematic and structured process between a Coach and a coachee who makes it possible to recognize and use skills and competencies to achieve personal and professional goals.“

Origin of the coaching

Coaching is a form of counseling that focuses on developing skills and abilities to achieve a specific goal. It has its origins in sports psychology from the 1980s, where the aim was to help athletes improve their performance. In recent years, however, it has expanded into other areas such as professional and career counseling, personal development and leadership development.

What coaching is not - meaning and definition of coaching

Coaching is not therapy. Nor is it a counseling process in which only advice is given which is then implemented. In short, coaching is help for self-help.

What types of coaching are there and what is the meaning and definition?

There are a variety of types of coaching that differ in their objectives, methods and focus. Some of the most common are

1. professional and career coaching: This type of coaching focuses on professional development and career planning. It helps people to recognize and use their skills to achieve their career goals.

2. leadership coaching: This coaching helps Executives, to improve their skills and develop their leadership qualities.

3. life coaching: This type of coaching focuses on personal development and helps people to improve their lives.

4. financial coaching: This coaching helps people to achieve their financial goals. It can help to create a household budget, develop a savings program or develop an investment strategy.

5. health coaching: This coaching helps people to improve and maintain their health. It can help people to develop a healthy lifestyle, change their diet or develop an exercise program.

6. relationship coaching: This coaching helps people to improve and strengthen their relationships. It can help to develop communication skills, resolve conflicts and build a positive relationship with others.

Meaning and definition of personal coaching and life coaching

Personal coaching is professional advice that helps people to achieve their personal goals. The focus on the coached person's own needs, feelings, wishes and goals provides the framework. In personal coaching, personal and professional topics and goals can be pursued. The distinction between personal and professional is fluid.

Personal coaching can help to motivate, reorient, focus and take action to achieve goals. It can also help a person to develop their personality, skills and abilities.

Meaning and definition of systemic coaching

Systemic coaching is a form of professional coaching that is based on systemic approaches and methods. It is a type of counseling that focuses on supporting people who want to improve their life situation.

A systemic approach is a method that focuses on the interaction between the parts of a system in order to understand and improve its overall function. It views a system as a whole consisting of many parts that are interconnected and influence each other. The systemic approach emphasizes the interactions between the parts of the system and the way they influence each other. This approach can be applied to many different areas, including businesses, organizations, families, social systems and natural ecosystems.

Systemic coaching can help you to establish a better connection with yourself and others, develop a new perspective and find new ways to solve problems. Systemic coaching can help you develop a better understanding of your own situation, recognize your own strengths and weaknesses and develop a new perspective. It can also help to develop new skills to build a better relationship with yourself and others.

Meaning and definition of business coaching

Business Coaching is a type of systemic approach that focuses on companies and organizations. It is a form of consulting that helps entrepreneurs and executives to improve their businesses and organizations. It can help businesses and organizations analyze, develop their strategies, achieve their goals and improve their performance. Business coaching can also help companies and organizations develop effective leadership styles, improve their culture and motivate their employees. The importance and definition of coaching is becoming increasingly relevant for HR departments in the field of business coaching.

Why people use coaching

People use coaching to support their own reflection process with a neutral perspective from outside. People are usually oriented and motivated either „towards“ or „away from“. Coaching is an additional way of recognizing motives and at the same time intensifying progress - in terms of time and content.

Possible goals in personal coaching

The goals of personal coaching are as varied as the people themselves. Some possible and frequently requested goals for personal coaching can be

1. Improving self-perception and self-esteem
2. Increasing personal and professional performance
3. Development of skills and abilities that are necessary for professional success
4. Increasing communication and conflict resolution skills
5. Increasing motivation and commitment
6. Increased professional and personal satisfaction
7. Development of leadership qualities
8. Increase stress resistance
9. Increasing creativity
10. Increased personal and professional flexibility

Possible goals and meaning and definition in business coaching

The objectives in business coaching are the same as in personal coaching. In contrast to personal coaching, they are tailored to the corporate context.

