What is coaching in simple terms. You are behind the times if you have never worked with a coach What is a coach set

Coaching is one of the most popular professions in the world. Why is this happening? What is special about this specialty? Who is a coach? Is it easy to become one? What knowledge and skills do you need to have? What is the difference between a coach and a trainer? Is it possible to master this profession on your own, or is it necessary to undergo serious training? Where and how does coaching take place? Are the services that coaches provide overrated? Is it possible to do without them? The answers to these questions are contained in the publication.

Who is a coach?

A coach is a person who, through continuous collaboration, helps the client find answers within himself. His main role is to develop an understanding of the client how he can implement the tasks. The coach helps in achieving professional or personal goals. In the classical sense, a representative of this profession should not influence the client's decision-making. His task is to organize the process in such a way that the person himself achieves the desired goal.

This does not mean that the coach cannot at some point take on the role of a mentor when such a task is set, for example, during the training of new coaches.

What is the difference between a coach and a trainer?

Another closely related concept to the word "coach" can be called a coach. In many ways, the blurring of the boundaries between these two professions is due to the emergence of self-taught coaches who have retrained from coaches to a new direction for themselves without undergoing specialized training and using their usual methods.

What is the difference between a coach and a trainer? Degree and methods of influence on the audience. The coach must develop certain psychological attitudes of his pupils, which will allow them to make the right decisions almost intuitively. At the same time, he does not teach, does not instruct, does not give answers. The coach, on the other hand, plays a more technical role.

For example, he can improve the skills of employees with an accounting program, teach them how to use their time efficiently, suggest more effective sales techniques, and so on. He must “chew and put in his mouth”, and the coach only stimulates the “chewing” process.

Coach doesn't give answers, its main task is to develop a person’s ability to himself, to look for the necessary ways and solutions.

Many professional areas require certain inclinations, such as leadership qualities. Then, the boundaries between these specialties are erased and the work is performed by a coach-trainer in one person. It helps to better master the profession and develop an understanding of the correct strategy of behavior for the client. There is also a coach consultant who, on a consulting basis, helps to establish a business or resolve other issues.

What knowledge and skills should a coach have?

Unlike a coach, a coach must be strong in, since the sphere of his work is the mind and. What is a coach? This is a psychologist, a sage, a professional in the chosen direction. A person who combines life experience with fundamental knowledge.

Therefore, many people work as trainers and consultants, but only a few decide to become a coach. The cost of mistakes is too high. Therefore, there is a great risk of falling into the hands of a charlatan. When looking for a coach for yourself or your company, it is advisable to pay attention to this no less than when choosing a dentist or a lawyer.

How to become a coach?

Since the specialty of a coach is not regulated by academic science and the bureaucracy, it is impossible to find a special university for this profile. All academies and other schools are licensed by the same academies and schools. That is why the risk of quackery arises at the stage of training. How to choose a teacher or training center? On specific cases, according to feedback from students and clients, according to their number, status. It is also important to always listen to your inner voice. After all, it brings less ostentatious diplomas or awards.

One of the most famous training centers - International Coaching Federation(ICF), which brings together more than 24,000 professional coaches from 50 countries. This is the largest non-profit association of specialists in this field.

According to ICF ideology, coaches should fulfill the following role:

• Stimulate the client's self-development;
• Consider him reliable and responsible;
• Determine the goals that the client wants to achieve;
• Help him develop the necessary strategy on his own.

The process is based on these principles. training future coaches. Rejecting the role of a coach for coaches is also wrong. After all, no one will go to a self-taught doctor for treatment and will not give their child to an amateur teacher. Accordingly, this specialty also needs a teacher. In any case, it will always be possible to shift the responsibility for an unsuccessful approach to your client to him.

According to international certification, there are such professional levels of coaching:

• ACC(Associate Certified Coach) - issued after 60 hours of training and at least 100 hours of practice;
• PCC(Professional Certified Coach) – requires 125 hours of study and over 500 hours of practice;
• MCC(Certified Master Coach) is an initiation degree that can be obtained after 200 hours of study and 2500 hours of practice.

But many amateur coaches do things differently. They start with self-education and practice, and only then, at a certain point, they look for a mentor or simply switch to some other job. Lacking sufficient knowledge and skills in coaching, they make a number of mistakes, at best, simply not being useful. They impose their opinion on clients, try to solve the problems that have arisen instead of them. In general, they behave unprofessionally and incorrectly, thereby undermining the authority of coaching.

Throughout the history of its development, man has been looking for those who would help him in growth, evolution and ongoing changes: shamans, elders, teachers, spiritual leaders, experts, consultants, therapists and mentors. In the past twenty years, professional coaches have also entered this powerful and complex area of ​​human growth support.

This article is about the essence of coaching, about the integral AQAL model used in the coaching methodology, as well as about the Enneagram - a modern personality typology used in coaching.

Concept of coaching

Coaching (English coaching - training, training) - a method of counseling and training, differs from classical training and classical counseling in that the coach does not give advice and hard recommendations, but seeks solutions together with the client. Coaching differs from psychological counseling in the direction of motivation. So, if psychological counseling and psychotherapy are aimed at getting rid of some symptom, working with a coach involves achieving a specific goal, new positively formulated results in life and work.

There are many definitions of coaching:

Coaching is a training of self-realization in the form of a conversation (s). Where the coach (coach) is responsible for the course of the session (conversation), and the client (player) for its content.

Coaching is the art of creating, through conversation and behavior, an environment that facilitates a person's movement towards desired goals in a way that is fulfilling.

Coaching is the process of creating conditions for the all-round development of the client's personality by the coach.

Coaching is the art of helping the performance, learning and development of another person. (Myles Downey, Effective Coaching)

Coaching is an ongoing relationship that helps people achieve exceptional results in their life, career, business or community. Through coaching, clients expand their field of knowledge, increase the efficiency and quality of their lives.

Coaching is a system for realizing the joint social, personal and creative potential of participants in the development process in order to obtain the maximum possible effective result.

There are four basic stages of coaching: goal setting, reality testing, building paths to achieve and, in fact, achievement (it is also called the will stage).

The difference between coaching and all types of counseling is the stake on realizing the potential of the client himself.

Coaching, although it has absorbed the best achievements from such seemingly different areas as sports coaching, mentoring, training and practical psychology developed into a holistic and fundamentally new approach. Coaching has its own methods of work, its own technologies, which are generally recognized as highly effective for solving most problems, except for emergency situations, when directive methods are more effective. Since coaching is always personalized and more result oriented, it gradually leads to higher levels of effectiveness than a classic training or course of study. Coaching simultaneously uses the client's existing abilities and skills (and contributes to their improvement), and encourages the acquisition of new ones. Therefore, the effectiveness of coaching is greater, the more the client is engaged in their development.

Individual coaching is useful for a person who aspires to achieve great success in business, in his career, in his family or in his individual development, but who is faced with problems that he cannot cope with on his own.

Coaching in psychology. Coaching is a new area of ​​psychological counseling that uses modern psychotechnologies focused on the effective achievement of goals. In fact, coaching is more than just consulting.

The coach does not teach his client how to do it. He creates the conditions for the trainee to understand what he needs to do, to determine the ways by which he can achieve what he wants, to choose the most appropriate way of action and to outline the main stages of achieving his goal.

in coaching training in progress client to achieve goals in optimal ways in the shortest possible time. Coaches help their clients learn how to get the best results with the least amount of effort. Coaching is based on the use of the psychology of optimism and success. That is why this type of counseling is actively developing.

Coaching is based on the idea that a person is not an empty vessel that needs to be filled, but is more like an acorn that contains all the potential to become a mighty oak. It takes nourishment, encouragement, light to achieve this, but the ability to grow is already in us.

In coaching, a lively atmosphere of co-creation is created: on the part of the coach, this is primarily following the interests of the client and guiding magic questions”, on the part of the client, it is the courage to explore their choices, creative search and decision-making aimed at achieving the desired, finding joy from successes and achievements, turning on the internal “drive”.

The evolution of coaching. Initially, in England, “coaches” were called drivers on high-speed two-wheeled carts who were engaged in ultra-fast delivery of goods. In the future, this term moved to other spheres of life, in England, "coaches" began to be called tutors, mentors. Probably, the use of the words "coach", "coach", "coaching" in this sense implied an allegorical connection between tutoring and managing a multi-seat crew. Both the coachman and the tutor must keep track of several tasks at the same time in order to "deliver" the crew/students to the target. Further, the use of the term "coach" spread to the world of sports - by the 80s, American college sports teams, in addition to managers, had "coaches" - coaches. It is from the world of sports that the term "coaching" in its modern meaning originates.

In the early 1970s, the teacher-theorist Harvard University and tennis expert Timothy Gallway wrote a series of books called The Inner Game. In his books, he outlined a new coaching methodology - the coaching methodology. Gallway proceeded from the premise that the opponent that exists in the mind of a tennis player is much more terrible and stronger than the real opponent who is on the other side of the net. He pointed to the fact that in coaching, instead of the method of directive guidance, it is much more effective to use the method of coaching, which will help the player get rid of the internal enemy and overcome internal obstacles. Gallway discovered that when an athlete manages to overcome internal obstacles, then his body automatically readjusts to the maximum efficient work and achieve the best result.

Gallway found that coaching was most effective when the coach did not understand the sport being coached, such as when a ski instructor was coaching a golfer, in which case the coach was forced to let the athlete find their own solutions and answers.

Thus, Gallway defined the essence of coaching, which is to unlock the potential of a person and thereby increase the effectiveness of his activity. Coaching does not teach, but helps to learn.

This concept was quickly adopted by the business world, where coaching is used to improve performance, develop knowledge and personal responsibility. Then coaching spread to other areas of life.

Until the early 1980s, in most cases, the term "coach" meant a coach in sports, especially in athletic sports. From the beginning of the 1980s, coaching began to occupy a wider area and began to relate to the field of human development in general, mainly within the framework of organizational consulting. Various companies have been actively looking for ways to increase productivity. The world was changing rapidly, and along with these changes, it became necessary not only to respond to challenges environment but also develop. Managers had to improve their skills in delegating, managing people and processes and setting the right priorities, while balancing the demands of new technologies, globalization and working with employees from different cultures and working in different countries. Professional coaching became a developmental tool that helped people effectively deal with increasingly complex needs and provided a reliable and proven method of supporting executives. Later, coaching grew into a new profession outside of the sports field. During these years, a business card stating that its owner was a "professional" coach or an "executive coach" became commonplace, and people offered their services in training leaders and managers in all sincerity. Despite this rise in the popularity of the profession, formal coaching programs were in their infancy and little known even to the professionals for whom such programs were intended.

In the early 1990s, formal training courses for coaches evolved into professional certification programs. And over the past 15 years, the field of professional coaching has continued to expand rapidly. It now includes coaching services, coaching training and coach accreditation. These days, coaching services are provided in just about every field you can imagine: life coaching, career coaching, behavioral coaching, parent coaching, managerial coaching, personal relationship coaching, team relationship coaching, to name a few. Despite the fact that the areas and models of training in coaching are constantly expanding, the essence of its competence and the essence of training programs remains almost unchanged. It is to support change and development in a person's life. However, different coaching schools and approaches differ from each other in their views on the necessary requirements for change, which they rely on in their work. Let's consider these differences.

The difference between coaching and other types of assistance. How is coaching different from counseling, therapy, sports training, from communicating with your best friend? After all, a coach is not the only specialist who offers help to a client in a difficult life situation, and it is important to distinguish him from all other professionals in this field. Many coaches explain their job using the analogy of choosing and buying a bike.

