As nice as it is to hear that you can make money working as a business coach, you need more information.  Most importantly, you need to know what is expected of you.  What job responsibilities do business coaches have?

Education. As a business coach, you are the expert.  You have schooling or experience that makes you qualified to run a business.  You know what works and what doesn’t.  Unfortunately, many home based business and small business owners did not think their plans through.  They realized they could make money and jumped in with both feet.  Action is good, but having knowledge and experience is even better.

It is your job as a business coach to educate them on how to properly run a successful and profitable business.  To do this, dissect the key components of running a business.  These include leadership development, proper communication, teamwork, organization, resolving workplace conflict, sales, and marketing.  Those who started a business on a whim may not see the connection between these important components and profits.  You need to show them.

Setting examples.  As a business coach, your job is to educate and teach a business owner how to run a successful and profitable business.  You are just like a sports coach, you teach the team plays to run.  Do not do the work yourself.  You can however, set examples and give continued instructions.

For example, organization is key to business.  In the retail industry, an unorganized sales floor turns off customers.  They want to shop where it is easy to find what they need, easy to walk through the aisles, and so forth.  If your client’s retail store is unorganized and unclean, give team members a shopping cart and a list of items to pickup.  Let them see for themselves how hard it was to shop.  Then, give them a few suggestions, such as removing bulky displays from the middle of the aisle.  Run through one play yourself, but let the team do the rest of the work.

Reviewing. You can educate your clients and show them ways to improve productivity, organization, marketing, and sales, but there are no guarantees.  As soon as you leave or end a training session, your client and their employees can revert to their old habits.  Include a review in with your fees.  Return a week or two after your training sessions.  Have things changed?  Did the company utilize your tips or did they return to normal habits?

If you return to a client’s place of business and do not see improvements, don’t start the process again, especially for free.  Verbally repeat the important components of running a business and restate some of the tips you shared.  Before leaving, warn your former client about the dangerous path they are headed on.  Unless they offer to pay for your services again, your hands are tied, but at least you made an attempt.

Summary As you can see, you will be wearing many hats.  If you ad some of the work that your clients many not have the expertise to do, you can do some of that yourself, or even potentially outsource it.  Keep in mind that you will need to package your services and explicitly spell out what your rates are for each specific request.  You will find business coaching lucrative, challenging, and rewarding.

• Simply Watch And Dramatically Improve Your Tennis With This Powerful New Training System.

Product Description
Product Description
A new Technology for Athletic Perfection. Researched at Stanford University, this powerful new training program will instill Smith’s masterfull technique into your own body, turning the images you see into ideal movements on the courts. Just an hour of viewing can improve your performance as effectively as days of physical practice. As you watch the video you can actually feel the SyberVision technology at work, etching a blueprint of atchletic p… More >>

Neuromuscular Training Tennis

I suggested that he adopt a less well known coaching tool called Transposing to help him work this through.

Transposing works by getting you to adopt another person’s viewpoint and ask: What am I thinking, what am I feeling and what do I want?

I asked the manager to think of one particular individual – let’s call him Doug. Transposing Doug made us realise that he was thinking “Oh God, what have I done wrong? If I’m being coached, I must be seen as underperforming!”

We also figured that Doug was feeling anxious and uncertain. His interactions with management at the company in the past had usually resulted in a ‘telling off’ in some shape or form. No wonder he was acting like a beaten dog and holding himself stiff until the next beating arrived.

The real revelation happened when we considered what it was that Doug might want. We realised that given his prevailing thoughts and feelings, he would want to get out of the meeting as soon as possible; with his dignity intact.

The real reason why Doug was so reluctant to get involved was now obvious and the manager and I were able to devise a way he could position coaching to overcome these thoughts and feelings. It happened that Doug was a massive sports fan and so his manager pointed out that Tiger Woods, David Beckham and so on were all incredible performers with very little wrong with their games, and yet these same people valued their relationship with their coach above all others. He also pointed out that sports coaches were rarely, if ever, better performers than there clients, but that this was not the point. This lead to Doug realising that coaching was not about his manager just telling him what to do, how to do it, and pointing out all his mistakes. Instead it was an opportunity for Doug to explore his working life and find ways forward in the areas he found he found difficult or frustrating. In fact at a subconscious level Doug began ‘transposing’ his boss, appreciating how difficult it must be to provide coaching to such a truculent group. This mutual empathy is a wonderful by-product of the transposing tool and I’m happy to report that Doug’s relationship with his manager is now flourishing.

By the way, another good reason for walking a mile in your coachee’s shoes is that if things don’t work out, you’ll be a mile away and you’ll have their shoes!!

To receive ‘coaching’ and to be a ‘coach’ are both very popular terms right now but they are both widley misunderstood. Coaching is ultimately about raising the levels of human performance and, as such, has connections with teaching, training, counselling and mentoring. However, there are subtle but important differences that we need to understand.

Essentially, coaching comprises two main facets. First it is performance focused. It is about doing the job as well as it can be done, hitting targets, getting results and doing the right things in the right way. Secondly,it is person centred which means that it is the individuals being coached who are seen as having the important insights. In the most fundamental terms then, coaching is not about ‘putting in’, rather it is about ‘drawing out’.

By using coaching we can tap into the huge reserves of talent and potential which lay dormant in most people. As managers, we can develop people without having to rely on passing on our own skills and knowledge, which may already be out of date. Without an ability to coach we are left to trust the tired old methods of teaching and instruction which are proving increasingly ineffective in the world of constant change to which we are all having to adjust.

When most people think about coaching, they think about a sports coach shouting and yelling at the players and trying to help them succeed without being directly involved. In sport,the role of coach is crucial in helping people perform at their peak, and even the most accomplished sportspeople such as Tiger Woods or Roger Federer still gain huge benefit from a good relationship with their coach.

The role of the organizational coach is much the same. Whether the coaching is delivered by a manger as a general part of their duties or by a specific coach, they will still be trying to achieve results through others. In thinking about coaching in this way we can see that there is great benefit to be had from having someone in the organization who has the skills and abilities to draw the best out of others. If it were possible to have everyone in an organization improve their performance by as little as one or two per cent then the results would be staggering.

Many organizations are now taking the power of coaching very seriously and appointing people to the specific role of coach. Whilst managers may have the skills and abilities to coach well they are often preoccupied with more task oriented matters and can struggle to find the time to coach effectively.

Increasingly we are able to tap into coaching outside our organizations. There are many small consultancies offering Executive Coaching, where top-level managers in organizations can have regular weekly or monthly sessions with a trained coach to help them work through their current issues. It can often be of great benefit to have a coach who does not work in the organization and who is, therefore, not involved in the same issues. Similarly, some people are now seeking the services of Life Coaches to help them work through personal problems, achieve goals and strike an effective work/life balance.

Whatever the context, we can see that coaching is intended to be a means by which one individual seeks to help another move forward and develop in some way.