Possible goals for business coaching can be

1. Improving the company's performance
2. Development of an effective management strategy
3. Increase in customer satisfaction
4. Increase in employee productivity
5. Improving the corporate culture
6. Development of an effective communication strategy
7. Development of an effective customer retention strategy
8. Development of an effective employee retention strategy
9. Development of an effective strategy to achieve goals
10. Improvement of the company organization
11. Development of an effective strategy to minimize risk

Who is coaching suitable for

Coaching is suitable for anyone who wants to achieve a change in their life. Coaching can take place at a young age and is used well into old age. However, regardless of age, the willingness to change is one of the most important aspects.

Success criteria, meaning and definition of coaching

The success criteria depend on the goal, but are very similar in principle. Personal motivation and the will to achieve change are essential. Furthermore, sustainable success can usually only be achieved if the professional level of the coach is right and the personal connection between coach and client is particularly strong. A certain degree of discipline is also necessary to persevere and stay on the ball during difficult phases or when motivation is low.

Obstacles to coaching

Many obstacles can arise on the way to or during coaching. Unexpected situations can arise that make the coaching process more difficult. These can be destructive thought patterns that can easily cause the coachee to fall into old patterns. The client's environment, be it the partner, family, friends or colleagues, can sometimes do more harm than good emotionally or physically. Other strokes of fate such as the loss of a pet, the death of a loved one or similar can complicate the coaching process. This also increases the need for coaching.

What does coaching cost?

The value of coaching varies as much as there is a choice of consulting services. The value of coaching varies depending on the provider, type of coaching, level of experience, objectives and duration of the coaching. There are no fixed prices, but as a rule the costs range from EUR 80 in the lowest price segment to more than EUR 300 per hour in the upper price segment.

What does group coaching cost?

The cost of group coaching depends on various factors, such as the level of experience of the coach, the topic of the coaching, the size of the group and the duration of the coaching. As a rule, the costs for group coaching are lower than the costs for individual coaching, as the coach is coaching several people at the same time. It is difficult to give an exact price for group coaching, as these costs can vary greatly depending on the coach and coaching offer. It is advisable to find out about the costs of group coaching from various coaches and, if necessary, obtain quotes in order to make a good decision.

Costs for personal coaching

Personal coaching with Ihr Coaching Institut is in the premium price segment at €220 per hour.

Costs for business coaching

Business coaching with Ihr Coaching Institut is also in the upper price segment at € 330 per hour.

Can I deduct coaching from my taxes?

Of course, it is interesting to know to what extent you can deduct coaching from your taxes. Here again, we differentiate between the private and professional context.

Private

The general answer as to whether coaching in the private sector can be deducted from taxes is unfortunately no. As a rule, coaching is not deductible as business expenses or special expenses. However, there are some exceptions where coaching can be deducted as an income-related expense, e.g. if it is professional coaching that helps you improve your professional skills. In such cases, you can deduct the costs as income-related expenses.

Professional

It depends on how you use the business coaching. If it's professional training to help you run your business, you may be able to deduct the cost as a business expense. However, if you are receiving coaching to improve your personal skills, you will not be able to deduct these costs from your taxes.

What is high-quality coaching - meaning and definition of coaching?

High quality coaching is based on a trusting relationship between the coach and the client. A good coach will develop an understanding of the client's needs and create an atmosphere in which the client feels safe and comfortable. A good coach will also use a range of techniques and methods to help the client achieve their goals. A good coach will also be able to encourage the client to explore new ideas and strategies to achieve their goals. The coach has a good understanding of the psychological and emotional aspects of the client and is able to use these effectively to support the client. The coach therefore has the necessary professional knowledge, has the relevant experience and is able to empathize with the client.

