Coaching Glossary
Like any new technology, the field of coaching has developed a vocabulary all its own. We are providing some basic definitions that you may encounter in your "coaching education" and understanding.
|A|B|C|D|E|F|G|H|I|J|K|L|M|N|O|P|Q|R|S|T|U|V|W|X|Y|Z|
Assessment
A measurement process or tool of the performance, knowledge, learning, or other measurable qualities of a person, position, or named subject that has either taken place or can take place. Usually measured against stated outcomes.
Attainment testing
Tool to measure what a person knows or can do, and is usually related to the stated goals of a course or training the person has undertaken.
Awareness training
Training used to disseminate information that provides an individual with the basic knowledge/understanding of a policy, program, or system.
Return to Top
Certification
A process by which an organization grants recognition of competence to an individual who has met a set of pre-determined standards specified by the organization. These standards include number of hours of training, number of hours of coaching, written and oral examinations.
Certified Master Coach--A Coach U certification, highest level of coach certification offered by Coach U.
Certified Mentor Coach--A Coach U certification, usually a highly experienced coach who merits specific requirements to mentor younger and/or less experienced coaches.
Master Certified Coach (MCC)--An International Coaching Federation (ICF) designation. Highest certification offered by ICF - advanced level.
Professional Certified Coach (PCC)--An International Coaching Federation (ICF) designation. This designation is a level below the designation of MCC (above), and is the first level of credential.
Return to Top
Coach
A person who gives honest feedback and support, inspires, challenges, facilitates growth and change, and partners with another person to achieve stated goals. A coach may perform these functions on a personal or professional level.
External Coach: A coach who is contracted from the "outside", by an individual, corporation or organization, to come "inside" to provide coaching services. The external coach may or may not have technical experience in the client's industry or field, but WILL have experience in dealing with conditions and goals related to that industry or field, as well as with the people issues involved. An external coach may negotiate an ongoing general coaching contract, or one which specifies a limited period of time, dealing with stated issues.
Internal Coach: A coach who has been trained to perform the functions of coach within and for an organization, and is a paid employee of that organization or corporation. The internal coach may or may not have other specified job duties in addition to coaching within the organization. The internal coach can be either a full-time or part-time employee.
Return to Top
Coach Approach
A way of relating and behaving that is based on coaching a person or team, instead of "managing" or teaching, etc.
Coaching
The process of being a coach, performing the functions detailed under "coach." The goal of coaching is the development, growth and success of those being coached.
Corporate Coaching
Coaching within and with an entire corporation or different divisions, departments/teams within the corporation or organization.
Executive Coaching
Coaching at the executive level either with a single individual or with complete teams of individuals either within an organization or corporation, or as a unique individual relationship outside the organization's boundaries.
Personal Coaching
Coaching with an individual, working on personal issues with a client.
Career Coaching
Coaching that focuses on work and career transitions, or issues around careers.
Performance Coaching
Coaching that is generally done within an organization or corporation, focusing on the skills and competencies required for optimum performance to meet expectations.
Return to Top
Coaching Culture
A culture cultivated within an organization or corporation that embraces the competencies and attitude of coaching.
Cognitive
The mental processes of perception, memory, judgment, and reasoning, as contrasted with emotional and volitional processes. Cognitive also refers to attempts to identify a perspective or theory in contrast to emphasizing observable behavior.
Complex Coaching Situation
A "complex" coaching situation is one that has the following characteristics: - the performance factors are not well-defined;
- the consequence of error is significant
- the coach is expected to be at the cutting edge of knowledge and practice;
- the coach is expected to produce innovative and novel responses to the demands of the situation;
- objectives are long-term.
Conflict Management
The art of managing conflict effectively. Nearly all projects encounter conflict. The object of successful conflict management is to handle conflicts so that the result is positive rather than destructive.
Return to Top
Counseling
A means of assisting persons to resolve and overcome personal (and sometimes professional) problems using standardized behavioral psychological methods. A coach is not a counselor. In addition to "problem-solving" a coach maximizes the personŐs potential. A coach works with a person to move confidently forward in life, not just over or around a hurdle. A counselor may inadvertently foster dependency. A coach empowers individuals for flight. (Note: Some people benefit from counseling instead of coaching.)
Development
The training and nurturing of people to acquire new horizons, technologies, or viewpoints, enabling leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for ultimate growth of the individual, but may not be related to a specific present or future job or function.
