COACHING IN ACTION RESEARCH : 4. COACHING IMPLEMENTATION

Next, we will consider the four steps for coaching implementation suggested by Shaker (2012). The first step is preparatory. The coachee’s situation and skills are observed directly to identify strengths, weaknesses, and the individual’s ability to reach goals. The second step is discussion. The coaches must be prepared properly so that they clearly understand the purpose of discussion. This also ensures that the conversations held between the coach and coachee can help the coachee to identify and develop problem-solving skills. In addition, a coaching plan should be created and agreed upon by both parties through discussion. The goal of the plan is to improve the performance of the coachee within a given time period. Next, the third step is being active in coaching. Effective coaches always practice ‘active listening’, a way of listening, paying attention, and responding to others to improve mutual understanding. According to Shaker (2012), there are five levels of listening: waiting your turn to speak, sharing experience, giving advice, listening and asking questions, and listening intuitively. However, coaching starts at the fourth level, as the coach listens and asks the coachee to give more information. At the fifth level, the coach learns to be attentive to the meaning of what the coachee says and offers feedback. The final step in the implementation of coaching is follow-up. According to Shaker (2012), an effective coach should continuously follow up and monitor the coachees to make sure they are on the right path.

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