Coaching setting - meaning and definition of coaching

A professional coaching setting should create a safe and trusting atmosphere in which the client can express themselves freely and achieve their goals. It should be a place where the client feels comfortable and where they can be undisturbed and supported. Coaching can be by telephone or video call or in person at home, outside the home or on a walk in a quiet environment. The time of the coaching session should be adapted as closely as possible to the client's biorhythm and everyday stress levels. However, the meaning and definition of coaching should be clearly defined by both parties beforehand.

Speaking parts

It is important that both the coach and the client have their say. The coach should help the client to articulate their thoughts and feelings by asking questions and encouraging the client to share their experiences. The coach should also listen carefully and only offer their own thoughts and ideas if they really support the client. Ideally, the client should have about 60 percent of the speaking time, while the coach has about 40 percent of the speaking time. Please agree the meaning and definition of coaching with your coach at the beginning of the coaching session.

The right questions

In coaching, mainly open questions are asked, but also some closed questions. Open questions are questions that require an open answer, where the coachee can express their own thoughts, ideas and opinions. Examples of open questions are: „What do you think about this situation?“, „What motivates you to do this?“ or „What can you do to achieve your goals?“.

Closed questions, on the other hand, require a specific answer that can usually be answered with yes or no. Examples of closed questions are: „Have you ever experienced similar situations?“, „Would you like to know more about this topic? “or „Do you have a specific idea on how to achieve your goal?“.

Hypothetical questions can also be asked that are aimed at a speculative answer. Examples of hypothetical questions are: „What would you do if you had a solution to this problem?“, „What if you had more time to achieve this?“ or „What would you advise me to do if I approached you with the same issue?“.

The coaching market - Rauen Coaching market analysis 2022

This chapter presents brief excerpts from the Rauen Coaching market analysis. For further information, you are welcome to view the market analysis yourself. You can find it on the Rauen website under Publisher (RAUEN Coaching Market Analysis 2022).

In Germany The coaching market in Germany is very dynamic. There are a variety of coaches offering different approaches and methods to help their clients achieve their goals. Some coaches focus on professional success, while others focus on personal growth and development. Many coaches also offer a combination of both. There are also coaches who specialize in specific topics such as stress management, finance, career planning, communication or leadership.

The target groups of coaching

In a coaching market analysis of more than 400 evaluable questionnaires, almost a fifth of the coaches surveyed stated that they work with people from the top management of corporations and large companies.

As a proportion of the total number of coaching sessions, this is slightly more than 4 %. Compared to the two previous years, an increase can be seen here. It can therefore be concluded that coaching sessions for top management are becoming increasingly common in large companies.

Less than a third of all coaches surveyed are involved in top management coaching in small and medium-sized companies, compared to over 50 % in the previous year. Based on the number of people who are eligible for coaching in middle management, it can be estimated from the figures that coaching is primarily used by large companies.

Lower management in large companies and SMEs, as well as project managers in large companies, receive coaching at a rate of around 5 %. In the public sector and in SMEs, the percentage of 1 to 2 % is significantly lower.

Hardly any employees experience coaching without management responsibility. The proportion in corporations is just over 5 %, in non-profit organizations around 1.55 % and in the public sector just under 1.4 %.

Of those surveyed, 48.03 % stated that they supported the target group of private individuals with professional concerns. Almost a tenth of all coaching sessions were conducted with this target group.

Age distribution of coaching clients

The age structure of clients and coachees is relatively clear. More than 70 % are in the 36 to 49 age range, according to the coaches surveyed. The period under consideration was the past 12 months. The average age of the clients is around 42 years. It was also clear that people under 30 and over 55 rarely used coaching.

The most important coaching topics

Coaching topics can vary greatly. Therefore, only the most relevant ones will be discussed here.

Reflection and the development of the leadership role is at the top of the list by a clear margin.

In descending order of relevance, conflict management, personality development, then development of leadership skills, potential analysis and development as well as professional reorientation come in 6th place, followed by the topics of professional (re)orientation, work-life balance, career development, development of communication behavior and stress management in 10th place.

