Individual and Group Coaching - Research Paper Example

Group coaching involves presenting a group of clients with a common need for knowledge for better skills development as compared to their “normal” capacity or understanding as mainly seen with leaders. The key role of this form of coaching lies in the presence of socialization both on an individual or collective social capacity, where the relationships between people drive this form of coaching. It is as a result of this socialization that people come together to develop their individual abilities and, or in groups to see to it that they gain or acquire new skills.

The consequence of such group coaching is socialization and networking of people with similar interests bearing in mind that these are many individuals brought together by a common goal. Another common role is sharing of ideas as an interactive approach to coaching allows all the members to make their contribution.Some of the strategies used in group coaching involve facilitation, which implies that the role of the coach is not to dominate the process of coaching but just to oversee the progress of the clients as the acquired knowledge and skills.

This way, the clients do not feel trapped, and instead have ample opportunity to develop by themselves, where the coach only serves to direct the coaching process and offer suggestions. In addition, this form of coaching contradicts that of individual coaching where it eliminates the need for personal knowledge of the clients as the coach does not need to know the people.. Some of the strategies used in group coaching involve facilitation, which implies that the role of the coach is not to dominate the process of coaching but just to oversee the progress of the clients as the acquire knowledge and skills (Dee, 2013).

This way, the clients do not feel trapped, and instead have ample opportunity to develop by themselves, where the coach only serves to direct the coaching process and offer suggestions. In addition, this form of coaching contradicts that of individual coaching where it eliminates the need for personal knowledge of the clients as the coach does not need to know the people. As a result of this strategy, it means that interaction is on a profession and client-coach basis to keep the relationship operable for all involved.

Organizational consultation entails using the services of a third party organization to provide the services that cannot be found locally in one’s organization in terms of abilities and knowledge, as well as skills. The above mentioned plays the role of not developing one’s own resources for when a need for them occurs but instead relies heavily on the abilities of others to take care of one’s needs. This is similar to not developing capacity, which is what coaching does, but instead using the coach to take care of one’s needs overall.

There are not many strategies used on this but they include persuasion, which is a form of therapy offered aimed at resolving the problem of the client until it is eliminated or rather until the evidence of the problem disappears (Persson, 2007). The adaptation of roles and associated strategies required to transition from individual