Modern trends in the field of counselling LIFE COACHING MENTORING CONSULTING TRAINING

3. Life coaching
•Coaching is the human
development process that
involves structured, focused
interaction.
•It uses appropriate strategies
tools and techniques.
•It helps to promote sustainable
change for the benefit of the
coachee and potentially other
stalk-holders.

4. According to international coaching
federation:
“coaching is a partnering with clients in a
thought provoking and creative process that
inspire them to maximize their personal and
professional potential.
Life coaching is a professional service
providing clients with feedback, insights, and
guidance from an outside point of view.

5. People hire coach, when they are making
•Career transition
•Starting new business
•Ending a relationships
•Feeling dissatisfied.
•Revaluating life choices or simply looking for
personal and professional breakthrough.
As like as in chemical science,
Coach acts as a catalyst and
facilitator of individual
development.
Aim of the life coaching
It helps clients determine and
achieve personal goals.

6. Brief history of coaching process:
Coaching came into existence in 1960s which was
fed by human potential movements, counseling
therapy, business and organizational consultants.
Patrick Williams (2007) states that
“it is helpful to understand that both coaching and therapy have
same roots”.
It’s evolved from three main streams
•Helping professions such as psychotherapy
and counseling.
•Business consulting and organizational
development.
•Personal development training such as EST,
land mark education, Tony Robbins, Steven
Covey seminars and others.

7. Life coaching also draws from disciplines
such as
•Sociology
•Psychology
•Positive adult development
•Career counseling
•Mentoring and others.
Life coaching works on the philosophy that
people limit themselves and cap their potential
due to self- defeating patterns and belief.

8. Who is life coach?
Life coach is someone who believes in client’s
abilities and helps them to identify and set
clear goals towards achieving the life they
count,Help them to prioritize them and
encourage clients to believe they are
achievable.

9. The Chartered Institute of Personnel and Development
(CIPD) lists somecharacteristics of coaching in
organizations that are generally agreed on by most
coaching professionals.
•It consists of one-to-one developmental
discussions.
•It provides people with feedback on both their
strengths and weaknesses.
•It is aimed at specific issues/areas.
•It is relatively short-term activity, except in
executive coaching, which
•It tends to have a longer time frame.
•It is essentially a non-directive form of
development.
• It focuses on improving performance and
developing/enhancing individuals skills.

10. •It is used to address a wide range of
issues.
•Coaching activities have both
organizational and individual goals.
•It assumes that the individual is
psychologically healthy and does not
require a clinical intervention.
•It works on the premise that clients are
self-aware, or can achieve self-
awareness.
•It is time-bound.
•It is a skilled activity
•Personal issues may be discussed but
the emphasis is on performance or work.

11. Similarities of counseling and
coaching
•Practitioners in both the fields works towards
bringing about behavioral changes and help people
to understand how their cognitive and emotional
reactions can interfere with personal effectiveness,
performance and wellbeing.
•Both areas establishes strong trusting
relationships with their clients and some of
counseling skills such as deep listening, questions
which arise awareness are the same.
•Philosophies also overlap like embracing client-
centered, collaborative partnership that encourage
client to acknowledge their creativity.

12. Counseling
 Unique attention both to
the normal
developmental issues
and to problems
associated with
physical, emotional and
mental disorders.
 It works with clients
who require therapy to
address issues. (range
from mild to severe)
Coaching
 It can be understand as
being systematic
application of
behavioral science to the
enhancement of life
experience, work
performance and well
being of individual,
group and organization,
who don’t have
clinically significant
mental health issues or
abnormal level of
distress.

13.  Counseling focuses on healing.
 Counsellee needs counseling.
 Counseling whole person is
addressed and it includes his/her
pat influences, present
experiences, future aspirations.
‘self awareness leads to personal
evolution’ is the aim.
 Counseling discuss emotional
matters, thought patterns,
behavioral, unsolved issues,
relationships, personal growth
and spirituality.
 Coaching establishes life skill
techs, social work and
professional counseling.
 It aims at actualizing one’s
potential.
 Coachees are health individuals
have specific goals they want to
achieve in their professional and
personal life.
 Coachees want to work with
coaches.
 Coaching is action oriented, task
oriented, setting specific, drawing
plans and making it to happen.
 They are considered as
accountability partner, who
checks periodically and update.

14. Coaching Therapy
orientation Focuses on present and
future
Deals with past.
Goals Geared to highly
functioning people.
Aims to create new
opportunities
exists for troubled
people with unresolved
issues and pains.
Aims to fix the
problems.
relationships two or more people like
partners.
Therapist and client
relationship is often
based on a expert-patient
model.
Length of the sessions Last longer and be
spaced and longer
intervals.
50min to 1 hour
place Any place which is
comfortable
Consulting rooms
Socializations rules Regularly accepts the
invitations by clients to
regular corporate
hospitality, may clients
to their own events.
Therapists don’t have
contact with client
socially and are very
careful about boundary
issues.

