Ethics Coaching as a Teaching Process

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Table of Contents

Introduction
Discussion
Conclusion

Introduction

To begin with, I want to use the term “ethics” in the context of coaching. We never doubt nowadays that effective coaching provokes effective self-realization of the staff at work. The principles of such programs lie in the personal culture of a coach, his proficiency and desire to communicate. The etiquette of a coach tends him to make professional miracles in lives of people. We, as Americans, should not forget about the fact that we permanently and successfully applied this tendency of self-growth methods by means of annual coaching seminars for employees. That is why, due to our inner intention to diversify the way of couching, as far as I am concerned, there ought to be several guidelines, which exist in methodology of every experienced coach.

Discussion

James Flaherty, for example, focuses on the commonly overlooked fact that a coach is a human being. He effectively emphasizes that this is the most important aspect that a coach should always have in mind, something that many of us tend to forget. He probes us to make up our minds one more time in relationships with clients, partners or staff and criticizes us to set problems within staff aside. As I see, this coach tries to help us vail our pride feeling the great desire to put us on the straight and narrow. In such a manner he “evokes” excellence, first of all, in ourselves.

Each solid corporation is self-determined and has principles of confidentiality not to confront with a conflict of interests. I think, an outstanding coach, as a treasurer of delicate information, knowledge, wisdom and experience, should adhere to these well-known fundamentals of nondisclosure of information under no pretence. The question remains to be answered: who keeps these secrets and insights? Only a conscientious coach.

“A coach needs to be able to touch people with new possibilities and bring wisdom, compassion, and humor to the issues and problems they face.” (.Frederic M. Hudson 35)

Frederic M. Hudson is close to the idea of an indissolubility of the coach and his audience. He puts trust in people first trying to give them a feedback on what is going wrong and how to improve ourselves and then he hopes to get an appreciation. Coaches treat us because once they were endowed with reason and worked out tools for better appliance in masses. I can surely say, that great couches are the masters of psychology as well. This means it is not only the psychology of age difference. First, it is the psychology of enterprise and everything that belongs to it, that he should possess. Bruce Peltier in his book “The Psychology of Executive Coaching – Theory and Application” raises the idea above mentioned positions and gives us some pieces of information about it:

Someone from outside an organization uses psychological skills to help a person develop into a more effective leader. These skills are applied to specific present-moment work problems in a way that enables this person to incorporate them into his/her permanent management or leadership repertoire. (Bruce Peltier 25)

Conclusion

Thus, we cannot, but agree with a trend in coaching as ethical culture within coaching process to embody fundamental virtues of this profession and devotion in life. The coaches themselves know that the use of coaching as a teaching process provokes a saying, namely: “Teaching people we study new!”

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Ethics Coaching as a Teaching Process

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