Coaching Project leaders for success is a dynamic, integrated approach to the larger vision coaching. This comprehensive guide has more than thirty pages filled with strategies, techniques, and tools to assist you as you measure your success, trust other coaching styles, and how to identify an emerging leadership. Each chapter focuses on one skill required in becoming a successful leader-including developing self-awareness and a strong sense of purpose. Clear concise guide Coaching Project leader for Success provides you with a detailed strategy for becoming a successful and effective leader.
In chapter one, “What Is a Coach and How Do You Know If One Might Is Right for Me?” The authors provide a simple but helpful definition of a coach. Then in the second chapter they illustrate how some people have been defined as “burnout candidates” by comparing them to professional development models such as the United States Department of Defense or the British Armed Forces. Next, they explain that we might use the metaphor of a professional sports team being called out for having too many players, too few goals, too few fouls, and too many injuries. The book then walks us through the steps to identifying if you are a candidate for burnout, what defines a “burnout,” and how to reduce burnout and injury by implementing a structured regimen of physical activity and rest.
Chapter three looks at why some people might enjoy coaching while others might not. Then the authors explain how a group of individuals working in isolation might benefit from a group focus and spotlight. Finally, in the final chapter, they look at the benefits of coaching clusters. Coaching clusters are teams of four or more coaches who work together in a low-pressure setting to increase their productivity, find solutions to problems, and increase awareness of each other’s behaviors and feelings. Coaching clusters provide the flexibility of a support network to help each coach recognize when his or her style is interfering with another coach’s style. Coaching clusters also provide for the development of relationships that build trust among coaches.
While the authors acknowledge that some people thrive in isolation, they recognize that collaboration can be highly effective in building leadership skills. They recommend a careful balance between autonomy and collaboration as part of any coaching process. They also suggest that good leaders go beyond the role of a manager to include members of their staff in the process of coaching and providing feedback.
I think that most people will find at least some value in this book, even if they disagree with the view that some coaches are too much about results and too little about coaching skills and personal growth. I think the main value is that the authors have taken an interesting idea, created it in an engaging way, and placed it in a context that makes it accessible to a wide variety of readers. In addition, the book has been professionally written, with a great sense of clarity. It makes excellent use of colorful images, graphs, and illustrations to make its points. The authors do a good job of describing the process involved, and I think people will be able to understand the techniques the author uses.
I think the best thing about the Coaching Project is that it is not trying to define what a coach should do, but rather to give practical advice on how someone can become a coach and provide an objective perspective on the process. Coaching can be a rewarding profession for those who take the time to understand its requirements, and there are plenty of benefits for the people who choose to be coaches. I might consider taking a Coaching Project course to learn more about becoming a certified coach, and I might also recommend that my clients who are aspiring coaches read the Coaching Project.