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COACHING

Coaching is a professional approach used when the Client (or Specialist), with the support of a Coach (or Facilitator), becomes aware of his/her true potential and competencies, and how these elements could be worked into achieving objectives, performance and personal and professional results.

In the majority of our academic studies we are not taught to listen actively, to create genuine rapport and empathy, to work with our intuition and to promote empowerment. Personal and emotional development has always been an intrinsic process, with no clear outline or structure. Coaching enables Clients to discover and develop personal and professional competencies, which are reflected in many different contexts.

APPROACH

The ICU does not delegate the practice of Coaching, rather it has its very own structure and international team, which work directly in each country. Its activity is carried out in this way, assuming responsibility for the process, in the quality and coherence of its programmes around the world. In the quest to uphold the very best quality standards of qualified professionals, ICU Coaches are all asked to follow a code of ethics which ensures that conduct is guided by professionalism, excellence, rigor, solemnity, confidentiality and impartiality.

ICU COMPETENCIES MODEL

The ICU has established its Core Competencies Development Model (CCDM) for the practice of professional Coaching.

This Model comprises 12 fundamental competencies and fosters personal development as an essential pillar in the figure of the Coach. The practice takes place with a co-orientation between the Client and the Coach. Here a relationship based on mutual respect and equality can be established for the ensuing Coaching process.

We start with three areas for the Competencies Development Model (CDM), which are based on a mutual commitment between the Coach and the Coachee.

KEY ELEMENTS – WHAT
  • Relation
  • Knowledge
  • Listening
  • Right questions
UNKNOWN POTENCIAL – WHO
  • Design
  • Planning
  • Progress
  • Results
CO-ACTION CHALLENGE – HOW
  • Discover
  • Definition
  • Validation
  • Feedback

ICUPRO – ICU PROCESS FRAME

For the ICU, Coaching is always perceived as an on-going process, involving various sessions. In this respect, it defines its model as ICUPRO – ICU PROCESS FRAME, within which there should be a clear alignment of various sessions and the phases of a Coaching process.

The alignment of these sessions is designed in a way that promotes naturally flowing and rigorous reflection, awareness and action on the part of the Client.

  • Coach| Positive co-explorer | Focused on the Coachee;
  • Coachee or Client| Key player | Specialist | Co-responsible for the results.

The ICUPRO structure is an upgrade to the already existing models, as it incorporates a structured assessment of the future impact in all the dimensions of the Client, of the results and of the proposed and defined objectives, enabling the student and future Coach to possess a clear orientation of the evolution and development of a Coaching session within the global process.

The ICUPRO structure is an upgrade to the already existing models, as it incorporates a structured assessment of the future impact in all the dimensions of the Client, of the results and of the proposed and defined objectives, enabling the student and future Coach to possess a clear orientation of the evolution and development of a Coaching session within the global process.

 

I - Identify the goal

Identify the objective of the coaching process

C - CHECK THE PRESENT

Be aware of the current situation and context and its relationship to the goal

U - UNDERSTAND THE FUTURE

Understand the possible implications of the process in the future

P - Priorities and opportunities

Define the priorities and create opportunities

R - RESULTS ENGAGEMENT

Establish the level of commitment to an action plan and expected outcomes

O - OVERSIGHT AND INTEGRATION

Evaluate the results achieved and consolidate changes

WHAT IS THE IMPACT OF COACHING ON PERSONAL AND PROFESSIONAL LIFE?

Through self-understanding, reflection and the search for a sense of mission, individuals, leaders, managers or professionals can discover how their personal characteristics – including a sense of perspective, values and beliefs – can influence processes within in a company, a sport, or an organisation, and can lead to the achievement of objectives within a professional context. For example, Executive | Business | Team Coaching is a great way for professionals to create this participative space for reflection. Using a specific business-related objective as a starting block, they can successfully align it with their values or personal principles.

Various research studies and surveys carried out in recent years on individuals and professionals, by entities such as Harvard Business Review, American Management Consulting Association, ICF, McKinsey & Co. consider that in terms of professionals and organisations, Coaching is an approach that constantly develops, assesses and creates performance and results. The following statistics present the various contexts in which survey participants indicated to have experienced the acquisition of major targets and personal and professional evolution:

INDIVIDUAL | PERSONAL CONTEXT

Awareness - 94%
Personal Leadership - 89%
Prioridades | Ação - 86%
Professional Skills - 83%
Personal Mission - 82%
Empathy - 79%

LEADER AND MANAGER | ORGANIZATIONS

Productivity - 82%
Strategy | Analysis – 82% - 82%
Culture and Change - 82%
Communication - 81%
Delegation - 77%
Teams - 77%