In the middle range are coaching sessions on change management, team development, organizational development, goal setting, strategy development, value reflection, self-management and time management, decision-making, career entry and start-ups as well as burn-out. Strengthening resilience.

The topics of bullying, fears, succession planning, motivation, agility and crises were less frequently asked about.

The coaching process

Every professional coaching process follows certain procedures that are based on a psychological perspective, previous experience and general meaningfulness. An essential part of this is the meaning and definition of coaching.

General procedure

The coaching process begins with the initial consultation. As a rule, the clarification of the assignment is followed by a detailed analysis in order to understand the background, gain an overview of the situation and find the right methods for achieving the goal. The overarching goal is developed and jointly divided into achievable interim goals so that each coaching session pursues a subordinate goal that ultimately contributes to the overarching goal.

The next stage involves implementation and monitoring success. The relationship of trust usually intensifies over time, increasing motivation to achieve further small goals along the way.

At the end of the implementation, the entire process should be evaluated. The development is now discussed together and the coaching process is reflected upon.

The process can be summarized as follows:

1. First contact
2. Initial consultation
3. Order clarification
4. Analysis
5. Implementation
6. Performance review
7. Final discussion

The first contact

The first contact in coaching can take place in different ways. Many come directly to the coach via a recommendation, while others search for a suitable coach online and end up on a website. In this sense, the first contact is different. Depending on the structure of the coaching company, initial contact can take place with an intermediary who clarifies all questions in advance, checks the fit and ultimately provides a selection of the right coach.

The initial consultation

The initial coaching meeting is a necessary part of the coaching process. It can also be the initial contact, but it does not have to be. The initial meeting is there to establish a relationship of trust between client and coach. The coach should create an open and receptive environment in which the client feels comfortable and can express themselves freely. An initial meeting with the coach is there to get to know each other and discuss the issue in detail. The initial meeting usually lasts 20 to 30 minutes. It can take place via video, telephone or in person.

The order clarification

The clarification of the assignment usually takes place at the beginning of the coaching session and is, strictly speaking, a coaching method in its own right. Clients are often not sufficiently aware of where they stand or what may be contributing to the current situation, whether there are conflicting goals, etc.

The aim of clarifying the coaching assignment is for the coach and the client to come to a common understanding of the goals, the framework conditions and the expectations of the coaching. These agreements are set out in a written contract.

The aim of clarifying the assignment is to create a common understanding of how the coaching is to take place and what is to be achieved. This includes the client's expectations of the coaching, the goals, the framework conditions and the obligations of the coach and the client.

The coach and the client discuss what the coaching will involve, how long it will take and what is expected. The results of the clarification of the assignment are then recorded in writing.

It is important that the coach and the client maintain open and honest communication to ensure successful clarification of the assignment. It is also essential that both parties have a common understanding of what is to be achieved and what their obligations are. This is the only way to ensure successful coaching.

Don't forget that one part of the clarification discussion must always be 'the meaning and definition of coaching!

The analysis - meaning and definition of coaching

Analysis is an essential part of professional coaching. Depending on the respective situation and objective, all relevant information is collected. Every coach has their own way of carrying out the analysis.

Duration

The duration of the analysis depends on the type of coaching and the client's goals. As a rule, an analysis takes between one and three sessions.

 Information quality

The higher the quality of the questions and the methods used, the higher the quality of the answers. The quality of information depends on various factors such as the ability to concentrate, the emotional state and many others. The aim is of course to keep the quality at a high level, which is why many people can feel exhausted after an effective coaching session. This is also one reason why most coaching sessions last 1 to 1.5 hours on average. Before each coaching session, discuss the exact meaning and definition of coaching with your coach.

Personality analysis

One of the most common tools we use is the Linc Personality Profiler. The tool is based on the scientific background of the Big Five personality traits and, thanks to the growing amount of comparative data, creates very meaningful information that can often form a basis for analysis in coaching. The test is subject to a charge, but we pay for it at the start of coaching out of appreciation for our clients. The test is of course anonymous and complies with the latest data protection regulations. It takes approx. 20 - 30 minutes.

