Three fast-growing trends in coaching that make investment dollars go further include peer coaching, group coaching and community coaching.
Peer coaching is a long-term investment that pays strong dividends. When organizations set up a peer coaching culture they create high-trust relationships, and support each other’s leadership development across traditional boundaries. People can coach 360º—it’s not uncommon for people from different levels to coach upward, downward or laterally. The author of The Heart of Coaching, Thomas Crane describes The 7 Characteristics of a Coaching Culture: 1
When the entire organization collaborates to create a coaching culture and people have a shared understanding of how to coach, they support each other’s growth and development. The systemic practice of coaching increases the capacity for growth and change.2
Group coaching is a facilitated group process that uses coaching principles to support professional development. The synergy comes from leveraging the wisdom, energy and experience of the group. The process gives leaders a valuable opportunity to connect with their peers and know that they’re not alone in their challenges. Instead of perpetuating the silo mentality, group coaching is a way to use leadership development funds more productively while actively working on pressing issues.
Community coaching is a group process that uses the mindset and skill set of coaching to support communities who are seeking change. The coach serves as a catalyst to bring forward the wisdom of the group. The coach uses expanded coaching tools by helping groups:
Mary Emery and Ken Hubbell, leaders in community coaching, list the following outcomes of community coaching: 3
They go on to say that “activities where these coaches are providing support range from board development, economic revitalization, civic engagement, helping low income women become financially independent, community planning and encouraging organizational collaboration. The coaches have goals of helping groups generate improvement in the areas of employment, education, poverty-reduction, housing, environmental enhancement, business development, economic renewal and leadership development.”
As the coaching profession evolves, empowerment becomes a way of life, not just for people with means, but for everyone. Coaches and clients alike are continuously seeking ways to make a difference and create positive change in the world. Coaching in the social sector is gaining momentum and the impact is truly transformational.
Questions to Consider
What’s your vision for expanding coaching in the social sector?
In what way are you called to make a difference in your community? How might you begin?
1 Crane. Thomas. 2011. Business Coaching Worldwide (2005, Volume 1, Issue 1).
2 Crane. Thomas. 2011. Business Coaching Worldwide (2005, Volume 1, Issue 1).
3 Mary Emery and Ken Hubbell, retrieved from http://communitycoaching.com/six-rs_2.html
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