Consultant will discuss with you what is stopping you from going out and buying a bike. He will analyze all the “blocks” you have and ask what you are afraid of. He will discuss with you all the nuances of the purchase: who is the manufacturer, what model, what color. After the consultation, you will feel able to go out and buy a bike with confidence and without outside help.

Counselors help people through life's challenges and often specialize in a specific area or problem, such as bereavement counselors, interpersonal relationship counselors, infertility counselors, post-traumatic stress counselors, and so on.

Psychotherapist, will probably also discuss with you the “blocks” you have regarding buying a bike, but will go further by asking how this particular problem affects your life as a whole. Difficulties in buying a bike will be a catalyst for exploring many of your other problems and a broader analysis of your life as a whole. Therapy helps clients confront and cope with their past so that they can live better in the future. The coach, on the contrary, does not look for the preconditions of the situation, he considers only the results. He will not ask: "Why are you behaving this way?" Rather, it will be the question "What does it take for you to start behaving differently?". The coach is interested in the present - habits, attitudes and behaviors that the client can change if he wants, and the future - new skills and attitudes necessary to achieve the goals that the client himself has determined for himself. In the process of training, a qualified coach can draw attention to the fact that the client needs psychological help. In this case, the coach may advise him to stop coaching for a while and seek the help of a psychotherapist in order to solve some specific problem “from the past”.

Expert Consultant examines all available types of bicycles and informs you of the results of their comparative analysis. He can advise which model is best for you, and even instruct you on how to ride it. He is usually an expert in a certain area of ​​business or knowledge, in fact, that is why he is consulted. The coach may not have specific knowledge (although many do), but he is an expert in coaching as a method of helping. Both the consultant and the coach share information and knowledge with the client, but the coach encourages the client to change and grow.

Supervisor will tell you about his cycling experience, the challenges he had and how he overcame them. He will give advice on how best to fix a hole in a tire and how to drive in very heavy traffic. He can introduce you to some experienced cyclists and recommend a good repair shop. The emphasis here is on learning what the supervisor knows. In coaching, the main thing is to reveal what the client himself knows.

Parent he will choose and buy you a bike. He may insist that you install stabilizers on it first, and will allow you to remove them only when, in his opinion, you can safely ride without them. It will support the seat while you learn to ride and remove the supporting hand when you are not looking. It will decide where and when you can ride and can punish you if you don't follow the rules. The parent inspires the child, demonstrates unconditional love and support, and feels responsible, at least in part, for the end result. The coach may demand more, treats the client like an adult.

Friend may be delighted with your plans to take up cycling. He will go to the store with you, and will show interest until he gets bored. He will be delighted with your purchase and will offer to come and keep you company when you are going for your first walk. And he might even come there to help you up when you fall. But it's possible that after five minutes of your desperate attempts not to fall off the bike, he will notice that cycling is not such a good thing and will start to convince you to leave the bike and go to the movies instead.

Friends are vital, but they are not professional coaches and it is difficult for them to be completely objective. When you are successful, not all of your friends will sincerely admire your achievements, and this is how they differ from your coach. Some of them may be interested in keeping you as you are and feel threatened by all the changes that happen to you. Especially if these changes directly affect them. The competitive spirit can make them jealous or feel abandoned. On the contrary, it is important for a coach that you succeed and ensure your prosperity. And he doesn't have to be your friend. He should expect and demand from you much more than your friend will ever allow himself.

coach listens to everything you have to say about your desire to take up cycling. He will ask questions to understand what type of riding you want to do, and whether you know which model of bike to prefer. He may ask you to collect information about bikes and bike shops and offer to name a specific day when you will buy a bike. He will help you climb it, and will run beside you while you study. And also check from time to time whether it really gives you pleasure. Together you will discuss what gives you the experience of cycling, and whether you want to become a professional cyclist or just an amateur. Or you may prefer to forget about it altogether, because after trying it, you realized that it is not as exciting as you thought. Whatever you decide, the coach will listen, clarify and support you.

Types of coaching. By scope, career coaching, business coaching, personal performance coaching, life coaching, sex coaching are distinguished. Career coaching has recently been called career counseling, which includes an assessment of professional opportunities, assessment of competencies, career planning counseling, development path selection, job search support, etc., related issues.

Business coaching is aimed at organizing the search for the most effective ways to achieve the company's goals. At the same time, work is carried out with individual managers of the company and with teams of employees.

Life coaching consists of individual work with a person, which is focused on improving his life in all areas (health, self-esteem, relationships).

Individual coaching and corporate (group) coaching are distinguished by coaching participants. According to the format - face-to-face (personal coaching, photo coaching) and correspondence (Internet coaching, telephone coaching) types of coaching. It is important to understand that the above areas of coaching are inextricably linked and organically fit into the client training system.

Sex coaching, as a direction of life coaching, is a related field of coaching and sexology, aimed at solving the problems of sexology by coaching methods. The founders of the direction are Dr. Patty Britton and Robert Dunlap, who are co-founders of the California University of Sex Coaching. The University of California Sex Coaching is affiliated with the World Association of Sex Coaches WASC. WASC provides international certification of specialists through the University of California Sex Coaching.

Recently, there has been a trend in which, with the growth in demand for coaching in general, the demand for “specialized” coaching in narrow areas also increases. The most popular types and subtypes of coaching are as follows.
Personal effectiveness coaching (Life Coaching)

• Motivational coaching
• Goal/outcome coaching
• Time Coaching
• Financial/Money Coaching
• Career Coaching
• Intense Personal Change Coaching
• postgraduate students (Postgraduate Studies Coaching)
• Coaching for emotional and spiritual development (EQ and SQ Coaching)
• Relationship coaching
• Family System Coaching

Corporate coaching

• Executive Coaching
• coaching organizational development(OD Coaching)
• in management (Coaching Management)
• Leadership Coaching
• Team Coaching
• HR Coaching

business coaching

• New business coaching
• Budget and planning coaching
• Marketing coaching
• Network development coaching

In addition, there are external and internal coaching.

Most often, organizations invite an outside coach to work with their staff. This is the so-called external staff coaching. It is carried out in the form of regular meetings of the coach with clients.

In the West, internal staff coaching is actively used. It is a specific style of management - a specially organized process of communication between the manager and his subordinates. Employee management is built in such a way that they actually act independently, while remaining under the supervision of a coach manager. Such coaching is included in the daily business communication of managers and subordinates: consulting during meetings, negotiations, current control over the performance of their duties by employees, etc.

In the West in last years Internet coaching is becoming increasingly popular: the work of a mentor with a client on e-mail or via teleconferencing. This significantly reduces the cost of coaching services and makes it possible for a wide range of people to use them.

So coaching is:

A Precisely Directed Personal Development Method. There is only you and the coach. During the sessions, the client receives the full, undivided attention of the coach.

Supportive relationships of equals. The basis for coaching is a relationship of equality. The coach does not speak condescendingly to the client and does not impose his opinion. He is an expert in his field. The client is an expert on himself and his life. Coaching only works if these relationships are understood right from the start and maintained throughout the work.

Responsibility Relations. Equality implies a shared responsibility. The primary responsibility of the coach is to bring out the best in the client. The main responsibility of the client is to take responsibility for his own life and to fulfill everything that he agrees with the coach. The client is responsible for their results.

Ways to create change, internal and external. The impetus for hiring a coach is the need for change. They don't have to be external, they can be changes in attitude, way of thinking, or attitudes. The realm of change that coaching stimulates is all of life. Nothing is "outside" unless the client decides otherwise. Even then, the coach may warn the client that building barriers around certain topics will not be helpful and will not succeed in inducing the necessary changes.

Coaches do not claim to be mental health professionals. They deal not with problems, but with tasks, choices, and opportunities. The basis of coaching is the client's goals, his own - and not the coach's - strategies and decisions.

Coach works:

• with healthy people who do not suffer from severe mental illness;
• with people interested in further personal and professional development;
• with people who want to improve the quality of their lives, strive for professional and creative self-realization;
• with people who create their future, in accordance with their ideas and values.

The main task of coaching is not to teach anything, but to stimulate self-learning, so that in the process of activity a person can find and receive the necessary knowledge himself. The essence of this approach lies in the disclosure of the dormant inner potential, and the activation of the system of motivation of each individual person.

In each of the meetings, the client chooses the purpose of the conversation while the coach listens and provides input in the form of observations and questions. This interaction clarifies the situation and encourages the client to take action. Coaching speeds up the client's progress toward their goal by helping them focus on the desired outcome and opening up a wider range of alternatives. Coaching focuses on the client's present situation and what actions they are willing to take to achieve the desired state of affairs.

The profession of coaching can be called "encouraging". “Bringing out the best in a person or team” are the words that best define coaching.

Coaching is based on respect for the personal and professional experience of the client, and the belief that each client is a creative, versatile and holistic person. Based on this, the duties of a coach include:

• Uncover, clarify and adhere to the goals that the client wants to achieve.
• Encourage client self-discovery.
• Identify customer-developed solutions and strategies.
• Remain accountable and accountable to the client.

Since the mid-1970s, Ken Wilber, an American researcher of human potential in various cultures and historical periods, began to create an approach that would allow us to consider and see the entire integrity of the multiple aspects of reality found in all situations and events, in their interconnection. In the mid-1980s, this way of studying reality was called the integral approach.

The whole essence of the integral approach is reflected in the integral model or AQAL map, which is an abbreviation of the phrase “all quadrants, all levels, all lines, all states, all types” - “all sectors, all levels, all lines, all states, all types ".

As you will see, all of these elements are here, right now, available to your own awareness. These 5 elements are not just theoretical concepts, they are aspects of your own experience, circuits of your own consciousness, which you can easily verify for yourself as we continue with this discussion.

Let's start with states of consciousness which refer to subjective realities.

Everyone is familiar with the basic states of consciousness, such as wakefulness, dreaming, and deep sleep. Right now, you are in a waking state of consciousness (or, if you are tired, in a half-asleep state of consciousness). There are completely different states of consciousness, including meditative states (caused by yoga, contemplation, meditation, etc.), altered states (such as induced with psychoactive substances), and a variety of peak experiences, many of which can be caused by intense experiences, such as making love, walking in nature or listening to beautiful music.

The great traditions of spiritual wisdom (such as Christian mysticism, Vedanta Hinduism, Vajrayana Buddhism, and Jewish Kabbalah) claim that the 3 natural states of consciousness - waking, dreaming, and deep formless sleep - actually reveal to us the treasures of spiritual wisdom and spiritual awakening, if we understand how to use them correctly. In a certain sense, which we will explore as we progress, the three great natural states of waking, dreaming, and deep sleep contain the entire spectrum of spiritual enlightenment.

But on a simpler and more mundane level, everyone has encountered various kinds of states of consciousness, and these states often give both you and other people deep motivation, meaning and motivation. In any given situation, states of consciousness may not be a very significant factor, or they may be a decisive factor, but no integral approach can afford to ignore them.

Here's an interesting feature of states of consciousness: they come and go. Even deep peak experiences or altered states, no matter how deep they are, will come to you for a little while, stay for a while, and then disappear. No matter how deep their potential is, they are all temporary.

While states of consciousness are temporary, stages of consciousness are constant. The stages are real milestones of growth and development. Once you reach any stage, it becomes a permanent acquisition. For example, once a child develops through the linguistic stages of development, he gains constant access to language. Language is not something that is present one minute and disappears the next. The same thing happens with other types of development. As you steadily reach the stage of growth and development, you access the qualities of that stage—such as greater consciousness, more embracing love, higher ethical drives, greater intelligence and awareness—at virtually any moment you desire. The coming states have turned into permanent traits.

