Coaching

Using Mindfindr in coaching

Many of the technical preparations and methods discussed above for coaching and career guidance also work in coaching, as do the interpretations of Mindfindr results. On the other hand, coaching methods are used in counselling processes in different areas of working life, and vice versa, meaning that these forms of activity are by no means completely separate or clearly defined.

However, coaching often differs from the processes discussed in connection with recruitment and guidance in that the people being coached usually have previously acquired good or basic skills in some area of ​​work life or another area of ​​life. The central goal of coaching is usually to further develop and strengthen skills, even to turn good skills into excellent ones. Another coaching field is formed by coaching processes related to lifestyles, the aim of which is to promote the individual’s ability to cope with everyday situations despite limitations that reduce functional capacity in various ways. Here too, the starting point is to increase self-understanding, and in particular to highlight functional areas of strength that can be utilized in coaching. For this purpose, Mindfindr, based on positive psychology, offers a broad-based analysis of the initial situation that finds positive strengths in all those being coached, without completely ignoring areas that need to be developed. The coach’s task is to utilize this knowledge base according to the situation and goal of the person being coached.

The central starting point of coaching, as in the other Mindfindr application areas discussed above, is to strengthen the self-awareness of the coachee, define areas to be developed through discussion based on the Mindfindr results, set goals for the coaching process and work on these areas using various methods to strengthen them. The goal of coaching is that during the coaching process the individual develops in the target areas.

The more specific the professional or life area in which the coaching is carried out, the more the coach can benefit from special expertise and also from formal training in that area. This enables coaches who have acquired special expertise to also define a suitable and profitable field of activity for themselves in the broad coaching market.

Often goal-oriented trainees are grateful for the coach, because they usually have a relatively clear idea of ​​what they are striving for or what skills they want to develop further, which helps with goal setting. In the coaching of leaders and experts, the coach’s own extensive experience in the area in question is especially useful. In this case, coaching can also take on the characteristics of mentoring.

Coaching of teams, groups and management teams

Mindfindr is particularly suitable for coaching groups and teams. Mindfindr is excellent for building new teams and when an organization is looking for suitable individuals with favorable teamwork tendencies for a team to be established or supplemented.

Long-standing teams can benefit from coaching in situations where the tasks or structure of the organization or team change, or when structural changes take place in part of the organization, possibly creating cross-pressures or challenges in interaction and leadership. Especially in high-skill areas where seamless cooperation is particularly important for achieving the desired work results, the team members’ mutual understanding of the diversity of members as a team resource can be brought into discussion in team coaching in a way that respects all members. In this case, it is good that everyone can share the Mindfindr results they have received in a way that suits them and to an appropriate extent.

Team members’ understanding of the diversity of team members as a resource can also be addressed by the coach describing and explaining the roles in the team, their strengths and potential challenges, without naming individuals, based on the Mindfindr results. This broadening of the overall picture often also promotes interaction within the team in practice.

The most common goal of team coaching is to increase each team member’s understanding of their own strengths and areas for development in their own team role, while at the same time enriching the team members’ understanding and often also their appreciation of the special strengths of members who function naturally in other roles.