How to choose a business coach? Cool question! Especially when coaches answer it. Let's interview a hundred... yes, why bother, a thousand trainers, and we will get no more than three or four basic points of view with a thousand different shades. My opinion is one out of a thousand. And like all of them, I am sure, he has the right to an equal existence (note, I am not imposing this opinion!). I began my coaching career in 1994 (at that time there was not even the term “business coach”, and trainings were mainly social -psychological, were just getting back to normal, breaking old stereotypes about methods of teaching, education and upbringing). The “training” method of teaching, both then and now, presupposes (in the popular imagination) such an organization of the lesson, when the student (“object”, I’m not afraid of this word, training) acquires certain “useful” or “necessary” or “significant” skills and skills. At the same time, it is assumed that some “smart people” invented or mastered certain forms of successful behavior using the “scientific poke” method, while other no less “smart people” assumed and decided that it was these forms of successful behavior that their subordinates - managers (in meaning “managers”), salespeople, logisticians and other specialists. From the point of view of NLP, the idea is not without logic. Indeed, if this or that person learns to behave in the same way as the best representative of his type of activity, then we can with a high degree of probability expect that these citizens will become the same, or almost as successful, as the above-mentioned best. Based on this parcels, nine hundred and ninety trainers out of a thousand make crazy efforts to “drill” into the heads and actions of “objects” the very skills that make up effective professional behavior. Will the “objects”, after the training, implement the acquired skills in practice, i.e. do your job better - what, in fact, is what managers who invest money in personnel development expect? I can say 99%: yes, they will, but not all of them and not for long - a week, maximum - two. Why does this happen? But the fact is that most trainings (and the trainers conducting them), almost regardless of style and personal characteristics trainers are an analogue of an “emotional drug”. Try to conduct this test: survey the participants of an interesting training immediately after the end of this training, how they will determine their attitude towards it, for example, on a 10-point scale. Then ask them to answer the same question tomorrow, in a week, and in two weeks. What do you think the results will be? And most importantly, how will the results of the training affect your work? I assure you (and this has been repeatedly tested experimentally), both the attitude towards the training (emotional assessment) and the results at work will initially be quite high, but over time they will sharply decrease. The explanation for this phenomenon is both simple and complex. The difficulty is that the people - the training participants - are unique, they have a bunch of their own personal characteristics, including different knowledge and experience, different temperaments and characters, different communication abilities. The list goes on and on. Because of these differences, people perceive the value of training differently, which ultimately influences the decision whether or not to use the skills learned in it. And if we take into account the complexity of new behavioral techniques that were not previously present in the experience of these people, then with a high degree of confidence we can say that they will not use them, at most they will try, but before the first mistake. The simple explanation is that the initial orientation Most trainings are aimed at behavioral changes, at best - at the formation of a resourceful state and a positive attitude. And these are very unstable, changeable mental formations. And in order for sustainable beneficial transformations to occur in them, it is necessary to help the corresponding changes take place in the deep, fundamental formations of the psyche - values, beliefs and.