How many stages of development are there? Well, don't forget that with any map, the way you divide and represent the actual territory is somewhat arbitrary. For example, how many degrees are there between the freezing point and the boiling point of water? If you are using a Celsius scale or "map", then there are 100 degrees between them. However, if you use the Fahrenheit scale, water freezes at 32 degrees and boils at 212, so there are 180 degrees between the two. Which of the options is correct? Both. It all depends on how you want to split this pie.

The same is true for stages. There are many different ways to divide and fragment development, and therefore there are many different stage concepts. All of them can be helpful. The chakra system, for example, has 7 major stages or levels of consciousness. Jean Gebser, the famous anthropologist, speaks of 5 stages: archaic, magical, mythical, rational and integral. Some Western psychological models have 8, 12 or more levels of development. What is right about all of this? Everything, and the choice depends only on what you want to follow in the process of growth and development.

The "stages of development" are also called "development levels", and the idea is that each stage represents a level of organization or a level of complexity. For example, in the sequence from atoms to molecules, to cells, to organisms, each of these evolutionary stages has an increasing level of complexity. The word "level" does not carry a rigid or exclusive meaning, but simply indicates that with each level there are significant emergent qualities that arise in a discrete or quantum manner, and these levels of development are important aspects of many natural phenomena.

In the integral model, we usually work with 8-10 stages or levels of consciousness development. After many years practical work we found that the subdivision more stages is too cumbersome, and for less - too vague. One stage concept that we often use is Spiral Dynamics Integral, which was founded by Don Beck based on the research of Clare Graves. We also refer to the stages of self development pioneered by Jane Loevinger and Susann Cook-Greuter and the orders of consciousness explored by Robert Kegan. But there are many other useful stage concepts available to the Integral approach, and you can adopt any of them if they are more appropriate for your purposes.

To demonstrate what is involved in the concept of levels or stages, one can use a very simple model that has only 3 levels. If we consider, for example, moral (moral) development, then we will find that at birth the baby is not yet socialized with respect to cultural, ethical and conventional norms - this is called the pre-conventional stage. It is also called the egocentric stage because the infant's awareness is mostly self-absorbed. But as the small child learns the norms and rules of his culture, he develops to the conventional stage of moral development. This stage is also called ethnocentric, since the child is centered on a particular group, tribe, clan or nation, thereby, as a rule, excluding those who do not belong to his group from his circle of care. However, in the next major stage of moral development, the postconventional stage, the identity of the individual again expands, this time to include in its circle of care and interests all people, regardless of race, color, sex or condition, and this is why this stage is also called worldcentric. .

Thus, moral development tends to move from "me" (egocentrism) to "us" (ethnocentrism) and then to "all of us" (worldcentrism), which is an excellent example of a staged opening of consciousness.

These 3 stages can be depicted in another way - in the form of body, mind and spirit. All of these words have many other valid meanings, but when we specifically refer to stages, they mean the following:

Stage 1, which is dominated by my gross physical reality, is the "corporeal" stage (to use the word "body" in its usual sense of the gross body). Because you identify only with the individual bodily organism and its survival instincts, this stage is also the "me" stage.

Stage 2 is the "mental" stage in which your identity moves beyond your isolated gross body and expands into relationships with many others based, for example, on your shared values, mutual interests, shared ideals, or shared dreams. Because I can use my mind to assume the role of others—put on their hat and experience what it's like to be them—my identity expands from "me" to "us" (moving from egocentrism to ethnocentrism).

With stage 3, my identity expands again, this time from being identified with "us" to being identified with "all of us" (moving from ethnocentric to worldcentric). This is where I begin to realize that in addition to the remarkable diversity of people and cultures, there are also commonalities and shared commonalities between them. The discovery of the commonwealth of all people appears to be a shift from ethnocentrism to worldcentrism and is "spiritual" in the sense of things shared among all conscious beings.

This is one way of looking at the opening from body to mind and then to spirit, where they are seen as stages, waves or levels of care and consciousness opening moving from egocentrism and ethnocentrism to worldcentrism.

Lines of development. Have you ever noticed how unevenly literally all of us are developed? Someone is highly developed, say, in the field of logical thinking, but poorly developed in the field of emotional sensations. Some people have high cognitive development (they are very smart) but poor moral development (they are rude and vicious). Some excel at emotional intelligence but fail to add two and two.

Howard Gardner greatly celebrated this idea by introducing the concept of multiple intelligences. Humans have a range of intelligences, such as cognitive intelligence, emotional intelligence, musical intelligence, kinesthetic intelligence, and so on. Most people do well in one or two abilities, but poorly in others. This is not necessarily (or even usually) a bad thing: part of integral wisdom is to find where a person excels and thus where he can best offer the world his most valuable gifts.

But it does mean that we need to be aware of both our strengths (or abilities that make us shine) and our weaknesses (things in which we are poorly or even pathologically developed). And that brings us to the next of the 5 important elements, our many abilities, or lines of development. So far, we have only touched on the states and stages, so what are the lines or multiple abilities?

The various multiple abilities include: cognitive, interpersonal, moral, emotional, and aesthetic. Why do we also call them lines of development? Because these abilities demonstrate growth and development. They unfold in progressive stages. What do these progressive stages represent? The stages we have just described.

In other words, any one of the many abilities develops - or can develop - through 3 main stages (or through any stages of any of the existing models of development, whether 3-stage, 5-stage, 7-stage or more stages; do not forget, this is similar to the Celsius and Fahrenheit scales). You can, for example, develop cognitively to stage 1, stage 2 and stage 3.

The same goes for other abilities. Emotional development to stage 1 means that I have developed the capacity for emotions that focus on "me" - especially the emotions and drives of satisfying hunger, survival and self-protection. As you continue your emotional development from stage 1 to stage 2—or from the egocentric stage to the ethnocentric stage—you expand from “me” to “us” and begin to develop emotional commitments and attachments to loved ones, family members, close friends, and possibly , to your entire tribe or nation. As you grow into Stage 3 emotions, you develop a greater capacity for caring and compassion that transcends your tribe or nation and attempts to include all humans, or even all sentient beings, in the arms of worldcentric concern and compassion.

And remember that since these are stages of development, you are acquiring them on an ongoing basis. Before that happens, any of these abilities will be just passing states: you will be included in some of them (if at all) for a limited time - deep peak experiences of the expansion of knowing and being, wonderful "eureka!" - experiences, profoundly changed, furtively cast glances at your highest potential. However, with practice, you will turn these states into stages, or permanent characteristics of your own territory.

Types. The next component is simple: each of the previous components has a masculine (masculine) and feminine (feminine) type. By this two main ideas are meant: the first has to do with the idea of ​​the types themselves, the second with masculinity and femininity as one of the examples of these types.

Types simply refer to things that can be present in virtually any stage or state. An example of a common typology is the Myers-Briggs typology (the Myers-Briggs questionnaire was developed by Katerina Cook Briggs together with her daughter Isabella Briggs Myers based on the concept of C. G. Jung about psychological types) (the main types in which are: feeling, thinking, sensory and intuitive). You can belong to any of these types at literally every stage of development. "Horizontal typologies" of this kind can be very useful, especially when combined with levels, lines, and states. To show what typologies include, we can use the example of "masculinity" and "femininity".

Carol Gilligan, in her incredibly influential book In a Different Voice, pointed out that both men and women tend to develop through 3 or 4 major levels, or stages, of moral development. Gilligan, referring to a significant amount of research data, noted that these 3 or 4 moral stages can be called preconventional, conventional, postconventional, and integrated. These stages are in fact very similar to the 3 simple developmental stages we use, this time applied to moral intelligence.

Gilligan found that stage 1 is a morality centered entirely on "me" (which is why this preconventional stage, or level, is also called egocentric). Stage 2 moral development is centered on "us" in such a way that my identity has gone beyond just me and expanded to include other people in my group (which is why this conventional stage is often called ethnocentric, traditionalist, or conformist). Starting from stage 3 of moral development, my identity expands again, this time from "us" to "all of us", or all people (or even all beings with consciousness) - and therefore this stage is often called worldcentric. I now have care and compassion not only for myself (egocentrism) and not only for my family, tribe, or nation (ethnocentrism), but for all of humanity, for all men and women everywhere, regardless of race, color, sex, or states (worldcentrism). And if I develop even further, to stage 4 of moral development, which Gilligan calls integrated, then...

Well, before we look at the important conclusion of Gilligan's work, let's first note her main contribution. Gilligan was in complete agreement that women, like men, develop through 3 or 4 major hierarchical stages of development. She herself correctly calls these stages hierarchical, since each stage has a higher capacity for caring and compassion. However, she argues that women progress through these stages with a different type of logic—they develop "in a different voice."

Male logic or male voice is usually based on the concepts of autonomy, justice and rights, while female logic or voice is usually based on the concepts of relationship, care and responsibility. Men tend to be active, women tend to be social. Men follow rules, women follow connections. Men look, women touch. Men tend to individualism, women - to relationships. One of Gilligan's favorite jokes: a little boy and the girl play together, the boy says: "Let's play pirates!" The girl replies, "Let's play like we live next door." Boy: "No, I want to play pirates!" "Okay, you're playing the pirate who lives next door."

Boys do not like it when girls are around when they play games like football, because there are serious clashes between the two voices, often quite funny. Several boys are playing football: the child gets a second yellow card and is sent off the field, and so he starts crying. The other boys remain indifferent until the child stops crying: after all, the rule is the rule, and the rule is: two yellow cards and you leave the field. Gilligan points out that if there is a girl near the field at that moment, she will usually begin to say: "Oh, come on guys, come on, give him another chance!" The girl sees the boy crying and wants to help him, wants to treat him, wants to heal him. This, however, drives the boys crazy, because they participate in the game as an initiation into the world of rules and male logic. According to Gilligan, boys will therefore sacrifice their feelings to save the rules, while girls will sacrifice the rules to save their feelings.

Another voice. Both girls and boys will develop through 3 or 4 stages of moral development (from egocentric to ethnocentric to worldcentric to integrated), but they will do it in a different voice, using a different logic. Gilligan specifically refers to these hierarchical stages in women as the stages of self-love (which is egocentric), caring (which is ethnocentric), universal caring (which is worldcentric), and the integrated stage. Again, why is this a hierarchy? Because each stage is a higher capacity for caring and compassion. (Not all hierarchies are bad, and this is a good example of why.)

So, integrated stage or stage 4 - what is it? In the 4th and highest stage of moral development that we know of, the masculine and feminine voices in each of us show, according to Gilligan, a tendency towards integration. This does not mean that a person at this stage loses the distinction between masculinity and femininity and therefore becomes, as it were, a soft, androgynous and asexual being. In fact, the masculine and feminine dimensions may be further enhanced. But what it really means is that the person becomes more familiar with both the masculine and the feminine aspects of himself, even though he usually acts predominantly from one or the other.

And how does it all fit in?

The Integral Model would be just a "mess" of components if it didn't suggest how they all fit together. How do they all fit? It's one thing to just put all the elements of our cross-cultural survey on the table and say, "They're all equally important!" – and quite another: to see the patterns that actually connect these elements. The discovery of deep connecting patterns is the main achievement of the integral approach.

All 5 components of the integral model are aspects that are available to your consciousness right now - this is also true for the sectors.

Have you ever noticed that the major languages ​​of the world contain what are called first, second, and third person pronouns? The first person means "the person who is now speaking" and includes such pronouns as I, me, mine (in the singular) and we, us, ours (in the plural). The second person means "the person being addressed now", which includes pronouns like you (you) and yours (your). Third person means "the person or thing in question" - such as he, him, she, her, they, them, and it.

