Are you striving to reach a goal? Are you looking to improve your capacity and capability? Then coaching may be a good resource for you to consider. This page is designed for NPS employees who want to discover if coaching is right for them and to find instructions for how to secure one-on-one coaching services.
What is Coaching?
The International Coach Federation (ICF) defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”
Coaching is aimed at unlocking a person’s potential and improving their performance. It is a learning process – rather than a teaching one – by which the coach guides the employee through productive questions to deepen their understanding, enhance self-awareness, realize solutions, align vision, and achieve goals. Coaching produces results that are observable, measurable, and meaningful to both the individual and the organization.
How Can a Coach Help You?
A coach can help you:
- Actualize goals
- Spark fresh ideas
- Overcome obstacles
- See things from a different perspective
- Maximize your accomplishments
- Provide support and accountability
- Gain clarity
- Find work-life balance
- Boost your confidence
- Solve problems and develop strategies
- Explore yourself
- Make decisions
- Orient your future
- Achieve the best of yourself
Is Coaching Right for You?
Coaching is designed for high performing employees including supervisors, non-supervisors, and executives. The ideal candidates for coaching are:
- Amenable to being coached
- Receptive to receiving feedback
- Open to self-exploration
- Curious about growing
- Inspired to learn
- Motivated to change
- Have developmental and/or leadership needs that are suitable for one-on-one coaching
- Committed to giving coaching its due time and attention
What Situations Are Suited for Coaching?
Here’s a list of the types of situations in which you might want to engage with a coach:
- A new position or promotion
- A transition or career path decision
- An increase in responsibility
- Enrollment in a leadership development program
- Desire to actualize skills from leadership training course(s)
- Responsibilities that warrant coaching, such as supervision or leadership roles
What is the Difference Between Coaching, Mentoring, and Counseling?
Coaching, mentoring, and counseling are different approaches to help you achieve different things. They are all part of a healthy personal and professional portfolio.
- Coaching is performance-driven. Coaches empower you to achieve your goals.
- Mentoring is relationship-driven. Mentors provide advice and guidance from their own experience.
- Counseling/Therapy has a focus on mental and emotional health. Counselors and therapists help restore wellbeing.
For more explanation on the differences, check out these articles:
- “How Do Coaching, Mentoring, and Counseling Differ?” | Positive Psychology article
- “Difference Between a Coach, Mentor, and Therapist” | The Muse article
How Do I Find a Coach?
To find a coach, visit the Interior Coaching Portal. Please note that the DOI Coaching Program has a limited capacity with their current DOI internal coach roster to offer coaching at no cost to DOI employees. While they try to accommodate all individual requests, some may experience a waiting period to be matched with an internal DOI coach due to the volume of requests. In addition to their internal roster, they also have a roster of external coaches that can easily be accessed through the Federal Consulting Group or the Office of Collaborative Action and Dispute Resolution at cost for coaching requests.
For further questions, contact firstname.lastname@example.org.
How Long Does a Coaching Relationship Last?
This varies based on the individual needs of the employee. A typical engagement includes up to 18 hours of coaching over a six-month period.
How Does a Coaching Relationship Work?
Coaching sessions are conversational in format and may occur in person or over the phone, as determined by the employee and the coach. Coaching sessions focus on both enhancing the client’s learning and awareness and on developing strategies and action plans to achieve identified results. The coach may also provide support to the employee in between sessions as needed, via brief phone calls, texts, and e-mails. Coaches provide additional developmental resources, such as referrals to books, articles, websites, and other learning tools.
Looking for Mentoring or Therapy Resources?
- Mentoring: Mentor, Mentorship, and Mentoring Resources in the NPS | NPS Common Learning Portal
- Therapy: Employee Assistance Program | InsideNPS
- More about NPS Ombuds and CADR: NPS Ombuds | InsideNPS, Office of Collaborative Action and Dispute Resolution | DOI
Inspired to learn more about coaching? Check out these resources:
- “Coaching for Change” | HBR article
- “What Great Coaching Looks Like” | HBR article
- “4 Signs an Executive Isn’t Ready for Coaching” | HBR article
- “Younger and Older Executives Need Different Things from Coaching” | HBR article
- “How Coaching Really Works (And How To Make The Most Of It)” | Forbes article
- “How To Find Your Ideal Coach For Professional Transformation” | Forbes article
- How to Break Bad Management Habits Before they Reach the Next Generation of Leaders | TED video
Note: Harvard Business Review (HBR) has a limit of 2 articles per month for guest users and 4 articles per month for users who register their email. Subscribers have unlimited access.