37 EXECUTIVE COACHING and teams. However, it is also a way of communication and development of relationships in the workplace, in the family, in society as a whole. During my practice, I have noticed that managers consider it a great time investment to have coaching interviews with their people and teams, especially when they lead large teams. A very effective way of developing individuals or teams can be the Coaching Approach in Leadership, i.e., using several tools and coaching competencies instead of a comprehensive structured coaching interview. As a leadership trainer, I can say that participants leave my training with at least three powerful tools without realising that they are also coaching competencies. It is active listening to their colleagues and subordinates but also superiors, asking the right questions with sincere curiosity about the opinions, ideas and thoughts of their people and creating a confidential environment in the workplace. By consciously using them, we uncover the potential of our people, we support their responsibility and independence and creativity in solving even the most demanding challenges. Is coaching for everyone? Coaching is for anyone who wants to develop further, looking for their hidden resources and realising that they want to take further steps to achieve their goals. It should be recalled that coaching is based on a partnership between the coach and the coachee. The coachee should be prepared to make changes to achieve their goals and invest their time and energy in them. At the same time, they must realise that they are responsible for change and achieving their goals. However, it should be borne in mind that in the role of manager they monitor the goals of the organisation and their department – they are responsible for them. This makes it more difficult to build trust and it is difficult to support the best solution for the coached employee. They also seldom address personal issues and privacy because work aims at meetings. Thus, the topic of the coaching interview is also often determined by the managers. I will also mention the voluntariness that can be given, but often a coaching meeting is included as part of the work and development of employees, i.e. more or less mandatory. The structure can meet all the attributes of a coaching session, on the other hand, the solution found by the coachee may not be supported. The independent coach uncovers and strengthens the potential of the individual, taking into account their goals and benefit according to the coaching contract between the coach, coachee and sponsor. They coach a person as such on a topic that the coachee themselves voluntarily bring. They create a confidential environment so that the coachee can honestly open the space for their thoughts, intentions, changes and also make decisions for which the coachee is responsible and which may not be related to the goals of the organisation. After all, a professional coach is bound by the coach’s code of ethics and the content of the session is confidential. How about that? Coaching in the workplace? Or how to use the potential of coaching in the workplace? Coaching is undoubtedly one of the most effective development tools for individuals The independent coach uncovers and strengthens the potential of the individual, taking into account their goals and benefit. “ “ Website: www.erikafaltanova.sk Email: erika@erikafaltanova.sk LinkedIn: www.linkedin.com/in/erika-faltanova
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