Thus, if I am talking to you about my new car, "I" is the first person, "you" are the second person, and the new car (or "she") is the third person. So, if you and I are having a conversation and communicating, we will denote this with, for example, the word "we", as in the phrase: "We understand each other." "We" is formally the plural of the first person, but if you and I are communicating, then your second person and my first person are part of this extraordinary "we." Thus, the second person is sometimes referred to as "you/we", or "you/we", or sometimes just "we".

So, in doing so, we can simplify the first, second, and third person to "I," "we," and "it."

Sounds trivial, doesn't it? Perhaps even boring? Well, then let's approach the issue differently. Instead of saying "we", "it" and "I", what if we say the Good, the Truth and the Beautiful?

And what if we say that the Good, the Truth and the Beautiful are the dimensions of your own being at every level of growth and development without exception? And that through integral transformative practice you can discover deeper and deeper dimensions of your own Goodness, your own Truth, your own Beauty?

It really does sound interesting! Good, Truth, and Beautiful are simply variations on first, second, and third person pronouns found in all major languages ​​of the world, and can be found in all major languages ​​because Truth, Good, and Beautiful are, in fact, very real dimensions of reality, to which the language has adapted. The third person (or "it") refers to the objective truth that is being investigated by science. The second person (or "you/we") refers to Kindness, or how we - that same you and I - treat each other, and whether we do it in a polite, sincere, and respectful way. In other words, these are the foundations of morality. And the first person refers to the "I" and the self and self-expression, art and aesthetics, and the beauty that is in the eyes (or "I") of the beholder.

So the "I"-, "we"-, and "it"-dimensions of experience actually refer to: art, morality, and science. Or self, culture and nature. Or Beautiful, Kind and True.

And the idea is that every event in this manifest world has all three of these dimensions. You can consider any event from the point of view of "I" (or how I personally perceive and feel this event), from the point of view of "we" (or how not only I, but others perceive this event) and from the point of view of "it" (or objective facts this event).

So, an integrally informed path will thereby take into account all these dimensions, thus arriving at a more inclusive and effective approach - in relation to both "I", "we", and "it" - or self, culture and nature.

If you leave out science, or art, or morality, something will always be missing, something will always not work. Self, culture and nature are either liberated together or never liberated. So fundamental are these dimensions of 'I', 'we' and 'it' that we call them the four quadrants and base an integral conceptual framework on them. (We get "four" sectors by dividing "it" into the singular - "it" - and the plural - "they")

The following is a drawing - a schematic representation of the four sectors. It depicts "I" (the inner aspects of the individual), "it" (the outer aspects of the individual), "we" (the inner aspects of the collective) and "they" (the outer aspects of the collective). In other words, the four quadrants - which are the four fundamental perspectives about any event (or the four basic points of view on anything) - turn out to be quite simple to understand: they are the inside and outside of the individual and the collective.

Sectors in relation to people

For example, in the upper left quadrant (the inner side of the individual) you meet with your immediate thoughts, feelings, sensations, and so on. (all described in first person terms). However, if you look at your individual existence from the outside, from the standpoint not of subjective awareness but of objective science, you will find neurotransmitters, the limbic system, the neocortex, complex molecular structures, cells, organ systems, DNA, and so on. - all of them are described by objective terminology ("it" and "they"). The top right quadrant is thus what any event looks like when viewed from the outside. This is especially true of his physical behavior, material components, matter and energy, and his particular body - all of which are aspects that can be viewed in a somewhat objective, tertiary or "it" way.

It is what you or your organism looks like when viewed from the outside, from the position of "it"-objectivity, consisting of matter, energy and objects; whereas from within you find not neurotransmitters but feelings, not limbic systems but strong desires, not a new cortex but inner vision, not matter-energy but consciousness, all described in terms of primordial immediacy. Which of these points of view is correct? According to the integral approach, both. These are two different points of view on the same event, namely you. The problems begin when you try to reject or deny any of these perspectives. All four quadrants must be included in any integral worldview.

Let's continue with our connections. Note that every 'I' is in relationship with other 'I's, and that means that every 'I' is in a plurality of 'we'. These "we" represent not only individual, but group (or collective) consciousness, not only subjective, but intersubjective consciousness - or culture in the broadest sense of the word. This fact marked in the lower left quadrant. Similarly, each "we" has an outside, or what it looks like when viewed from the outside, and this will be the bottom right quadrant. The lower left quadrant is often referred to as the cultural dimension (or the internal awareness of the group - its worldview, shared values, feelings, etc.), while the lower right quadrant is the social dimension (or the external forms and behaviors of the group, which are studied by such third-person sciences, like systems theory).

Again, the quadrants are simply the inside and the outside of the individual and the collective, and the thought is that everything needs to be included in the four quadrants if we are to be as integral as possible.

Now we have come to the point where we can start putting all the components together. The main components that we have previously explored are states, levels, lines, and types. Let's start with levels, or stages.

All four sectors show growth, development and evolution. In other words, they all show some stages, or levels, of development, not like hard rungs on a ladder, but like rolling and overflowing waves of unfoldment. It happens everywhere in natural world, just as an oak unfolds from an acorn through a series of stages of growth and development, or the way an Ussuri tiger grows from a fertilized egg into an adult organism in a sequence of well-defined stages of growth and development. The same thing happens in a very definite, important way with people. We have already seen how some of these stages apply to humans. In the upper left quadrant, or "I," for example, the self expands from body to mind and then to spirit. In the upper right sector, bodily energy expands phenomenologically from gross to subtle and then to causal. In the lower left quadrant, "we" expands from egocentrism to ethnocentrism and then to worldcentrism. This expansion of group consciousness allows social systems - in the lower right quadrant - to expand from simple groups to more complex systems like nations and eventually even to global systems. These three stages in each of the sectors are shown in the figure.

Let's move from levels to lines. There are lines of development in all four quadrants, but since we are focusing on personal development here, we can look at how some of these lines manifest themselves in the upper left quadrant. As we have seen, there are over a dozen different multiple abilities or lines of development. Some of the most important lines:

• cognitive line (or awareness of what is)
• moral line (awareness of what should be)
• emotional or affective line (spectrum of emotions)
• interpersonal line (how I socially relate to others)
• needs line (like Maslow's hierarchy of needs)
• line of self-identification ("I"-identity) (or "who am I?", such as the stage of development of the Levinger ego)
• aesthetic line (or line of self-expression, beauty, art, and perceived meanings)
• psychosexual line, which in its broadest sense means the entire spectrum of Eros (from gross to subtle and further to causal)
• a spiritual lineage (in which "spirit" is seen not simply as the Foundation and not simply as the highest stage of development, but as a separate unfolding line)
• value line (or what a person considers most important - the line explored in the work of Claire Graves and popularized by Spiral Dynamics)

All these lines of development can pass through major stages or levels. All of them can be included in the psychogram. If we use stage or level concepts like those of Robert Keegan, Jane Levinger, Claire Graves, then we get 5, 8, or even more levels of development from which we can trace the natural unfolding of lines or streams of development. And again, it's not about which one is right or wrong, it's about how much "detail" or "complexity" you need to more adequately understand a given situation.

As noted, all sectors have development lines, and we just focused on the development lines in the upper left sector. In the upper right quadrant, when it comes to people, one of the most important lines is the bodily matter-energy line, which, as we have seen, extends from gross energy to subtle energy to causal energy. As a sequence of development, it describes the acquisition on an ongoing basis of the ability to consciously control these energy components of your own being (otherwise they appear only as states). The upper right sector also describes all external behavior, all actions and movements of my objective body (gross, subtle or causal).

In the lower left sector cultural development as such it often unfolds in waves, progressing from what the pioneering genius of Jean Gebser called archaic, magical, mythical, mental, integral and higher stages. In the lower right quadrant, systems theory is concerned with collective social systems undergoing a process of development (and in the case of humans, this includes, for example, the succession of stages from gathering to agrarian to industrial to information systems).

In the "Sectors to People" figure, we have simplified this to the "group, national, global" stages, but the general idea is simply to observe the unfolding of levels of greater social complexity that are integrated into broader systems. For this simple overview, again, it is not so much the details that are important, but the general scope of the nature of disclosure in all four quadrants, which may include expanding realms of consciousness, care, culture, and nature. In short, 'I', 'we' and 'it' can evolve. And self, and culture, and nature - all of them are able to develop and evolve.

Now we can quickly finish with the remaining components. States occur in all sectors (from weather conditions to states of consciousness). We have focused on states of consciousness in the upper left quadrant (waking, dreaming, deep sleep) and energy states in the upper right quadrant (gross, subtle, causal). Of course, if any of these become permanent acquisitions, they will become stages, not states.

In addition, there are types in all quadrants, but we have focused on the masculine and feminine types as they appear in individuals. The principle of masculinity is more identified with activity, and the principle of femininity is more identified with community, but the idea is that any person has both of these components. And finally, as we have seen, there are pathological types of masculinity and femininity at all available stages - a sick boy, a sick girl are at all levels.

Does it seem very difficult? In a sense, it is. But in another sense, the extraordinary complexity of humans and their relationship to the universe can be greatly simplified if we take into account all the main points of the quadrants (observations that every event can be viewed from the point of view of "I", "we" or "it"), development lines (or multiple intelligence), all of which unfold through levels of development (from body to mind and then to spirit), as well as states and types at each of these levels.

This integral model - "all sectors, all levels, all lines, all states, all types" - is the simplest model that can handle all the truly essential components of reality. Sometimes we just cut it all down to "all quadrants, all levels" - or AQAL - where the quadrants are, for example, the self, culture and nature, and the levels are the body, mind and spirit, so we say that the integral approach includes cultivation of the body, mind and spirit in oneself, culture and nature. The simplest version of this is shown in the previous figure, and if you have a general understanding of this illustration, then the rest is quite simple.

So, the integral map consists of 4 sectors, each of which describes its own aspect of reality available to a person. The four quadrants describe the internal and external of the individual and the collective.

The upper left quadrant (the "I" quadrant) considers the individual's inner being - that which cannot be understood without talking to the person - his thoughts, feelings, emotions, etc.

In the lower left quadrant (the "We" quadrant), the collective internal or cultural dimension is considered - group, collective consciousness or culture in the broadest sense of the word, everything that concerns relationships between people and that can only be explored through communication with representatives of the culture under study.

The subject of attention of the upper right sector (the “It” or “It” sector) is the individual external - what can be said about a person with the help of external study from an objective, scientific point of view - the structure of his body, the processes that take place inside the body, external manifestations of behavior, etc.

The lower right sector (the "They" or "These" sector) is devoted to the collective external - the social dimension of the external forms and behavioral acts of groups, which are studied by various third-person sciences, such as systems theory.

According to one possible definition, an organization is a structured system consisting of groups of individuals working together to achieve agreed goals. That is, we can say that an organization is a multi-level reality, and only those who see this reality as a whole can effectively manage it. Learning to manage it means mastering the art, the art of seeing complete picture where others see disparate parts, and manage it as a living and whole organism.

Looking at any organization using the AQAL model allows you to see 4 external and 4 internal sectors in it. It's like seeing the organization from the inside and the outside at the same time.

All 4 external sectors describe the company and its employees.

The upper left sector in an organization describes the identity of the key employees of the company that affect its life as a whole - these can be commercial and financial directors, deputy general directors, etc.