16. Mentoring
It is the process in which an experienced person
provides advice, support and encouragement to a
less experienced person.
Who is mentor?
A mentor is the teacher or advisor who leads through
guidance and example.
Provides
•Guidance
•Wisdom
•Knowledge
•Support

17. Origin of the content/ word “mentor”
The original mentor is character in homer’s epic
poem “the odyssey”.
When odysseus, the king of Ithaca, went to fight
in Trojan war, he entrusted the care of his
kingdom to the mentor who was described by
Homer as the “wise and trusted counselor”

18. According to Eric Parsloe, The Oxford school
of mentoring and coaching
“Mentoring is to support and encourage
people to manage their own learning in
order that they may maximize their
potential, develop their skills, improve their
performance and become the person they
want to be”

19. •Mentor is the guide who is experienced or more
knowledgeable and helps a less experienced and less
knowledgeable mentee to find the right direction, who
can help him/her to develop solution to career issues.
Mentoring in ancient INDIA
The concept of mentoring can be
traced back to the ancient Indian
Gurukula (learning from master
(guru) by staying with him for
several years) system.
In this type of teaching, the
teacher had the advantage of
knowing the student well.

20. Mentoring in GREEK philosophy
The case in Greece were the philosophers
such as SOCRATES routinely took on the
role of mentor to young men who
demonstrated great leadership potential.
Roles of mentor
•Helps the mentee to believe in self and boost
confidence.
•Provides guidance and encouragement by asking
questions.
•Allows mentee to explore new ideas in confidence.
•Helps mentee to take responsibility for their life by
directing in their ways.

21. Relationship between mentor and mentee
•For the fruitful relationship mentor must be a
person that he mentee looks up to trust and
respects.
•Mentor must also possess all the skills and
attitude of a counselor.
•The relationship should consist of affection as
well as mutual respect.
Possible pitfalls of mentoring
•Mismatch between mentor and mentee
•Unrealistic expectations
•Breaches of confidentiality
•Mentors doubling up as counselors.

23. Consulting…
•A consultant (from the Latin consultare means “to
discuss” from which we also derive words, such as consul
and counsel) is a professional who provides advice in a
particular area of expertise like law, management,
medicine, etc.
•The consultant is usually an expert in the field with a
wide knowledge of the subject matter.
•This consultant provides advice to clients, may be
individuals or companies, in a particular field or
specialty.They may work on-site or off-site (home or
office).
•The clients may go to the consultant or have the
consultant over, depending on the nature of the advice
required.

24. Business consultants as people are
generally
1. Knowledgeable about the topic at
hand
2. Well-connected within the industry
3. Have a reputation and/or brand
(based on experience, publications,
etc)
4. Effective communicators

25. COUNSEL
ING
COACHI
NG
CONSULTI
NG
Relations
hip
Cooperati
ve
Partners
hip
expert
Goal Healing Changin
g
Fixing
Methods Redirectin
g
Question
ing
Telling
Focus Pain desires problems
Differences among counseling, coaching and
consulting

27. TRAINING
The term training refers to the acquisition of knowledge,
skills, and competencies as a result of the teaching of
vocational or practical skills and knowledge that relate to
specific useful competencies (wikipedia.org).
Every individual must be trained to possess a core
competency.
Training has very specific goals:
•improving one’s capability, capacity and performance.
•Training emphasizes growth and development of the
individual in an organization.
•Most of the organizations are starting to invest in the
development of the skills of their employees so they can
increase their productivity

28. Training needs can be assessed by analyzing three
major human resource areas: the organization as a
whole, the job characteristics and the needs of the
individuals. This analysis will provide answers to
the following questions:
􀀁 In which area/department/field is training
needed?
􀀁 Specifically what must an employee learn in order
to be more productive?
􀀁 Who needs to be trained?

29. Effective training and development includes using sound principles
of performance management and good, basic training techniques.
A basic systematic approach is (managementhelp.org):
1. Analyze the organization’s needs and identify training goals
which, when reached, will equip the learners with knowledge and
skills to meet the organization’s needs.
2. Design a training system that learners and trainers can
implement to meet the learning goals; typically includes
identifying learning objectives (which culminate in reaching the
learning goals), needed facilities, necessary funding, course
content, lessons and sequence of lessons.

30. 3. Develop a training “package” of resources and materials,
including, e.g.,
developing audio-visuals, graphics, manuals, etc.
4. Implement the training package, including delivering the
training, support group feedback, clarifying training
materials, administering tests and conducting the final
evaluation. This phase can include administrative
activities, such as copying, scheduling facilities, taking
attendance data, billing learners, etc.
5. Evaluate training, including before, during and after
implementation of training.

31. There are basically two types of training programs
(bizmove.com):
•On-the-job training is delivered to employees while they
perform their regular jobs. On-the-job techniques include
orientations, job instruction training, apprenticeships,
internships and assistantships, job rotation and coaching.
A timetable should be established with periodic evaluations
to inform employees about their progress.
•Off-the-job techniques include lectures, special study, films,
television conferences or discussions, case studies, role
playing, simulation, programmed instruction and laboratory
training.