The implementation

Implementation is both the most exciting and the most difficult part of coaching. Because one of the hardest things to do is to change behavior, especially when it has been trained and implemented for a long time. This phase is characterized by changes in behaviour, restructuring, in-depth reflection and, if necessary, confrontations with the environment.

Kind

The coaching session itself can be taken up online, by telephone or in direct personal contact. Each of these options has its advantages. Currently, more and more coaching sessions are taking place online for time, logistical, cost and environmental reasons.

Obstacles on the way

Various obstacles can arise during the implementation phase. From a coaching perspective, obstacles tend to be opportunities that lie in the way for a specific reason. The task of the client and the coach is to recognize the obstacles in order to find a solution strategy and the necessary energy to overcome the obstacle together.

Time intervals of the coaching

The implementation phase often takes up the most time in coaching. The time between coaching sessions depends, among other things, on how urgent the situation is, how many resources have already been activated, how independently the client works and what goal they are pursuing. Experience has shown that coaching can be useful twice a week to every two to three months.

The performance review

Performance monitoring in coaching can be carried out in different ways, depending on the goals of the coach and the client. Some methods that can be used to monitor success in coaching are

• Feedback discussion
• Performance review Based on the order clarification document
• Results and evaluation questionnaire

Final discussion

The final coaching meeting is usually an intensive discussion in which the coach reflects on the coaching result and the client's experiences during the coaching process. The coach will also discuss measures for implementing the results and suggestions for the client's further development. The aim of the final meeting is to encourage the client to use the insights and results from the coaching process in their life and to anchor the results.

Honest feedback

Honest feedback is necessary in coaching for various reasons. It helps the coach to get as realistic a picture as possible of the situation and to find effective solutions. It also enables the coach to better understand and address the client's needs. Honest feedback allows the coach to review and improve their coaching strategies.

The client or coachee also benefits from giving honest feedback. It requires courage to address the things that went less well. Feedback also requires a phase of reflection on the collaboration in question beforehand. This can be seen as a further exercise in coming to terms with oneself and one's needs.

Depending on the setting and context, the coach can also give the client feedback from which both parties can benefit. Regardless of the type of feedback, it is important to ask whether the other person wants feedback at all. If not, this should be respected.

Professional feedback

In any case, the decisive factor is how feedback should be given. Giving professional feedback means being factual, constructive and respectful. It is important to offer concrete examples and constructive ideas on how the person can improve their performance. It is also important to make the feedback a positive and motivating experience. The person receiving the feedback should know that they can rely on receiving professional feedback that will help them to improve.

Feedback should also remain uncommented by the person receiving the feedback, unless it is expressly desired.

It is advisable to start with positive topics before pointing out potential for improvement. It is advantageous if you are specific and focus on the behavior, not on the person themselves. This is a significant, small and important difference. Accordingly, the wording should refer to the perceived sensory impressions. An example of a formulation could be: „During our 8th coaching session two weeks ago, I had the impression that ...“.

Openness to questions, queries and comments from the feedback recipient are also a relevant component of professional feedback. In this way, a productive feedback discussion can be stimulated and a culture of mutual respect and appreciation can be created.

The right coach

The right coach depends on your personal needs and goals. It is important that you feel comfortable with the coach and that you can build a good relationship with them. You should also look for someone who has the right qualifications and experience to help you achieve your specific goals.

It is also helpful to ask other people who have had experience with coaching to see if the coach is rated well. You can also research different coaches online or arrange a non-binding initial consultation to ask all the necessary questions and get a first impression.

The search for the coach

There are various ways to find the right coach. One option is to contact friends and acquaintances who already have experience with coaching. It can also be helpful to search for coaches online and contact them without obligation. There are also professional institutes that can help you find a suitable coach.