This sector explores them:

• personal goals
• mentality: a system of attitudes, beliefs, values, principles and ideals
• an experience
• skills
• level of motivation and what motivates them
• level of awareness regarding goals, knowledge, skills and experience

The bottom left quadrant describes within the company what can be broadly referred to as "culture":

• a common worldview inherent in all employees of the company (a system of ideas and beliefs about themselves, people and the world)
• general meanings, that is, the answer to the question - why are we gathered here, except for making money
• legends and stories that are spread within the company
• nature of interactions within oneself and with the outside world
• shadow leaders
• general level of culture
• national and cultural features

The upper right quadrant in an organization describes a whole range of phenomena that can be described by the term "behavior":

• competencies
• sustainable behavior patterns
• energy level
• performance
• appearance
• education

The lower right quadrant in an organization encompasses what characterizes it as a system:

• formulated goals of the organization and its plans, strategies, etc.
• organizational structure (systems of control and hierarchy of authority)
• business processes
• technology
• infrastructure
• assets
• products

But there is a person in the organization who is a central element in its structure - this is its leader. The main thing about it is that it has a decisive influence on all levels of the organization's existence. He can be called completely different: from the president of the company to the director, his essence remains the same - the scale of influence. Without him, there will be no company.

In the upper left quadrant it will be: the personal goals of the manager and his leadership style.

In the lower right quadrant, which is devoted to "culture", information will be considered: about what roles he plays inside and outside the organization; what relationships and how the leader builds outside the organization.

In the upper right, which describes "behavior", in addition to those already listed, will be considered: the state of his personal health and the availability of personal space.

In the lower left, which describes the various systems and what creates them, in the appendix to the head of the company, it is described what other systems he, as a certain unit, is a part of, and what he has on the material plane:

• personal assets
• other business
• home etc.
• clan, party,
• public organizations and other communities.

The result of this approach is a very accurate map of the organization and the factors that influence its existence. And as you know, the more accurate the map, the more accurately you can plot a course through the territory.

Considering all the sectors and the information available in them, you can see how everything is interconnected and everything influences each other.

Corporate culture is embodied in the organizational structure, which in turn affects the behavior of employees in the company, but it all starts with the goals of the leader, each level of existence of which will affect all levels within the company.

And no matter what the question is now facing the head - to save the company or develop - it all starts with him. And if he wants any of his undertakings to be successfully realized, he needs to start working with himself, with developing in himself what is necessary for his company now. And then look at what needs to be done in each sector so that the company's goal is achieved.

In order for the map to work and help to see the company and the personality of the leader from new angles, you need to ask two simple questions. And the first of them - when does the company begin its existence?

The company begins its existence at the moment when its future leader says the words "I want to organize my own business." From that moment on, all the steps he takes will have a decisive impact on the company - from the employees he will hire to the office in which this company will work.

And now the second question: how does the leader influence the company? From classical management theory, we know that he has a whole set of managerial tools in his hands. However, the very personality of the leader, his features are most often overlooked. This is very similar to the situation with classical and quantum physics: as soon as the observer is taken into account in the process of research and experiments, the picture of reality and the laws operating in it changes.

This influence can be traced using the Ken Wilber Integral Model (AQAL for short). In fact, this means tracking influence from 4 perspectives.

The first is the inner content of the leader's personality itself: his goals and the meanings for which he achieves them; life experience and principles that from the inside influence the vision of the future, where he wants to come; in general, his life outlook, etc. That is, everything that is impossible to know and understand without talking to him.

The second perspective is the perspective of behavior: in what concrete steps and actions does he embody his vision and goals. Everything that can be described from the side, the view of a third person.

The third perspective is that of the relationships he builds both on and off the job. If there are relationships, then there are also the roles that he plays in relation to his subordinates and colleagues, relatives and relatives. And the relationship is based on certain rules, norms, values ​​that make it possible to feel some kind of unity and integrity. This is a corporate culture perspective.

The last, fourth, perspective is a view from the point of view of the system of which it is a part, and the system-forming elements. In a company, this will be his position and described functional responsibilities, as well as the goals and strategies of the company, business processes and organizational structure, etc.

And all this is interconnected, certain goals lead to certain behavior and manifestations that can only exist within a certain system. This system can be a company or a group, a community within which communications are carried out based on certain rules, norms, values.

For example, a manager's main goal is to create a creative product in the market segment in which they work. Main value- this is a creative process and the principle that there will be money - the main thing is that you are busy doing what you love. In practice, this led to the creation of high-tech production and the formation of a culture of professionals at the enterprise. But, on the other hand, the company does not have a well-established sales system, orders are found and brought only by the head himself at the expense of big network own individual contacts.

At the same time, the manager is clearly aware that if a sales system is not built now, production will disappear. This is where his personal attitudes about money come to the fore. This setting says: money can only be spent on creating something new and interesting. And since this is valuable for the manager, he will always find money for this. That is, the company always has money to develop and maintain the required level of wages, but the company does not make a profit. And in order for the situation to change, you need to start changing your attitude towards money, the work with which, in turn, one way or another will lead to the need to get out of the usual model of understanding yourself and the world.

Thus, the circle closes, having passed the whole model from personal goals through the organization to the personal attitudes of the leader and to the need for internal work on oneself.

The way the leader formulated, or even better to say, what is the goal for him in fact, what meanings he put into the words that describe the goal, this is what will lead him and the company. And this meaning will affect everything - from the structure of the company to the personal qualities of employees who will be hired by the head of his company.

One of the leaders, when creating a company, understood the goal as the creation of an organization that is the best in its industry. And the criterion for achieving this goal for him will be positive customer reviews and popularity among them. The rest is left out of the strategy. At the level of behavior, this manifested itself in the fact that the company still does not have a normal business plan, and customer reviews are simply enthusiastic - they are satisfied with the way they are served in this company, the quality of the goods, the level of service. But there are no numbers. And a very good specialist in his field was invited to the position of a key manager, who is known among clients and knows how to work with him, but he has a pronounced orientation to the process, but not to the result.

Therefore, in order for a successful company to be created, the manager needs to see and understand how and what the content of his inner world finds its embodiment in its organization.

The same principles of interconnection between the various sectors of the integral map, which determine the degree of influence of the leader's personality on the organization, continue to operate within the organization itself.

There is a very old and well-known expression that the retinue plays the king. One is impossible without the other, and one is connected with the other. So in a company, a leader without a team of top managers is just a person who has a number of very valuable ideas and who wants to implement them, but who alone does not have the opportunity to do this. In some way, each member of the top management team is a kind of continuation of the personal qualities of the leader, this will be especially evident at the level of company management and managerial decision-making.

In order to understand and see this, knowledge of management schemes and models is not enough; this requires a broader view of the reality in which the company is managed. One possible approach is to use an integral model. In short, its meaning is that any organization can be viewed from four perspectives or levels - levels of personality, level of behavior, level of culture and level of system.

The level of personality is the internal content of the personality of employees: the goals and meanings for which he achieves them; life experience and principles; in general, his life outlook, etc. This is all that is impossible to know and understand without talking to him.

The second level is the perspective of behavior, that is, in what specific steps and actions their life and professional experience is embodied. Everything that can be described from the outside. This is the view of a third person, an outside observer.

The third level is the perspective of relationships that a person builds both at work and outside of it. If there are relationships, then there are also the roles that he plays in relation to his subordinates and colleagues, relatives and relatives. And the relationship is based on certain rules, norms, values ​​that make it possible to feel some kind of unity and integrity. This is a corporate culture perspective.

The last, fourth, level is a view from the point of view of the system of which it is a part, and the system-forming elements. In a company, this will be his position and described functional responsibilities, as well as the goals and strategies of the company, business processes and organizational structure, etc.

This scheme does not say that the system prevails over the individual or culture, it only proposes to follow the general logic of the systems approach that all parts of the system are interconnected, and one cannot be preferred. Because it leads to the loss of a holistic view of reality.

A vivid illustration of the fact that it is impossible to share a holistic reality when considering it is an example of the interweaving of management style and corporate culture in state-owned companies that are passing into private ownership. As soon as this happens, they immediately show a lack of a proactive culture due to the rigid centralization of power. In reality, this manifests itself as follows.

At one of the sessions of organizational development, a team of top managers (these are the directors of regions and individual divisions within the regions) formulated ideas on what needs to be done to solve specific problems in the field of personnel. The list consisted of three categories - the directors themselves, employees of the personnel department and top managers of the management company. Most of the ideas were formulated for the managers of the management company - 15, for themselves the tops formulated only 5 specific actions. At the same time, the formulation was accompanied by statements that, first of all, it is necessary to indicate the path of changes, and after that they will do everything on the ground.

The proposal of one of the participants to discuss the need to change the attitude towards their own staff in the field to solve problems did not meet with support, and was ignored by other directors. In fact, it was about appealing to the principles and norms of the company's corporate culture. And this despite the fact that one of the stated ideas proposed for managers of the management company at this session was that they should change their attitude towards the directors of regions and divisions.

The principle that exists at the level of culture leads to the formation of a certain managerial culture - the technology for solving problems must come from above, and if it does not exist, then I will wait until it comes.

If you take a step aside, you can see that the organizational structure of state-owned companies requires a certain corporate culture within it. It, in turn, influences and shapes a certain way of thinking and behavior of its employees, from managers to ordinary employees. In this case, the impact on one of the elements will entail either a change or resistance in the entire system.

The main factor in discussing the degree of influence on the processes in the company is the mentality of key employees, as well as their roles that they may unconsciously play within the company, supporting the culture that the owner of the company or the CEO sets. If a company in its development is at the “family” stage, then with a probability of 99%, the CEO will be perceived as a father, and all subordinates will be children for him. And he will lead them as he would his children.

Example. A medical company selling high-end dental equipment. Employees among themselves call the CEO of the company, who is also the owner of the company - “dad”. At the same time, those who use this expression do not understand that it somehow includes certain patterns of behavior in them. For example, the financial director in relation to the employees of the commercial department plays the role of "mother", using for this all his unrealized potential in life. Each department is a family in miniature, the management of which is built on the basis of what patterns of behavior each department head has in his own family.

The company has clearly defined areas of responsibility for each employee, but since in the family of the head he makes all decisions, and he always has the last word, in departments many decisions are made only in agreement with the head of the commercial department or financial director.

This is an example of how everything is interconnected - culture, structure and personality in a company.

And if the retinue makes the king, then if the king wants to continue to shine in his environment, he must change himself and change his retinue. This can be both internal and external changes in the retinue, up to the recruitment of new employees for key positions.

During the discussion of Ken Wilber's integral concept, misunderstandings arise from time to time about what the sectors of the so-called four-sector model (AQAL) are. In this short article, I tried to present a description of the model itself and the history of its occurrence based on quotes from the works of Ken Wilber.

AT " Brief history everything” (1996) Wilber describes how he came up with the idea for AQAL. He says that various theorists, including ecophilosophers who have a negative attitude towards hierarchies, offer their own hierarchical schemes for different areas of reality. Wilber notes that hierarchical schemes describe not only the structure of the world, but also the processes of development and purely logical connections. Despite the significant differences between these spheres of being (spatial, temporal, logical), Wilber calls all these hierarchies holarchies, using a term borrowed from A. Koestler. “In other words, whether we understand it or not, most of the proposed world maps are in fact holarchies for the simple reason that this concept cannot be avoided (because one cannot escape from the concept of a holon; (a holon is something that is at the same time a whole in itself in itself, and a part of something else))”. Some critics of Wilber point out that the processes of individual development, ontogenesis, are not very well described by a holarchic structure that uses the principle of nesting levels. Rather, in the process of development we have a change of stages, which is easy to understand if we imagine, for example, the development of an oak from an acorn.

