Kou\u010dov\u00e1n\u00ed je forma rozvoje, p\u0159i n\u00ed\u017e osoba zvan\u00e1 kou\u010d podporuje u\u010d\u00edc\u00edho se nebo klienta v dosa\u017een\u00ed ur\u010dit\u00e9ho osobn\u00edho nebo profesn\u00edho c\u00edle t\u00edm, \u017ee mu poskytuje \u0161kolen\u00ed a veden\u00ed.U\u010d\u00edc\u00ed se n\u011bkdy naz\u00fdv\u00e1 kou\u010dovan\u00fd. P\u0159\u00edle\u017eitostn\u011b m\u016f\u017ee kou\u010dov\u00e1n\u00ed znamenat neform\u00e1ln\u00ed vztah mezi dv\u011bma lidmi, z nich\u017e jeden m\u00e1 v\u00edce zku\u0161enost\u00ed a odborn\u00fdch znalost\u00ed ne\u017e druh\u00fd a nab\u00edz\u00ed rady a veden\u00ed p\u0159i u\u010den\u00ed druh\u00e9ho; kou\u010dov\u00e1n\u00ed se v\u0161ak od mentoringu li\u0161\u00ed t\u00edm, \u017ee se zam\u011b\u0159uje na konkr\u00e9tn\u00ed \u00fakoly nebo c\u00edle, na rozd\u00edl od obecn\u011bj\u0161\u00edch c\u00edl\u016f nebo celkov\u00e9ho rozvoje.<\/p>\n
Poprv\u00e9 se v\u00fdraz \"kou\u010d\" ve spojen\u00ed s instruktorem nebo \u0161kolitelem objevil kolem roku 1830 ve slangu Oxfordsk\u00e9 univerzity pro u\u010ditele, kter\u00fd \"nesl\" studenta p\u0159i zkou\u0161ce.Slovo \"kou\u010dov\u00e1n\u00ed\" tak ozna\u010dovalo proces pou\u017e\u00edvan\u00fd k p\u0159eprav\u011b lid\u00ed z m\u00edsta, kde jsou, tam, kde cht\u011bj\u00ed b\u00fdt. Poprv\u00e9 byl tento term\u00edn pou\u017eit v souvislosti se sportem v roce 1861. Historicky byl v\u00fdvoj kou\u010dov\u00e1n\u00ed ovlivn\u011bn mnoha oblastmi \u010dinnosti, v\u010detn\u011b vzd\u011bl\u00e1v\u00e1n\u00ed dosp\u011bl\u00fdch, hnut\u00ed Human Potential Movement, skupin pro tr\u00e9nink uv\u011bdom\u011blosti velk\u00fdch skupin (LGAT), jako je \"est\", studi\u00ed leadershipu, osobn\u00edho rozvoje a psychologie.<\/p>\n
Profesion\u00e1ln\u00ed kou\u010dov\u00e1n\u00ed vyu\u017e\u00edv\u00e1 \u0159adu komunika\u010dn\u00edch dovednost\u00ed (nap\u0159. c\u00edlen\u00e9 opakov\u00e1n\u00ed, naslouch\u00e1n\u00ed, kladen\u00ed ot\u00e1zek, objas\u0148ov\u00e1n\u00ed atd.), kter\u00e9 pom\u00e1haj\u00ed klient\u016fm zm\u011bnit jejich perspektivu a objevit tak r\u016fzn\u00e9 p\u0159\u00edstupy k dosa\u017een\u00ed jejich c\u00edl\u016f.Tyto dovednosti lze vyu\u017e\u00edt t\u00e9m\u011b\u0159 ve v\u0161ech typech kou\u010dov\u00e1n\u00ed. V tomto smyslu je kou\u010dov\u00e1n\u00ed formou \"metaprofese\", kter\u00e1 se m\u016f\u017ee uplatnit p\u0159i podpo\u0159e klient\u016f v jak\u00e9mkoli lidsk\u00e9m \u00fasil\u00ed, po\u010d\u00ednaje jejich starostmi v oblasti zdrav\u00ed, osobn\u00ed, profesn\u00ed, sportovn\u00ed, soci\u00e1ln\u00ed, rodinn\u00e9, politick\u00e9, duchovn\u00ed dimenzi atd. N\u011bkter\u00e9 typy kou\u010dovac\u00edch \u010dinnost\u00ed se mohou p\u0159ekr\u00fdvat.<\/p>\n