Human and professional criteria

1. A good coach should have a strong understanding of the goals and needs of the person he or she is coaching and a wealth of experience that matches the issues.
2. He or she should have a strong ability to motivate people to achieve their goals.
3. He or she should have strong communication skills to communicate and coordinate effectively.
4. He or she should have a good feel for the needs and wishes of the person he or she is coaching.
5. He or she should have a good understanding of the skills and strengths of the person he or she is coaching.
6. A high level of emotional intelligence.
7. He or she should have a positive attitude and be able to create an inspiring and supportive environment.
8. The ability to build a trusting relationship with the client.

 Technical criteria

1. He or she should have a strong ability to offer constructive criticism.
2. A good understanding of the psychological processes that play a role in coaching
3. A high degree of integrity.
4. The ability to develop and apply creative methods and approaches to coaching.

Awards, associations and certificates

Which associations are established?

There are many coaching associations on the market. Some that have made a place for themselves in the market are

• the International Coach Federation (ICF)
• the European Mentoring and Coaching Council (EMCC)
• the Association for Coaching (AC)
• the International Association of Coaching (IAC)
• the International Society for Coaching Psychology (ISCP)
• the International Positive Psychology Association (IPPA)
• the International Association of Professional Coaches, Facilitators
• Trainers and Consultants (IAPCFT) and the Association for Coaching and Consulting (AC&C)

Before working with these associations, find out about the meaning and definition of coaching.

Are many certificates necessary for successful coaching?

When we look at the criteria for a good coach, we realize that although professional components are important, in the end the human ones outweigh them. You can decide for yourself to what extent you want to work with a coach who you personally consider to be competent and whom you trust. Conversely, think about the extent to which you are convinced by coaches with lots of certificates that you don't know what criteria are used to award them?

From our point of view, both are relevant, but human skills and social competencies are more important if we had to determine a focus. The coach's definition of the term and experience are much more important than any certificate. How many years has the coach worked in this field, does he have practical experience and what is his individual meaning and definition of coaching?

Selection of methods

The method of coaching depends on the client's situation and goals. An experienced coach will use various methods to support the client. The coach will also discuss the meaning and definition of coaching with you in the first step. Regardless of which method the coach uses, each method is only as good as the coach's mastery of the method and how well it fits the person and situation at hand.

What should you look out for?

On the feeling! Your own intuition is a valuable compass when choosing a method. Methods are as different as people themselves. It may be that method A does not work at all for person A and works very well for person B, even though the general conditions such as past, goals, age, place of residence, professional field, marital status, etc. are very similar for both.

How many methods should there be to choose from?

The number of methods is less important than the fit or quality. It is better to use one method that appears to be effective than four others that do not feel convincing. In addition, for reasons of focus and efficiency, as few methods as possible and as many as necessary should be used.

Tips for the first contact

If you decide to take advantage of coaching, you will experience initial contact in one form or another. Below you will find a few pointers that may help you.

What does my intuition say

Your intuition tells you what you need to know. It can help you to recognize things that you cannot see with your eyes. After an initial conversation, our gut feeling tells us whether this path is the right one. This takes a little time and a willingness to feel inside yourself. If you decide to go down this route, your decision can become better and more certain. Find out exactly what coaching means and how it is defined beforehand.

Questionnaire

These questions can help you during or before your first contact:

• Can I imagine coaching for myself?
• What is your meaning and definition of coaching?
• What impact will coaching have on my life?
• What changes should the coaching bring about?
• Where could I use support right now?
• Where am I not making progress?
• What changes would I benefit from?
• How does the thought of coaching make me feel?
• What fears do I have?
• What kind of person would I be after taking part in coaching?
• What do I really want?
• What is currently preventing me from achieving my goals?
• What is particularly important to me in coaching?

Costs

What is expensive and what is cheap?