Based on the books he read, Wilber compiled lists of these "maps of the world" and tried to systematize them. Initially, he had the idea that all these hierarchy maps were different versions of a single holarchy. But then he decides to combine them into 4 groups. “And the more I looked at these holarchies, the more I realized that there are, in fact, 4 very different types of holarchies, 4 very different sequences of holons.” According to Wilber, these 4 types of holarchies describe 4 different types of territories. These 4 types of territories and the 4 types of holarchies corresponding to them form 4 sectors of the four-sector AQAL model.

Ken Wilber pays a lot of attention to criticism. But how significant are these criticisms? In one of the conversations recorded for the Integral Spiritual Center, Ken touches on one such criticism that AQAL's "all-quadrant, all-level" integral approach is a belief system that has its origins in Ken's own long-standing Buddhist practice.

This critique is based on the postmodern concept that statements can never be taken apart from their context. The context for asserting the AQAL model, according to this critique, is inevitably that Ken is a long-term western practitioner of Buddhism. The all-quadrant component, for example, is like the three jewels of Buddhism (Buddha, Dharma, Sangha) – and therefore derived from them – and the states (gross/subtle/causal) are a direct legacy of the states that Buddhist practice has classified for millennia.

Ken recognizes the value of the idea raised in this argument, but he believes that this argument does not hold water for a number of reasons. The first of these concerns the methodology by which the AQAL theory, if anything, was formulated. For more than three decades, Ken says, he has painstakingly sought out the deep structures that underlie the surface properties of manifestation. Instead of trying to combine, for example, Buddhism and Christianity (not to mention science and religion), he tried to observe as much of the manifesting world as possible, and then answer the question: what should the Cosmos be like in order to ensure the emergence of all these forms of manifestation? His mission, though ambitious, was at its core to decompile the Cosmos.

In the case of this example, there is no doubt that the four sectors resemble the three jewels of Buddhism. However, four sectors appear around the entire perimeter of the Cosmos: for example, in the form of the Big Three (Truth / Beautiful / Good); pronouns "I", "we", "it"; the holy Christian trinity, etc. Ken's contention is that the deep structure underlying these surface properties or manifestations does indeed represent the inside and outside of the individual and the collective. Similarly, the states of consciousness experienced in the practice of Buddhism share a significant similarity (or deep structure) with those experienced in other traditions (as pointed out over a century ago by William James and Evelyn Underhill). Despite the variety of ways in which they are phenomenologically experienced, their external manifestations seem to be almost identical.

With regard to the general question of responding to criticism, Ken points out that qualitative criticism is an essential element in having his thought go through five major stages. This kind of criticism - and the attempt to adapt it into subsequent models - was precisely the driving force through which his thought progressed over the course of three decades. Ken even jokes that he will steal the truth from anyone! As he puts it, he is attached to the truth - and not to what he writes about the truth. And while he can't necessarily respond to his critics in real time, significant criticism is usually dealt with in a normal way, and Ken credits the author of such criticism (if any) in his next book.

AQAL, says Ken, is explicitly a map. Some critics mistake it for territory itself and then criticize it as a belief system—an obvious mistake. Some critics dispute the card itself, although it is difficult to find anything in the world of manifestation that is not included in this card. Ultimately, manifestation occurs, and the AQAL model—with its five irreducible elements—is probably one of the most convenient ways to view it.

Must constantly improve and expand the range of their skills. In addition, in conditions of information overload, it is important to be able to structure knowledge and highlight the most important from it. Coaches help with this and many other things. Today we will find out who they are, what they do, and how to master the coaching profession yourself.

Who is a coach?

Every year the word "coach" is becoming more and more dense in the lives of successful people. This is especially true for those who work in or manage large organizations, are interested in psychology, personal growth and want to achieve more in life than the vast majority. So who is this coach? In simple terms, a coach is a specialist who helps people set goals for themselves and quickly achieve them.

The term "coach" comes from the English word coach, which means freight transport. This concept illustrates the movement of a person from one point to another. The coach helps the student to reveal his hidden abilities, to believe in himself and to discard everything unnecessary on the way to achieving the goal. Unlike a coach, a professional coach not only gives a person the necessary information and a set of tools, but also leads him to the desired result. Thus, the coach is responsible for his actions and for the ultimate success of his collaboration with the student.

What is coaching?

As you may have guessed, coaching is a way of learning, the task of which is to achieve a specific goal. Coaching is conducted by the coach and involves his close work with the student. Classes can be held both "one on one" and in groups of people united by similar goals. Despite some similarities with other types of training (trainings, seminars, etc.), coaching training is fundamentally different from them. At the training, for example, the student is given certain recommendations that can help him achieve his goals. Whether he uses them or not is his own business. In coaching, the focus is on results. A coach helps a person not only to acquire certain skills, but also to learn how to act, overcome all psychological barriers, laziness, fear, and so on.

What goals can be achieved with coaching?

In principle, these can be absolutely any goals that a modern person faces. The most popular of them:

• Success in any undertaking is expressed by a concrete result.
• Achieving financial independence is expressed by a specific amount of income.
• Overcoming complexes, developing the necessary qualities can be expressed in the implementation of an action that has not been performed before.
• Achievement of sports results and so on.

Why is coaching needed?

Many people have a question: “Is it really impossible to achieve your goals on your own?” Of course, you can, but not everyone is capable of it. In addition, even the most purposeful person on his way makes mistakes, "fills bumps", takes unnecessary actions and spends much more time than he could. To speed up the process of achieving the goal, they turn to a coach. There are also people who are not at all able to set a goal for themselves and take responsibility for it. At the same time, they want to live well, but do not understand how to achieve this. They also turn to the coach for help.

How does coaching work?

It all starts with the fact that the coach evaluates the current state of affairs. He asks the student about his problems, tasks and life in general. Based on the information received, the coach together with the student determines the goals - first small, then more serious. The coach then outlines to the student a path to achieve these goals. It remains only to follow the recommendations and enjoy your successes. It is at this stage that the main difficulties arise. A simple coach would say that this is not his problem, but the coach must see it through.

The problem is that many people, when they turn to a coach, want to change their situation without changing themselves. In other words, they think that by paying money for training, they are investing in their success. Naturally, without your own work, nothing will come of it. As a rule, in order to solve a problem, you need to change yourself, work on your worldview and overcome all emotional barriers. People often abandon their undertakings halfway only because these undertakings cease to be invested in their usual, comfortable picture of the world.

An important aspect in the process of becoming a client is the fee that he bears for coaching lessons. When a person has paid money for a hypothesis, the likelihood that he will implement it is much higher than if everything was free. For example, seeing useful advice on the Internet, a person will choose whether to check it or not. And when a person has a question: “To do or not to do?”, The brain always tries to persuade us to a less energy-consuming option. Having paid personal money for advice, a person is more likely to choose an active position. A coach is someone who can generate helpful advice and help the client reach their full potential.

Session

The period of coaching is called a session. Each session includes identifying character traits, habits and patterns of human behavior that hinder him on the path to success. Then there is a replacement of these traits with more effective, relevant and competent ones. Coaching is a very time-consuming process for both the teacher and the student. The most difficult thing that a person faces is the realization of the fact that his problems are not connected with a lack of knowledge, but with a lack of personal qualities. Throughout coaching, students experience relentless discomfort as they have to do new things and change their habits. An old problem can only be solved with a new approach to it.

What should a coach be like?

The coach must necessarily succeed in the direction in which he works with his students. For example, a person who does not understand anything in business cannot lead his student to success in this area.

In addition to personal success, a coach must possess a number of qualities, without which it will be very difficult for him in this profession:

• communication;
• intellectual development;
• desire to help people;
• ability to analyze human character;
• emotional stability;
• ability to overcome difficulties;
• creative thinking;
• optimistic mood;
• active life position ;
• self confidence.

Often people who combine these qualities do not even think about becoming a coach, and direct their energy to personal development. And vice versa - many, positioning themselves as a coach, are not ready to really bring students to the result.

How to become a coach?

In higher educational institutions do not coach. The basis for this profession can be the education of a psychologist or a manager. There are private coaching schools that prepare people for this profession in a few months. Then, if desired, you can take additional, more specialized training. But, in addition to education, as you already understood, each coach must have his own personal achievements and be an expert in a particular area of ​​​​life.

According to experts, at the dawn of their career, every specialist should be coached himself. To do this, it is advisable to find an example of a coach with rich experience in your city and use his services. This will not only allow you to better feel the nuances of the profession, but also achieve that very success, without which the authority of the teacher may be in doubt.

A coach does not have to have a huge number of diplomas, certificates, awards and other attributes. The main thing is that he was able to bring the student to the result. If a person has such skills, he will be in demand even without any regalia.

How much do coaches earn?

Coaching is a creative profession, so the level of income in it can fluctuate in a very wide range. As you might guess, it all depends on the professionalism of the coach, his experience and popularity. As a rule, wages are paid by the hour. That is, for a conversation with a client, the coach takes a certain amount, and so at each meeting. An hour of work with a coach can cost as much as 1,000 rubles or several thousand dollars. Sometimes coaches work at enterprises in the personnel department. In this case, they can receive a fixed salary.

Advantages and disadvantages of work

Being a coach has the following benefits:

• demand and relevance;
• high level of wages;
• the work is interesting and creative;
• free schedule;
• the opportunity to help people and get moral satisfaction from this;
• possibility of remote work;
• the opportunity to work "for yourself";
• continuous growth and development of personal skills.

There are also some shortcomings here:

• not everyone can become a professional coach;
• coaching at a prestigious training center is expensive;
• after working with difficult clients, psychological exhaustion may occur;
• responsibility for the lives of students.

Where can you work as a coach?

There are three main ways to do this. Let's analyze each separately.

Private practice. This is the most comfortable and promising option. However, before going into private practice, you need to build a good reputation and a large client base. The advantage of such activity is freedom of action. The coach himself can choose which client to work with, at what price to offer his services and how much to load himself with work.

Coaching center. This is a good option for those who are just starting their coaching career. The company will provide its employees with a sufficient number of clients for normal earnings and professional growth. Of course, the coach will have to give part of the profit (usually about 50%) to the organization. This is a kind of payment for using the reputation of the company.

HRdepartment in a large company. Today, almost every large company, regardless of the industry, has full-time coaches who work with staff at various levels. Such employees usually have a fixed salary and a set work schedule.

International Federation

The most significant document that a coach can present as proof of his professional competence is an international coaching certificate obtained from the ICF (International Coach Federation, which translates as the International Federation of Coaches). This organization is the world's largest resource for coaches and those who need coaching. It was founded almost two decades ago and has made a huge contribution to the development of this profession.

The main goals of the International Federation of Coaches:

• Creation of professional personnel. Coaches are trained all over the world in the federation's representative offices and training centers that have received its accreditation.
• Communication between members of the federation. Meetings, conferences, expansion of local representations are constantly held.
• Maintaining the reliability and quality of coaching. To this end, the organization regularly develops programs for legal support, accreditation and regulation of the work of specialists.

The International Federation of Coaches professes a form of work that takes into account the personal and professional experience of the client. Each of the students is considered as a holistic, resourceful and creative person. According to the ideology of the federation, coaches should:

• discover and adhere to the goals to which the client aspires;
• stimulate his independent discoveries;
• identify solutions and strategies developed personally by the client;
• always consider the client reliable and responsible.

