Coaching focuses on improving current job performance and future goals, while counseling addresses past psychological issues. Coaching uses models like GROW to set goals, discuss current reality, brainstorm options, and make action plans, whereas counseling analyzes past problems. Both aim to help individuals, but coaching does so through skills training and professional development, while counseling facilitates personal change.

1. What is Coaching & Counseling
PT. Opus Management Indonesia
Jl. Kemang Timur Raya No. 100F
Jakarta Selatan
12730
http://www.opusmanagement.com
info@opusmanagement.com

2. What is Coaching & Counseling
Coaching Counseling
Focus On individual’s ‘on the job’ On individual’s psychological well
performance for individual and being
organisational success Look at what has gone wrong
Look at current condition and
determine the action to be done
Relationship Type Relationship between someone who Healing or problem solving
wants to grow professionally with relationship to resolve old pain and
someone who can help them improve emotional states
achieve his/her professional
objectives
Analysis Future oriented (analysing future Past oriented (analysing the past)
objectives) Backward looking
Forward looking
Objective Coach provide a learning container Counselor helps an individual to
and encourage coachee to explore, bring about change, whilst
experiment and learn new skills, respective the individual’s values
new ways of leading and thinking. and capacity to find their own
solutions.
2

3. When to Coach: The Iceberg Model
Skill Coach
Knowledge
Self Image
Trait
Motive
Counsel
3

4. The Coaching Structure
• Whom to coach: Interview, • Goal
observation, supervisor
• Reality
information, team member input,
etc. • Options
Recognise the
Need • Training needs The Session • Wrap-up
• Coachee implement the action
• Selecting the projects plan
• Identify projects that are closely • Start ASAP, don’t delay
related to day-to-day operations
Identify
Opportunity
of the job Implementation • Coach follows through, don’t
break off assignment
• Plan for your session
• Define the goal and the • Look at the progress
environment, be open, be ‘blank’ • Identify pitfalls
Set the Climate – don’t have a preconception Review
4

5. The Coaching Session: GROW
The GROW Model
GOAL REALITY OPTIONS WRAP UP
Action
Aim Assessment Range
Commit to action
Set long term aim if Invite self assessment Cover the full range of
appropriate options Obstacles
Examples
Objective Suggestions Identify possible
Offer specific examples
obstacles and how to
Agree specific objective of feedback Invite suggestions from
overcome them. Agree
of session Assumptions the coachee. Offer
support
Topic suggestions carefully
Avoid or check Milestones
Agree topic for assumptions. Discard Choices
Make steps specific and
discussion irrelevant history Ensure choices are made
define timing
5

6. The Skills
Be present
• Pay careful attention to signals that indicate rapport
• Don’t get distracted
Clear goals
• What do you want?
• How will you know when you’ve got that?
Ask vs. Tell
• Don’t give them the fish – don’t give unsolicited advice
• Teach them how to fish – provide options and ask if they think they’re
doable
Agreement
• Unclear or incomplete agreements produce misery and suffering
• Clear agreements contribute to setting an atmosphere of mutual respect
and shared power
6

7. The Skills
Recognition
• Recognise achievement immediately
• Look for praise-worthy performance
• Be sincere
• Generously encourage what’s wanted
Feed back
• Give constructive suggestions for improvement
• Learn to gently confront areas that need attention
• Separate the person from the issue
Structure
• Design reasonable action steps to reach achievable goals
• Structures are for supporting, not burdening
Intuiting
• Comes with ‘gut feeling’ – effective coach knows when to through away the plan, be
pragmatic, and how to politely invade or challenge the client’s assumptions to prevent
catastrophe.
7