Koncept kou\u010dinku ADHD poprv\u00e9 p\u0159edstavili v roce 1994 psychiat\u0159i Edward M. Hallowell a John J. Ratey ve sv\u00e9 knize Driven to Distraction (Hn\u00e1ni k rozpt\u00fdlen\u00ed).Kou\u010dink ADHD je specializovan\u00fd typ \u017eivotn\u00edho kou\u010dinku, kter\u00fd vyu\u017e\u00edv\u00e1 specifick\u00e9 techniky ur\u010den\u00e9 na pomoc osob\u00e1m s poruchou pozornosti a hyperaktivitou. C\u00edlem kou\u010dov\u00e1n\u00ed ADHD je zm\u00edrnit dopady deficitu exekutivn\u00edch funkc\u00ed, kter\u00fd je pro osoby s ADHD typickou poruchou. Kou\u010dov\u00e9 pracuj\u00ed s klienty tak, aby jim pomohli l\u00e9pe hospoda\u0159it s \u010dasem, organizovat si pr\u00e1ci, stanovovat c\u00edle a dokon\u010dovat projekty. Krom\u011b toho, \u017ee kou\u010dov\u00e9 pom\u00e1haj\u00ed klient\u016fm pochopit, jak\u00fd dopad m\u00e1 ADHD na jejich \u017eivot, mohou klient\u016fm pomoci vyvinout \"pracovn\u00ed\" strategie pro \u0159e\u0161en\u00ed konkr\u00e9tn\u00edch probl\u00e9m\u016f a ur\u010dit a vyu\u017e\u00edt jejich siln\u00e9 str\u00e1nky. Kou\u010dov\u00e9 tak\u00e9 pom\u00e1haj\u00ed klient\u016fm l\u00e9pe pochopit, jak\u00e1 jsou pro n\u011b jako pro jednotlivce p\u0159im\u011b\u0159en\u00e1 o\u010dek\u00e1v\u00e1n\u00ed, proto\u017ee se zd\u00e1, \u017ee lid\u00e9 s ADHD \"zapojen\u00edm mozku\" \u010dasto pot\u0159ebuj\u00ed vn\u011bj\u0161\u00ed zrcadlo pro p\u0159esn\u00e9 sebeuv\u011bdom\u011bn\u00ed si sv\u00e9ho potenci\u00e1lu navzdory sv\u00e9mu posti\u017een\u00ed.<\/p>\n
Na rozd\u00edl od psycholog\u016f nebo psychoterapeut\u016f kou\u010dov\u00e9 ADHD neposkytuj\u00ed \u017e\u00e1dnou terapii ani l\u00e9\u010dbu: zam\u011b\u0159uj\u00ed se pouze na ka\u017edodenn\u00ed fungov\u00e1n\u00ed a aspekty chov\u00e1n\u00ed souvisej\u00edc\u00ed s poruchou.Kone\u010dn\u00fdm c\u00edlem kou\u010dov\u00e1n\u00ed ADHD je pomoci klient\u016fm rozvinout \"vnit\u0159n\u00edho kou\u010de\", soubor dovednost\u00ed seberegulace a reflexivn\u00edho pl\u00e1nov\u00e1n\u00ed pro zvl\u00e1d\u00e1n\u00ed ka\u017edodenn\u00edch \u017eivotn\u00edch probl\u00e9m\u016f. Studie Wayne State University z roku 2010 hodnotila \u00fa\u010dinnost kou\u010dov\u00e1n\u00ed ADHD u 110 student\u016f s ADHD. V\u00fdzkumn\u00fd t\u00fdm dosp\u011bl k z\u00e1v\u011bru, \u017ee kou\u010dov\u00e1n\u00ed \"bylo vysoce \u00fa\u010dinn\u00e9 p\u0159i pomoci student\u016fm zlep\u0161it exekutivn\u00ed fungov\u00e1n\u00ed a souvisej\u00edc\u00ed dovednosti m\u011b\u0159en\u00e9 pomoc\u00ed Invent\u00e1\u0159e u\u010debn\u00edch a studijn\u00edch strategi\u00ed (LASSI).\" P\u0159esto ne ka\u017ed\u00fd \u010dlov\u011bk s ADHD pot\u0159ebuje kou\u010de a ne ka\u017ed\u00fd m\u016f\u017ee m\u00edt z vyu\u017eit\u00ed kou\u010de prosp\u011bch.<\/p>\n
Kou\u010dov\u00e1n\u00ed v podnik\u00e1n\u00ed je druh rozvoje lidsk\u00fdch zdroj\u016f pro vedouc\u00ed pracovn\u00edky v podnik\u00e1n\u00ed. Poskytuje pozitivn\u00ed podporu, zp\u011btnou vazbu a rady na individu\u00e1ln\u00ed nebo skupinov\u00e9 b\u00e1zi s c\u00edlem zlep\u0161it osobn\u00ed efektivitu v podnikatelsk\u00e9m prost\u0159ed\u00ed, p\u0159i\u010dem\u017e se mnohdy zam\u011b\u0159uje na zm\u011bny chov\u00e1n\u00ed prost\u0159ednictv\u00edm psychometrie nebo 360stup\u0148ov\u00e9 zp\u011btn\u00e9 vazby. Podnikov\u00fd kou\u010dink se tak\u00e9 naz\u00fdv\u00e1 kou\u010dink vedouc\u00edch pracovn\u00edk\u016f,podnikov\u00fd