At each meeting with the client, the latter chooses the subject of conversation, the coach listens and makes his own corrections to certain judgments. This model of interaction leads to an increase in the activity of the student and his desire for real action. At the same time, a lot of attention is focused on the point at which the client is now, and the one to which he aspires. After completing a course of study at ICF-accredited educational institutions, the coach must take an ethical oath.

Conclusion

So, today you found out that a coach is a person who helps other people achieve personal or professional success faster. Today it is a very relevant and rapidly developing profession. A business coach, coach and psychologist are people whose services are in demand even in the most unfavorable times. This is why so many people want to become a coach. What needs to be done for this, we found out today.

We decided to give the most complete answer to the question “who is a coach”. AT modern world every day people face new challenges and difficulties that need to be overcome. Sometimes it is difficult to choose the right path in life on your own, to solve some issue or to build your own line of behavior. In this case, a coach comes to the rescue - the same magician who will help unravel the tangle of thoughts and actions, set priorities and reveal the hidden talents of his ward.

To understand who a coach is, you have to turn to English language. A free translation allows us to interpret this word both as a “sports coach” and as a “freight transport”. Regardless of which of these concepts will be taken as the main one, a coach is a specialist whose task is to place emphasis, identify clear goals and help a person achieve these goals.

The purpose of a coach is not to lead a person by the hand, protecting him from problems and difficulties, but to help him believe in himself, reveal his abilities, rely on his strengths and use them to move to new heights of his life!

A competent coach does not give advice How exactly the client should act in a given situation. The uniqueness of this profession lies in the ability to listen and ask questions in order to bring a person in the course of a conversation (coach session) to an awareness of life situations and his own contribution to everything that happens to him. In other words, this collaboration aims on the formation of responsibility of a person for his life, thanks to which he begins to build it in accordance with his goals and dreams.

Coaching: process features

Each stage of the joint work of the coach and the client is called a session, as a result of which the client must draw certain conclusions and, based on them, form a strategy for his future behavior, set tasks for himself and systematically fulfill them. Usually the session lasts for 1 hour with a regularity of once a week. Thus, between sessions, a person has the opportunity to test the planned steps, a behavior model, etc. in life.

This week between sessions is the most valuable thing in coaching for a client, because during this period, a person receives experience and feedback from the surrounding world and people. And, coming after a week to the next meeting with the coach, there is already a huge platform for analyzing what was possible to bring to life, what caused difficulties, what it was connected with and what could be done differently next time. At this point, the coach gently helps the person look at the results obtained, gives support if needed, and motivates them to take the next steps leading to the goal.

Studying the biographies of famous successful personalities, it can be noted that wise mentors, who can be compared with modern coaches, helped them overcome difficulties in difficult moments of their lives.

At one of the moments of cooperation, the client understands that professional and family problems appear not because of the lack of any knowledge, but because of the complexities of character, habits, personal qualities. After all, it is extremely difficult for an adult, formed person to painlessly accept his imperfection, to begin to change something in himself. It is in the process of sessions that this understanding is born, awareness is formed in relation to oneself, one's relationships with people, one's life.

And then a person is surprised to find that he is 100% responsible for his life! That the fact that he is not advancing in his career is not to blame for the “boss-goat”, but for his own lack of initiative. That the fact that “love left the relationship” is not to blame for the husband who does not wash the dishes, but my attitude towards him with a claim and expectation that he should invest. And as soon as this understanding comes, everything falls into place.

Inner strength and faith come when a person suddenly realizes that his whole life, every event and every person in it is his handiwork. Every second only you influence what happens to you. And the one who works with a coach knows this firsthand and lives from his own experience.

To obtain the planned result, practicing coaches meet with clients regularly for 1 to 3 months (and sometimes up to six months) with a frequency of 1 time per week. A long period of joint work helps to form good habits, a new style of thinking that brings the desired results and positive changes in the client's life. However, in addition to consolidating new skills and abilities, during a period of change, people often experience disappointment due to the lack of quick results and a decrease in motivation to act. At this point, the support of a coach becomes especially important, who helps the client cope with self-sabotage and possible “kickbacks”.

Sometimes the coach stays for a long time the only person supporting your client on the path of the desired changes in life! After all, it is usually not easy for the closest environment to come to terms with the fact that suddenly a person ceases to be predictable, understandable and “comfortable”. In addition, the changes that are happening to a person imply that you need to comply and also reach a new level ... and this is what other people don’t want to do, because most people feel comfortable sitting in their usual “comfort zone”. Therefore, on the way to change, the client will always have many temptations to “quit everything”, to give up his dream… After all, it is very difficult to continue when you hear from friends and relatives: “But why do you need this?” "Stop doing nonsense!" "You won't succeed anyway!"

And perhaps a person would have left if there was one ...

But the coach helps him find inner strength and motivation to move on. Sometimes one question is enough for this, for example: “Imagine your life in 5 years. Nothing changed. What do you feel?" Although, of course, the coach's arsenal includes such “strong” questions that make you “soberly” look at things, feel an influx of strength and inspiration, or expand the space of options much more. After all, the coach, in his own way, is a “master of asking questions”, which he deftly uses as a tool for working with a client.

In fact, in the process of moving towards the goal, clients meet not only with a lack of understanding of the close environment, but also with their own fears, doubts, disbelief, negative beliefs that do not take long to wait, especially when a person has to perform new, atypical actions to get new results in your life.

Therefore, the coach is always on guard of these "mental enemies". Every coach knows that every person has limitless potential that needs to be helped to develop in themselves. Any person can be what he wants; do what he wants and have what he wants. That is the philosophy of coaching. And it has been repeatedly confirmed by examples from the lives of clients.

Speaking about the duration of the coaching contract (from 1-3 months to six months), it is also important to note that many requests that clients come with cannot be resolved in 1-2 meetings.

• First, coaching, as we found out, is a process akin to training: the systematic integration of new habits and skills into your life. You, when you come to the gym, do not expect that after the first workout you will immediately lose 10 hated extra pounds? But, with regular visits to the gym several times a week and maintaining healthy lifestyle life that becomes your habit, after 2-3-5 months, not only do you find that you have changed, tightened up, built up, become more resilient and confident ...

The same approach works in coaching: regularity and discipline in the implementation of the planned steps for a period sufficient to consolidate the skill.

• Secondly, Often, customer requests have a result that is rather delayed in time. For example, a girl comes who has not had the experience of a long-term relationship, does not have a man in mind with whom she would like to build such a relationship, and says: “I want to get married.” It would be strange if, together with the coach, they set a deadline for achieving this goal of 1 month. Or even 3. Of course, this is a task that cannot be solved with a click, and at least half a year is required to achieve this goal. As a rule, this is the task that is very much connected with working on oneself, on changing one's personal qualities, perception of oneself, men, etc. This is a complex process of transforming yourself and your life. And, of course, the efforts invested will bear fruit, but it takes time for the fruit to ripen.

Types of coaching

Despite the fact that globally coaching can be divided into business and life coaching, the concept of the method is based on the fact that everything in a person's life should be harmonious. Since one area of ​​​​life can greatly influence another. For example, while working on business tasks, a person may experience insufficient energy to implement them due to feelings of guilt towards the family, to which he does not devote proper time and attention. A sensitive coach will pay attention to this in time and help the client through strengthening relationships (personal sphere) to get the desired results in work.

• Business—coaching. This, as a rule, is work with the first persons of the company, with top managers and owners. The format of work in business can be both individual and team. In both cases the joint work of the coach and the client is focused on the goals and objectives of the organization. Currently, there is a growing need for companies in employees who show initiative, responsibility and awareness. This, in turn, leads to the fact that elements of coaching are beginning to be introduced at the level of line management. In some companies (especially pro-Western ones) the coaching approach becomes part of the culture of the organization.
• life coaching –it is an appeal to the life of the client as a whole. A life coach works with a variety of requests from various areas of life. For example, building a career, finding a partner, creating a family, establishing harmonious relationships, finding a balance between work and family, improving health, self-realization, finding a purpose, etc. The task of a coach is to help a person find a life balance in all his life spheres, through the disclosure of talents and abilities, as well as the use of all internal resources.

A person who is confused or dissatisfied with his life, with the help of a professional, is able to work out all life situations, find a way out of the current situation and determine the best ways for himself to further development and self-improvement. The work of a coach is aimed at helping a person in gaining fullness. human life, the awakening of integrity and inner harmony. Appeal to the whole life of a person as a whole is able to give him a harmonious unity with himself and with the world.

The job of a coach: a combination of theory and practice

Usually, work with a client begins with an assessment of his readiness for interaction in a coaching format and an analysis of the current state of affairs.

• The fact is that not every person who comes to the consultation is ready to work on himself and take responsibility for the result in his own hands. For example, it happens that a “complainer” comes to the session, who is used to complaining about life and pouring out his soul, but at the same time doing nothing. So he goes from one specialist to another, waiting for a miracle, a “magic pill” or super-advice that can solve all his problems, but nothing changes in his life. And coaching here, unfortunately, is also powerless.

Thus, this method will be effective only for people who are determined and ready to act and change, and not waiting for ready-made decisions that someone else will make for them and firmly believing that all the problems in their lives are due to others. of people.

So, the first session allows the specialist to understand whether the client is ready to work on himself in a coaching format. In addition, both the person who asked for help and the coach are determined to what extent they are suitable for each other for further joint partnership. Often such an understanding comes intuitively, at the level of "chemistry" and value matches / mismatches.

• The second important aspect of starting a collaboration is understanding the client's request and determining the desired result. It would seem, well, what's incomprehensible here? Indeed, everything is quite obvious when a person comes with a specific request, for example: “I want to get married”, “I want to become self-confident”, “I want to improve family relations”, “I want to open my own business”, etc.

But even with a “direct” request, if you dig deeper, it may turn out that the desire “I want to get married” is not mine at all, but my mother’s. That the goal of “buying a car” is not because I want or need it, but because everyone has it ... In general, after answering the coach’s simple question: “Why is this so important to you?”, the person suddenly realizes that it’s not at all this is what he wants. And then, together with the coach, the request is reformulated to one that will really inspire and have value and true meaning for a person.

However, very often people come to a coach in a state of uncertainty. And usually it looks like this: “I understand that something needs to be changed in life, but I don’t know what?” or “Everything seems to be fine, but there is no satisfaction in life ...” or “I can no longer do what I do and I want to find something I like ... But I don’t know what it is?”

Then the special technique “Wheel of Life Balance” comes to the rescue, which allows you to determine the “reference point”. Thanks to this technique, the client understands and sees the starting point-sphere of his life, from which it is worth starting work in order to obtain the desired changes.

Summing up the features of working in a coaching format, one involuntarily recalls the phrase: “No one can do exercises instead of you.” No matter how good the coach is, only the client himself can take all the steps towards the desired results. Often this work of a person on himself does not come down to any one action (take it and do / say so). It is associated with a change in worldview, with the formation of a new perception of oneself, with overcoming emotional and mental barriers (unconscious limiting attitudes).

Help in overcoming these obstacles and competent work to eliminate them, an undeniable faith in a person’s capabilities, a vision of his potential and its disclosure, provide support and maintain the client’s motivation on the path to change, which is the main task of a coach.

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The effectiveness of coaching sessions: lost money or acquired skills?

There is one rule in coaching: it is not free. Why? Because what a person gets for free, he does not appreciate. By and large, this is an additional motivation for a person who has paid money so as not to turn halfway towards his goal and not abandon it at the first difficulty that arises.

In all other respects, coaching works due to the coach's faith in his client, an atmosphere of trust and openness, and also thanks to joint unidirectional actions.

