Introduction
According to Frederic Hudson (1999), there are several approaches of coaching. Originally, all the approaches differ by the aim of coaching, the required objectives and initial data. It means that depending on the student and his / her abilities the approach will be selected. However, there are approaches which differ in the issues of methodology.
Directed Coaching
To begin with it is necessary to mention that direct coaching was selected as the most universal approach with the extensive experience basis. It is the fast and incisive process, which is aimed to direct the ideas of the trainee towards the traditional developmental spheres, which entail the principles of stimulation trainee’s thinking process on the matter of the situation. This approach is more suited for coaching people on the issues of getting what they wish to get. The fact is that, it is based mainly on self-stimulation, and self search of the basis and roots of the problem. Thus, this approach offers quick and accurate image of where the trainee currently is in comparison with where he / she wants to be in the achievement process.
The timeframes of this approach should not exceed 6-8 weeks, however, successful trainees cope within shorter time frames as the space for timetable violation is left. The trainee may get everything he / she needs during the first 3-5 lessons, while the others would require 30 lessons.
During a full-on session the approach is aimed to help the trainee make sense of all the data he or she has got and choose the following strategy and the direction of further attempts.
As Hudson (1999) emphasizes, direct coaching is concentrated on personal goals, passions, and purposes. Whether the trainee is attempting to advance his or her career, reach a life goal, improve a relationship, or discover the real purpose in life — directed coaching is elaborated to kick-start this discovery. The trainees should take into account that they will be required to meet with their coaches on the regular basis, in spite of the fact that the realization may come rather quickly. One-on-one coaching is all about the trainee — where the coach will ask a trainee to challenge old and limiting thoughts about the personal life and preferences and the life situation that may be holding the person back.
Direct Life Coaching provides personal and group coaching also concentrated on stress management. Peltier also emphasized the appearing of stress management program aimed to Arise Life Skills. Originally, this program is mainly delivered to juvenile improvements facilities in several US states. Peltier incorporated these same principles and filled his program within corporate surrounding principles, public workshop activity rules, and individual requirements in the process of one-on-one training.
This program may be perfectly incorporated in the program of Directed Coaching in order to cope with anger and stress from a deeper and personal perspective that permits the trainees to not only gain tools for keeping their emotions under control, but also provide a basis for making better life choices in every sphere of their lives and businesses.
References
Hudson, F. (1999). “The Handbook of Coaching. A Comprehensive Resource Guide for Managers, Executives, Consultants, and Human Resource Professionals”. Jossey-Bass; 1 edition.
Peltier, B. (2001) “The Psychology of Executive Coaching” Sussex: Brunner-Routledge.