Coaching is a proposal for a new approach when it comes to the intervention of coaches in guiding and teaching their athletes. Coaching was born, identified as facilitating learning from experience.
Critical of directive and intimidating ways of leading and teaching people and teams, Tim Gallwey proposed new approaches to the task of leading and improving skills that focus on involving and mobilizing will and motivation. He wanted to avoid directive and intimidating approaches which, instead of enhancing attitudes and developing skills, are responsible for inhibiting, frustrating, fearing and demobilizing the will of the player/collaborator.
Because it originated in sport and is now interpreted by a variety of authors who know little or nothing about the methodology of sports training, Coaching has been adulterated and modified successively, giving rise to interpretations and readings that have little or nothing to do with its origin and the idea of its creator.
Coaches have the experience of leading under pressure to achieve results. They become specialists in managing the behavior of their collaborators (athletes), always with one idea in mind: to make the right decision in favor of the team!
As a facilitator of change, the Leader Coach seeks to encourage employee reflection, leading to the recognition of faults and mistakes made and the analysis of solutions.
It is the Coach’s duty to play a role that contributes to the Coachee’s responsibility and awareness. This means that they are not going to give an order and that, in many cases, they are not even going to give advice. In their role as coach, they will provide the employee with the means of reflection and self-analysis that will enable them to start a concrete process of change, resulting from the commitment made by the employee.
