What is coaching? Why is it important?

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Institute of Coaching Studies Ltd described the etymology of the word coach from the first time when was used to describe a “large kind of carriage” - traveling from one place to another. Through the Oxford University slang/definition for “instructor/ trainer”, “for a tutor who carries a student through an exam, and later modern definitions

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• “Partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity and leadership.” (ICF)

• "a professionally guided process that inspires clients to maximise their personal and professional potential. It is a structured, purposeful and transformational process, helping clients to see and test alternative ways for improvement of competence, decision making and enhancement of quality of life. Coach and Mentor and client work together in a partnering relationship on strictly confidential terms. In this relationship, clients are experts on the content & decision making level; the coach & mentor is an expert in professionally guiding the process.” (EMCC)

• “A collaborative solution-focused, results-orientated and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and personal growth of the coachee.” (AC)

 

Imperial College London quotes the following definition of ‘Coaching’ which was put forward by Sir John Whitmore, widely acknowledged as the father of coaching for performance: 

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Coaching involves both a mindset and a skillset.

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• Mindset: You are resourceful, with inner strengths, capabilities and wisdom. As a result, you will often be able to identify the solution(s) to the issues you are experiencing

• Skillset: This is about how to structure your thinking about your issue in order to find a solution that works for you”

 

All coaches should always comply with the relevant guidance and legislation, including the International Coaching Federation (ICF) Code of Ethics.

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 *Integrity: Always act with honesty, fairness, and respect toward clients and colleagues.

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* Competence: Maintain high standards of competence and continually develop professional knowledge and skills.

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*Boundaries: Avoid dual relationships or conflicts of interest that may impair professional judgment or exploit the trust of clients.

 

*Confidentiality: Safeguard all client information unless legally required to disclose or authorized by the client

 

*Client-Centred Approach: Place the needs, goals, and autonomy of the client first in all coaching interactions.

 

*Informed Consent: Clearly explain the nature of coaching, including boundaries, confidentiality, and fees, at the start of the relationship.

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*Non-Discrimination: Provide services fairly and respectfully,  regardless of race, gender, sexual orientation, religion, age, disability, or socioeconomic status.

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*Referrals and Termination: Refer clients to other professionals when their needs fall outside your competence, and terminate coaching when it is no longer practical or ethical

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*Transparency: Communicate openly and truthfully with clients about expectations, roles, and progress.

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*Respect for Autonomy: Support clients in making their own decisions and taking ownership of their growth.

 

*Avoid Exploitation: Never take advantage of the trust and vulnerability key in a neurodivergent coaching relationship.

 

*Sexual Conduct: Do not engage in sexual or romantic relationships with clients.

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*Accurate Representation: Represent your qualifications, experience, and abilities honestly.

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*Legal Compliance: Abide by all applicable laws and regulations in your practice.

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*Ethical Marketing: Market your services truthfully, without misleading claims or exaggeration

 

There are many factors which help us to determine what effective coaching is. Institute of Coaching Studies Ltd provides valuable description of effective coaching

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“The more effective a coach is, the more value they’re able to deliver to their clients in a short period of time”

 

 

The other factors of affective caching can include:

• Is willing to address discomfort directly,

• Helps the client feel recognised, valued and supported: e

• Keeps the coaching conversation flowing so the coachee feels safe to speak and share openly.

• Listens with focus and draws attention to important points: e.g. ‘Can we just pause and go back over that?’

• Stays neutral and balanced throughout:

• Helps the client clarify their aims and motivations,

• Offers a blend of encouragement and challenge that is realistic:

• Keeps the client accountable and focused on their goals,

• Prioritises long-term, meaningful outcomes over quick fixes that might not last

• Opens up a sense of new possibilities

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A Neurodivergent-Affirming Coach

 

A Neurodivergent-Affirming Coach is someone who supports neurodivergent individuals by celebrating their unique ways of thinking and helping thrive without trying to “fix” or normalise.

🧠 Core Principles

• Affirmation over assimilation: Recognizes neurological differences as natural variations, not deficits.

• Trauma-informed and non-pathologizing: Avoids clinical framing and instead centers emotional safety and agency.

• Goal-oriented and adaptive: Works with clients to set personalized goals and develop strategies that align with their strengths, sensory needs, and communication styles.

🛠 What They Do

• Help clients identify and leverage their strengths.

• Co-design coping strategies for stress, masking, or burnout.

• Support transitions (e.g., post-diagnosis, career shifts, creative blocks).

• Advocate for inclusive environments at work or home.

• Offer emotionally safe, flexible coaching that adapts to the client’s pace and capacity.

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​Effective Coaching -  Core Skills for Coaching Neurodiverse Individuals

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• Empathy & Active Listening

• Communication Needs and Flexibility

• Sensory Sensitivity

• Executive Function Support

• Strength-Based Coaching

• Cultural Competence & Inclusion

• Adaptability & Creativity

• Collaboration & Boundaries

• Self-Awareness & Reflection and supervision

• Choosing the Right Model of Caching

• Follow-up and update since the last session

• Some direction setting for the current session, Session summary,

• SOCRATIC QUESTIONING, CLARIFYING QUESTIONS, ACTION ORIENTED QUESTIONS

• COACHING RECORDS

• PREPARING FOR THE END

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​Difference Between Coaching and Therapy and Difference between Coaching and mentoring

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https://www.pldmentoring.com/blog/difference-between-coaching-and-mentroing

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