kou\u010dink nebo kou\u010dink veden\u00ed. Kou\u010dov\u00e9 pom\u00e1haj\u00ed sv\u00fdm klient\u016fm postupovat sm\u011brem ke konkr\u00e9tn\u00edm profesn\u00edm c\u00edl\u016fm. Pat\u0159\u00ed mezi n\u011b kari\u00e9rn\u00ed zm\u011bna, mezilidsk\u00e1 a profesn\u00ed komunikace, \u0159\u00edzen\u00ed v\u00fdkonnosti, organiza\u010dn\u00ed efektivita, \u0159\u00edzen\u00ed kari\u00e9rn\u00edch a osobn\u00edch zm\u011bn, rozvoj p\u0159\u00edtomnosti vedouc\u00edho pracovn\u00edka, pos\u00edlen\u00ed strategick\u00e9ho my\u0161len\u00ed, efektivn\u00ed \u0159e\u0161en\u00ed konflikt\u016f a budov\u00e1n\u00ed efektivn\u00edho t\u00fdmu v organizaci. Jedn\u00edm z p\u0159\u00edklad\u016f v\u00fdkonn\u00e9ho kou\u010de je pr\u016fmyslov\u00fd organiza\u010dn\u00ed psycholog. Podnikov\u00fd kou\u010dink se neomezuje pouze na extern\u00ed odborn\u00edky nebo poskytovatele. Mnoho organizac\u00ed o\u010dek\u00e1v\u00e1, \u017ee jejich vedouc\u00ed pracovn\u00edci a mana\u017ee\u0159i na st\u0159edn\u00ed \u00farovni budou kou\u010dovat \u010dleny sv\u00fdch t\u00fdm\u016f, aby dos\u00e1hli vy\u0161\u0161\u00ed \u00farovn\u011b v\u00fdkonnosti, v\u011bt\u0161\u00ed spokojenosti s prac\u00ed, osobn\u00edho r\u016fstu a kari\u00e9rn\u00edho rozvoje. V\u00fdzkumn\u00e9 studie nazna\u010duj\u00ed, \u017ee kou\u010dov\u00e1n\u00ed vedouc\u00edch pracovn\u00edk\u016f m\u00e1 pozitivn\u00ed vliv na v\u00fdkonnost na pracovi\u0161ti.<\/p>","protected":false},"excerpt":{"rendered":"
Kou\u010dov\u00e1n\u00ed je forma rozvoje, p\u0159i n\u00ed\u017e osoba zvan\u00e1 kou\u010d podporuje \u017e\u00e1ka nebo klienta v dosa\u017een\u00ed konkr\u00e9tn\u00edho osobn\u00edho nebo profesn\u00edho c\u00edle t\u00edm, \u017ee mu poskytuje \u0161kolen\u00ed a veden\u00ed.<\/p>","protected":false},"author":2,"featured_media":95,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_themeisle_gutenberg_block_has_review":false,"footnotes":""},"categories":[41,42],"tags":[],"class_list":["post-94","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career","category-impact","grid-sizer","latest_post"],"_links":{"self":[{"href":"https:\/\/metoda-tre.com\/cs\/wp-json\/wp\/v2\/posts\/94","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/metoda-tre.com\/cs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/metoda-tre.com\/cs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/metoda-tre.com\/cs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/metoda-tre.com\/cs\/wp-json\/wp\/v2\/comments?post=94"}],"version-history":[{"count":0,"href":"https:\/\/metoda-tre.com\/cs\/wp-json\/wp\/v2\/posts\/94\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/metoda-tre.com\/cs\/wp-json\/wp\/v2\/media\/95"}],"wp:attachment":[{"href":"https:\/\/metoda-tre.com\/cs\/wp-json\/wp\/v2\/media?parent=94"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/metoda-tre.com\/cs\/wp-json\/wp\/v2\/categories?post=94"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/metoda-tre.com\/cs\/wp-json\/wp\/v2\/tags?post=94"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}