This means that if, after a weekly action plan, the client comes to the session without completing his task, then the coach helps him to deeply understand why he did not do it. After all, the coach is more than anyone interested in the client achieving the intended goals and results. A coach is not a teacher or a punisher who scolds or gives a deuce for an unfulfilled task. It is these moments of self-sabotage, "forgetfulness" or fear that prevented you from taking a step - that allow you to get to the true reason for inaction and work with it. And, by the way, sometimes it is at this stage that it may turn out that the originally set goal was not the goal of the client at all.

Sessions with a coachhelp a person to identify personal goals, and not imposed by public opinionor life circumstances. The ability to find yourself and correctly formulate your thoughts, desires and plans will give you a chance for a prosperous and successful life. A person working with a consultant correctly prioritizes, highlighting only what is really important in his personal and professional life. In the process of working with a specialist, a person learns to formulate his desires and needs, make plans for the future, and find the most attractive ways to achieve certain goals.

When starting work with a coach, it is important to understand that the responsibility for the result lies entirely with the client. Therefore, the client himself takes active steps to achieve the result. And the responsibility of the coach is to ensure that the client achieves the result with the least effort and cost and faster than if he did it on his own. In addition, all the skills and abilities acquired during fruitful work will remain in a person’s life even after the end of the coaching relationship, which means that he will be able to continue to use them independently in the future.

This is a significant difference between coaching and related professions, such as psychotherapy or psychological counseling, which can last for years. In the process of working together with a coach, a person changes some part of himself, which harmoniously integrates into his personality, and he can manifest this facet on his own without the support of a specialist.

Working with a professional coach is a step forward, developing confidence in yourself and your abilities.

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What is the ideal coach?

The coaching profession implies that a person makes himself. To achieve the slightest success in this matter, it is necessary not only to become a graduate, familiar with the theory and basic concepts, but also to be successful in some areas yourself. Only a coach who has personally passed the path of success is able to lead his ward along this path with inspiration and efficiency.

That is why, despite the fact that we said above that the coach works with the client with the help of questions, the most important tool of the coach is his personality!

Since coaching is a work with a person or a team, the coach must have certain skills to help him make this process more successful. The following qualities can be noted that will help him in this:

• Sociability. Because the counseling process involves communication, building trust, and listening and asking questions
• Ability to analyze difficult situations using various techniques and techniques
• A penchant for creative thinking. Working as a coach means fantasizing and expanding the usual vision from a new angle.
• Desire to help people. Only a sincere desire to make the life of another person better will make cooperation productive.
• Emotional stability, which will allow you to soberly assess the extremely difficult life situations of the client
• Optimism and faith in the client. To charge another person with positive, you need to radiate positive emotions yourself.
• Self confidence a very important quality to be a coach who inspires and trusts people
• Constant self-development and self-improvement

To become a good coach, you need to have a rich life experience, it is desirable to be an expert in a particular field, as well as to have your own personal achievements. This makes it much easier for a coach to define his niche and be in demand in it.

For example, the once “unhappy person in relationships”, having done a long work on himself, completely changed and created best relationship In my life. He became self-confident, developed self-esteem, learned to appreciate himself and his partner, and every day there is more and more love in his relationship. It would be much easier for this person to be a partnership coach, because he understands the "pain" of the client, he knows what a difficult path of transformation it is. But he also knows that it is possible to pass it! After all, he himself is an example of the power of desire and the miracle that he created in life with his own hands!

And if you had a desire to work on the topic of happy relationships in your life, then which coach would you turn to?

To the fact that he is lonely, unhappy and without a family? Or to this one, which radiates harmony, happiness and love, who built the relationship of his dreams with his loved one?

I think the answer is obvious.

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Where to learn coaching as a profession

The popularity of this profession attracts the attention of not only potential clients, but also potential coaches. To become a coach, you do not need to have a compulsory psychological education. Coaching is not taught as a profession for 5 years at the university.

Advantages and features of the profession

Like any other professional activity, coaching has its advantages and disadvantages. Which of them outweighs in each particular case, the person must decide for himself, since only a sincere approach with full dedication guarantees success in leading this practice.

• Among the clear benefits of coaching one can note the relevance of the profession, a free schedule and the opportunity to work "for oneself", the creative start of work, the constant growth of personal qualities, enjoying the success that clients achieve

And despite the fact that in There is no such profession as a coach in the unified tariff directory of positions and employees, the demand for this type of activity is obvious!

• To peculiarities of entering the profession can be attributed to the fact that the income of a coach directly depends on his experience and the success of his professional activity. In the West, an experienced, popular, and effective coach can earn several thousand dollars per session. The income of Russian coaches is much more modest. On average, an hour of work with an experienced professional coach in the format of life coaching can cost 6,000-8,000 rubles. Work in the niche of business coaching can be estimated at about 15,000 rubles. hour.

However, it is important to understand that before reaching the appropriate level of income, it is important for a novice coach to gain experience, a base, and collect feedback on the results of their work. That's why beginners who take their first steps in the profession and do not have reliable client success stories, one must be prepared for the fact that at first the fees will be more modest.

Productive work with an experienced coach accelerates the processes of change that take place in a person’s life, because he is working on building a desirable future, using only positive experience from the present and the past.

Properly conducted sessions stimulate a person not only to solve current issues, but also to actively work with the future. A professional coach organizes his work in such a way that tomorrow his ward independently solved complex life tasks, made plans, set goals and achieved them!

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• 
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coaching is a professional partnership with the client, focused on the creative creation and implementation of special, significant changes in his life in his personal and / or professional sphere.

Ericksonian coaching provides an elegant way to accompany change. Erickson's coaching empowers people to gain a clear understanding of their unique path through sophisticated, state-of-the-art technology and builds support as they move towards their goals.

Definition of coaching by the International Coaching Federation (ICF).
ICF defines coaching as a partnership process that stimulates the client's thought and creativity, in which, with the help of a coach, he or she maximizes his or her personal and professional potential.

The effectiveness of coaching. Life coaching. The essence of coaching. coaching models. Coaching questions. Coaching tools.

Erickson coaching is based on the following principles:

• Solution Oriented- The coach helps the client achieve their true goals, instead of allowing them to focus on past experiences and look for reasons for failure.
• Systems approach- the coach maintains the integrity of the client's personality and the focus on the fact that changes that occur in one area of ​​\u200b\u200blife activity affect the larger picture of his life.
• Customer focus– the coach believes that the client has all the resources and skills to achieve his goals, respects his action plans and the results that he wants to achieve. Coaching is a zone free from advice.
• Focused on both values ​​and actions- By following the change plan in specific steps that inspire the client, the client creates for himself a fundamental change in attitudes, behavior and formed habits.
• Development of awareness– during transformational coaching, the client expands awareness of himself and his life, relationships, his goals and their achievement, which creates the basis for further development.

METHODS: At the heart of all the training programs of the International Erickson University are the methods of systems thinking, technologies aimed at results, the latest research in the field of psycholinguistics and management.

We use creative vision models that provide the keys to discovering, sustaining and developing that vision.

Our methods are integrated, solid and clear. They help to explore people's behavior and help create the most effective direction for personal and corporate development. We empower people to change their mind the world on existing situations. The concept of "personal performance coaching", the technologies underlying our programs, stimulate the rapid growth of creativity and bring communication and the quality of teamwork to a new level.

The uniqueness of coaching

Psychotherapy and coaching Unlike therapy and counseling, coaches do not focus on childhood or past negative experiences that may be causing the way a person lives or feels.

Consulting and coaching The task of the consultant is to identify the problem of a person or organization and offer solutions based on knowledge and experience in solving problems; often they themselves implement these decisions. The task of the coach is to use techniques and tools to help the client generate their own solutions and then support clients in their implementation.

Sports trainer and coach When a person who is not familiar with coaching hears the word “coach”, he starts thinking about football, but the task of a sports coach is to set goals and lead to victory. The skills used by sports coaches around the world are training, adjustment and management. Professional life, business coaching or coaching of top managers is completely different; here the client himself sets goals.

Coaching Outcomes at Erickson International Coaching University

• More than 40,000 people around the world and more than 4,000 people in Russia and the CIS have achieved their goals with the help of our coaching training.
• 80% use coaching tools in their current job
• 20% became ICF certified coaches
• 100% use coaching skills every day

LIFE COACHING

This is a joint work of a person with a coach to solve his life problems and achieve life goals.

RESULTS OF LIFE-COACHING

• Understanding what is happening in life, family, relationships, career, business
• Vision of ways to develop yourself as a person, ways of developing relationships, career and business
• Acceptance and understanding of oneself
• I believe in myself and my abilities, in my uniqueness and my success
• Trust in yourself and the world, your loved ones and children
• The strength to move forward along the chosen path
• Flexibility, the ability to hear, feel, recognize and quickly respond to changes in the world, surrounding space
• Openness to the world, opportunities, changes
• Efficiency in solving any life problems, something that was incomprehensible before, is now solved quickly, easily, “at once”.
• Health of the family, relationships, yourself and your body; "clamps", psychosomatic disorders, chronic diseases, neuralgic pains go away.
• (* We thank Irina Dybova, a graduate of IEUK, for participating in the preparation of the text on life coaching)

COACHING IN MANAGEMENT. EXECUTIVE COACHING

COACHING IN THE COMPANY (BUSINESS)

What gives managers (top managers) working with a coach.

• Develops the ability to create a vision profile of the current or desired position to fit it
• Creates a sequential action plan to turn the vision into reality
• Develops the ability to work for results
• Develops the ability to create a vision for business development based on personal values
• Helps form a career development plan and plan for success
• Helps to move beyond personal limitations that create risks for career advancement
• Supports overcoming significant professional and career setbacks that affect motivation and commitment
• Supports the development of self-confidence and skills to manage major organizational change
• Identifies and supports the strengths of individual communication style and helps to overcome personal limitations
• Increases the effectiveness of communication with people of different personality styles
• Overcomes personal limitations or gaps in self-awareness that hinder relationship development and strategic business outcomes
• Helps create personal financial savings and simplify lifestyle
• Enhances a sense of personal identity and helps create work-life balance
• Developing an expansion strategy social connections and spheres of influence
• Helps you realize your ability to influence and unlock the potential of others
• Helps create dialogue between team members
• Teaches individual coaching and team coaching for breakthroughs and results
• Helps to implement a 360* leader evaluation approach in the company
• Helps expand personal and professional horizons
• Creates a safe zone for exploring professional life events and interpersonal conflicts

What gives middle managers working with a coach.

• Develops the skills needed to manage projects and develop subordinates and teams
• Helps to identify and develop the strengths of individual communication style
• Helps make more effective communication with people of different personality styles
• Promotes greater self-awareness and transcends limitations in relationships and work
• Helps to create an image of yourself in the profession to match the current or desired position
• Develops a value-based vision of your personal life
• Develops a vision of oneself in the profession related to personal values
• Promotes the development of personal and professional social connections
• Supports the development of more effective management skills
• Helps you learn how to manage stress at work
• Helps develop self-confidence
• Develops the ability to ask proactive questions that inspire and motivate others
• Develops a managerial vision
• Develops confidence and skills in managing and influencing organizational change in one of the areas of a common vision for business development
• Supports the development of confidence in public presentation skills
• Develops negotiation skills
• Helps develop a career development plan
• Helps build financial reserves
• Helps create work-life balance
• Teaches individual and team coaching for performance improvement and personal growth
• Helps overcome professional problems and other significant frustrations affecting motivation and commitment
• Helps build or develop a foundation for personal leadership
• Develops personal and career prospects
• Helps to learn how to manage organizational policies

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