Evaluation
The process of gathering information in order to make informed decisions. It is broader than testing, and includes both subjective (opinion) input and objective (fact) input. Evaluation can take many forms including tests, assessments, and self-reflection.
Return to Top
Expert
A person whose knowledge, skill, and experience is specialized and extensive, especially as the result of much practical experience.
Facilitator
A person who makes it easier for others to learn and grow, or assists in and directs the implementation of processes, programs, and plans. A facilitator determines the best way to make information available to the people involved by providing the knowledge, systems, or materials which enable persons to perform a task more effectively. This is done by listening, asking questions, providing ideas, suggesting alternatives, and identifying possible resources. A good facilitator is adept and experienced with people and people issues.
Feedback
Providing information about the nature of an action and its result in relation to some criterion of acceptability. It provides the flow of information back to a person so that actual performance can be compared with planned performance. Feedback can be positive, constructive, or neutral.
International Coach Federation (ICF)
The largest and foremost professional association which accredits coaching schools and certifies individuals in coaching. (www.coachfederation.org)
Return to Top
Intervention
The ability to mediate effectively with individuals, groups or teams in order to facilitate the achievement of a specific outcome. It may be understood as a dynamic interpersonal process performed with a clear purpose whereby the coach may have to communicate, teach, lead and/or manage.
Lifelong Learning
The concept of continuous personal development through personal (self-actualized) learning.
Mentor
A wise and trusted advisor. Three mentoring roles can exist in a work context: - mainstream mentor - someone who acts as a guide, adviser and counselor at various stages in someone's career destined for a senior position.
- professional qualification mentor - someone required by a professional association to be appointed to guide a student through a program of study, leading to a professional qualification.
- vocational qualification mentor; someone appointed to guide a candidate through a program of development and the accumulation of evidence to prove competence to a standard.
NOTE: A coach is generally not a mentor, except to another coach, or someone within their field of experience. A coach is outside the workplace boundaries, specializing in people and the encouragement of personal and professional achievement and goal realization.
Return to Top
Model
(1) A person who serves as an example for another person to emulate.
(2) A representation of a process or system that shows the most important variables in the system in such a way that analysis of the model leads to insights into and understanding of the system.
Module
A stand-alone instructional unit that is designed to satisfy one or more learning objectives. A separate component complete within itself that can be taught, measured, and evaluated for a change or even bypassed as a whole. A module consists of one or more lessons.
Needs Analysis
A method used to determine specific needs by reviewing tasks, identifying performance factors and objectives, and defining objectives and recommendations.
Needs Assessment
Problem identification process that looks at the difference between "what is" and "what should be" for a particular situation. A systematic study that incorporates data and opinions from varied sources in order to create, install and evaluate people, products and services.
Organizational Development
This is a large area of expertise, encompassing the ability to conduct overviews, interviews, analyses and any other assessments required to determine the overall structure and function of an organization, including all the inter-dependent parts and how they function together. The purpose of this review is generally to determine where problem areas may exist and then to suggest changes, or to provide expertise to those in start-up businesses. Many executive coaches specialize in this area.
Performance Analysis
It is the process by which professionals partner and team up to identify and respond to opportunities and problems, and through study of individuals and the organization, to determine an appropriate cross-functional solution system.
Return to Top
Simple Coaching Situation
A "simple" coaching situation is one that has the following characteristics:- the performance factors are well-defined;
- the consequence of error is limited;
- the coach is expected to have acquired some limited, well-accepted knowledge and information;
- the coach is expected to use previously-learned, well-accepted coaching practice and procedures;
- objectives are short-term
Skill
The ability to do something well, especially as the result of practical experience; the ability to apply knowledge in a practical manner.
Strategic Planning
The process of thinking of and determining specific goals, objectives, and actions to move from one place to another; for industries and organizations of all sizes.
360-Degree Feedback (or Evaluations, Assessments, Reviews)
Refers to a process in which data is collected from multiple sources or multiple raters surrounding the person being assessed. Respondents may include self, supervisor, reporting employees, peers, and, in some cases vendors/clients. Applications include performance appraisal, professional development, succession planning, assessing organizational climate, and targeted competency areas specific to the individual being assessed.
Return to Top
Team Development
The process of forming and advancing a team to be more effective, and to develop higher functioning relationships.
Trainer
A person who directs the growth of learners by making them qualified or proficient in a skill, task, attitude, system, or process. Utilizes coaching, instructing, and facilitating techniques to accomplish the learning objectives.
Training
Learning that is provided in order to improve performance (not always job related, but always growth related)
Return to Top
|