Why should coaching training be practice-oriented?

Coaching is an area of ​​development as interesting as it is broad in terms of the issues and needs that can be addressed by it. This is one of the reasons why it is of interest to many different professional profiles: it provides versatile analysis and intervention resources and varied before problems of the business, educational, sports performance, management of personal relationships and emotions in private life, etc.

However, it is precisely this quality of encompassing a great diversity of situations and challenges to be solved that leads to the risk of starting in coaching enough to obtain a degree, but without having had the opportunity to implement strategies and techniques with the assistance of professionals psychology, who work with people every day and know which strategies and techniques have scientifically validated efficacy and which are harmful.

And it is that moving from the world of ideas to the realization of specific actions is not something that comes to us simply because we have a title. Therefore, there are key differences between coaching courses whose main incentive is that they offer certifications, and

training programs that train people to use the coaching technique.

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Beyond the desire to fill out the curriculum: the true utility of coaching

There are people who consider training in coaching simply because of the desire to get in touch with people who show have interesting or innovative ideas, which question preconceived beliefs very established in the world of management. There are also those who propose it simply and simply to create contacts; After all, in many Master's and postgraduate degrees that focus on coaching, professionals from important brands, high and intermediate positions who attend as students, etc.

These perfectly legitimate reasons they do not have so much to do with the desire to learn techniques to a level of detail that allows them to be applied in real contexts work, sports performance or personal development; However, because they exist and are there, many training centers take note of them and design their courses focusing on those needs that have more to do with the sociological dynamics of the business world than with the true theoretical-practical learning of the coaching.

For example, it is entirely true that a lecture given by the Director of Human Resources of a multinational can bring up many revealing ideas and inspiring examples, but it is more complicated than simply listening to someone who has not necessarily been trained in behavioral science. learning ways to solve our problems or those of our clients.

After all, one of the characteristics of scientific knowledge is its ability to go beyond the concrete data or the description of what works and what does not work in a very specific context (for example, in the company where the teacher). Science is about inferring, extracting new information from what is observed, putting it to the test, and making corrections in a systematic way. And this goes beyond the simple internalization of abstract ideas.

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A balance between the theoretical and the subjective

Therefore, it is important to know that beyond the training that they offer you, certified training does not official, there are courses that help the psychologist, the coach or the person in charge of team management and departments to be trained in coaching through training advised by experts in the field, who have university and professional training based on Psychology or Behavioral Sciences in general.

It should not be forgotten that coaching, deep down, rests on the ability to recognize and manage mental processes and patterns of individual or social behavior, and it is impossible to learn about this area if all we internalize are ideas based on theory, on the one hand, o based on what a company manager thinks he knows about organizations based solely on his personal experience in three corporations.

Between a very high level of abstraction that remains only in ideas too abstract to be put into practice, on the one hand, and the fanciful extrapolations based on “it has worked for me”, there are all those contents investigated and worked on by the Psychology. The solution to the need to learn to use coaching to address problems and needs it is neither idealism nor extreme reductionism of subjectivity.

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Do you want to develop skills through coaching?

If you are interested in training through coaching to have more emotional management skills, knowledge about team leadership, motivation strategies and self-motivation and many other useful resources in personal and professional life, we invite you to contact us or find out about our psychological assistance services and courses. From UPAD Psychology and Coaching We have been serving both individuals and professionals and companies for years.

Among these training programs to know how to work from coaching, it is worth highlighting our online course in sports coaching, which is conducted by psychologists with extensive experience in Sports Psychology and coaching and consists of three months of duration.

It is a course that starts from ontological coaching aimed at the development of High Performance Sports, and is divided into four parts: a first stage of Introduction, and three modules in General Guidelines for the knowledge of Sports Coaching, Functional and Dysfunctional Beliefs, and Coach Techniques Sports. In addition, you can start it whenever you want.