The price of coaching can vary greatly between different providers. It is not really possible to name a value X, as the value depends on how much coaching or rather the associated development or goal achievement is worth to you. Coaching has a different value for everyone and can bring about major changes in a person's life. The only conclusion that can be drawn from this is that everyone has a unique experience and must decide for themselves what value coaching has for them.

Does the price increase with the quality?

Generally speaking, it is likely that a more expensive coaching coach can offer a deeper wealth of experience in working with people, but also a higher level of expertise. Both are necessary to achieve a satisfactory result.

It is likely that the quality increases with the price, because the value is ultimately paid by the client. However, this does not necessarily have to be the case. Try it out and think for yourself what this or that goal is worth to you.

Can I also coach myself?

The question of whether you can coach yourself can definitely be answered in the affirmative. However, this is not a goal-oriented approach for every character. It requires a great deal of high-quality self-reflection, discipline, a willingness to change, clearly defined goals and, in particular, the ability to be honestly critical of yourself. It is often unconscious patterns that trigger certain behaviors. Being in your own skin doesn't make it any easier. When you move into a new apartment or house for the first time, you will perceive your surroundings very differently than if you have lived there for many years. It's a bit similar with your own awareness and ability to reflect.

Frequently asked questions

Enclosed you will find one of the most frequently asked questions, which may also be relevant for you. Ultimately, you only need to read the questions and then decide whether you want to know the answer. We have already discussed the meaning and definition of coaching in detail in the previous paragraphs.

How do I change a behavior?

Just as our brain is constantly changing, so are we. The first step is to become aware of the behavior we want to change. Nevertheless, it is one of the most difficult topics there is. This is because we humans are very efficiently adapted to our environment and only invest energy when it is necessary. Change costs a lot of energy, no matter what form it takes. Accordingly, it is helpful to have someone at your side who accompanies you through the transformation and ensures that you stay on track and have the necessary discipline and perseverance.

How can I reflect on myself?

Reflection on one's own behavior is preceded by an awareness of one's own thoughts. Reflection is the recollection of our behavior. This requires looking at situations and thoughts without assigning any value to them. Many people use a simple pencil and pad for this and write down thoughts or situations from the past day so that they can go through them again and learn from them if necessary. The early evening is a particularly suitable time for reflection.

The connection between thoughts, feelings and actions

All three of these aspects have an influence on each other and are therefore strongly interdependent. How we think about something can change how we feel about it and ultimately influence our motivation to act. A bad impression of an employee can lead to an uncomfortable feeling around them and thus prevent successful collaboration. However, a good impression leads to a trusting and respectful relationship and therefore to a particularly good result.

Challenges

How difficult is it to change behavior?

The process of changing our behavior can take a long time and requires daily attention to achieve long-term success. It starts with changing our thoughts and is later reflected in our behavior. In order to not only accelerate this process, but also to remove obstacles from the way, various exercises are practiced in a coaching session. They are designed to make it easier for you to change your behavior and develop dormant potential.

What can go wrong with self-coaching?

There are often obstacles that you feel there is no way around at first. You can get stuck at one point without knowing what to do next. In addition, you sometimes lose track of things and get lost in tasks or activities that have little or no influence on your behavior.

What is the most common mistake in coaching?

Coach and coachee do not agree on the meaning and definition of coaching. This means that work begins without having previously defined what they want to achieve together. Therefore, the meaning and definition of coaching is a must at the beginning of every coaching session.

We hope that this article has brought you closer to the meaning and definition of coaching.

Would you like to benefit from the use of coaching in your company?

Arrange a free initial consultation now! Our experts will be happy to advise you.

Sources:

Rauen, C. et. al. (2022). RAUEN Coaching Market Analysis 2022. available at https://www.rauen.de/cma/

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About the author

Tim S. Tabrizi is the founder and managing director of Ihr Coaching Institut (Frankfurt). Certified Executive Coach (ICF, DBVC) with over 15 years of experience. 35 coaches throughout Germany. LinkedIn profile | Your coaching institute on LinkedIn