The Competency Model Of Trainers Of Coaching Industry

Coaching is one of the training methods for corporate management techniques, of which the main target is middle and senior management staff in business entities. The purpose of coaching is to promote the adaptable leading capacity of corporate managers or leaders. With the rapid development of society, market undergoes daily changes while knowledge updated everyday. More and more managers or leaders are aware that the value of employees no longer depend on that much of their performance ability (such as their knowledge and techniques), but the leaning and emergency handling capacity become increasing important instead. The cultivation of such invisible capacities has lead to high requirements on the adaptable leading capacity on the part of manager or leader consequently. Thus, the coaching is aiming at the promotion of the adaptable leading capacity of manager or leader and will become more and more feasible and popular under the character of current society.The conflict between increasing needs of coaching service in domestic market and insufficiency of managers or leaders with accredited coaching qualification has imposed great challenges on the coaching trainers, who are bearing the responsibility to cultivate excellent coaching style leaders. In addition, such responsibility is emphasized in terms of both quality and quantity. It is the quality and capacity of the trainers that will decide whether or not the coaching service market could undergo rapid and sound development and coaching style leaders could be cultivated to meet the market need. Therefore, the research hereby will aim to competency model of trainers of coaching industry. The procedures of this research include: (i) interview with the chief of coaching trainers, clarification of the their main work, requirements and appraisal standards and identifying excellent coaching trainers in allowance with the appraisal standards; (ii) carrying out unified appraisal of identified coaching trainers pursuant to performance of students in their company for the previous year. Only after their students have conduct remarkable performance could coaching trainers be written on the excellent trainer list; (iii) based on the foregoing and according to the general formula of competency model, we select part of excellent coaching trainer and common coaching trainer for interview; and (iv) arranging interview records, setting code, conducting statistical survey and formulate competency model finally.The conclusions of this research are:(1) The competency model of coaching trainers includes two basic competency characters and six deep competency characters. The two basic competency characters are interpersonal insight and cultivation of other person, while the six deep competency characters consist of custom service, analytical consideration, flexibility, self-control, conceptive consideration and acknowledgement of organization.(2) During the competency modeling of coaching trainers, the average score of each competency character as key index to find the difference between excellent trainers and ordinary trainers, is much more stable and dipartite.(3) Comparing with the competency model of trainers and the competency model of coachers, the competency model of coaching trainers is the superposing rather than the simple combination of those two models.