Coaching -a definition: Prominent authors and coaching authorities Zeus and Skiffington ('The Complete Guide to Coaching at Work', 'The Coaching at Work Toolkit' and 'Behavioral Coaching -How to build sustainable personal and organizational strength' -McGraw-Hill) define coaching as “a structured process-driven relationship between a trained professional coach and an individual or team which includes: assessment, examining values and motivation, setting measurable goals, defining focused action plans and using validated behavioural change tools and techniques to assist them to develop competencies and remove blocks to achieve valuable and sustainable changes in their professional and personal life.” Training may include seminars, workshops and supervised practice.

The ultimate goal of coaching is to help individuals develop internal and external structures that help them achieve sucess and to increase their potential by expanding their sense of what is possible . Coaches encourage individuals to develop the necessary skills, attitudes and knowledge that will help them develop action plans to meet goals . In the coaching process coaches are seen as collaborators (Swartz, et al. 2005) that work with the individual by tackling obstacles such as time management, organization, problem solving and navigating through the learning curve by using support, encouragement, teaching skills and goal setting (Davidson & Gasiorowski. 2006). Coaching is about "discovery, awareness and choice" (Whitworth, et al. 1998).

Whitworth, et al. (1998) found that the primary reasons why clients want coaching is "change; they want to see results" (p.87). Clients want a "better quality of life - more fulfillment, better balance - or a different process for acomplishing their desires" (p.1).

Davidson & Gasiorowski (2006) distinguished coaching from therapy by stating " Coaching is not traditional therapy. Traditional therapy typically involves "providing" a treatment, remedy and/or cure for an underlying problem" (p.190). Coaching sees the client as creative, resourceful and whole, and has an orientation towards the future (Whitworth, et al. 1998).

Origins

Today coaching plays an important role in Human resource development (HRD) and life help, and the field of coaching as a distinct area of study is rapidly gaining ground. Although the role of coach has changed over time, some examples of research papers on business coaching show that between the late 1930's and the late 1960's, some forms of internal coaching in organizations were already present; i.e. managers (or supervisors) also acted as coaches to their staff (cf. Zeus & Skiffington, 2002.; Grant, 2003.a; 2006.). Gorby (1937.) specified how older employees were trained to coach new employees to reduce wastage.

This formal discipline has been influenced by many streams such as sports psychology, the personal development field, adult education, organizational development and brief therapy tradition in the mental health field. Since the mid 1970's coaching has developed into a more independent discipline and has a set of training standards (Davidson & Gasiorowski, 2006). For example the Behavioral Coaching Institute (BCI) and the Internation coaching federation (ICF) are professional bodies that provide training and ethical standards for certified coaches. BCI's Graduate School of Master Coaches trains and certifies qualified professionals via it's invitational Master Coach Course which is recognized world-wide (graduates from over 50 countries).