Basics of Coaching
To be sure, there are a wide variety of coaching definitions. Centuries ago, the word “coach” was defined as “a vessel to move people from one place to another”. Indeed, the “coach” aims to understand where the “coachee” is presently and supports them moving to a “different place” in the future.
The executive coaching field has evolved from its “adolescence” phase to “adulthood” from the 1990’s until the present day. In 2005, Dr. Jeffrey Auerbach (coaching guru) emphasized that one of the Coach’s critical roles is that of “thought partner”. Four years later, HBR published an article in which “acting as a sounding board” as one of the topmost reasons as to why coaches are engaged. More recently, another description of executive coaching includes four key elements (R. Nadler, 2021)…
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Confidentiality: The coaching relationship is built upon trust such that all information discussed must remain confidential. (The exception would be if the coachee permits the sharing of certain data – and exactly to whom).
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Structured: At the onset of the coaching (engagement), a structure or process should be designed collaboratively.
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Developmental: Coachees, oftentimes with their employer’s support, select areas or issues upon which they will focus. Learn more about Development Planning
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Goal directed: Individual goals for coaching should be in alignment with those of the organization’s.
Coaching Engagement Process
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Following an initial complimentary consultation or coaching session, in order to move forward, a documented agreement is made between both the coach and coachee. Typically, a three-month agreement is made which recognizes that the engagement could be extended if desired or necessary.
The diagram below illustrates a typical coaching process…
Final Coaching Note/Secret Sauce
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On certain occasions, a coaching engagement may begin without an extensive, upfront assessment being conducted. For example, when time is of the essence (e.g., sudden career transitions, unexpected life events, time-sensitive decisions, etc.). However, it is optimal to begin an engagement with some type of assessment, even rudimentary, to ensure that the coach is grounded in who exactly the coachee actually is. Cultivating the coachee’s belief that the coach truly understands or "gets" her/him is critical.
Finally, the “Secret Sauce” for coaching success involves 1) highly motivated coachees AND 2) coachees who have great chemistry with their coaches.