Coaching has become common place in the workplace. Yet many are still confused about what coaching is and what coaching is not. This is probably because coaching, as a developmental tool, is used in a variety of ways. From teaching a new skill to improving poor performance, from building self-awareness and confidence to developing leadership capabilities and improving emotional growth coaching has now become the “go to” resource.
All coaches have the same goal – to equip the client or coachee with the skills, knowledge, and opportunities that they need to develop to their full potential and capability and achieve success.
But the most distinct difference is in their approach.
In the directive approach to coaching, or ‘upload’ approach to coaching as I would like to call it, the coach leads the way. The key actions of the coach in this approach are:
- Instructing
- Showing
- Advising
- Guiding
- Suggesting
- Giving feedback
- Highlighting
- Questioning to investigate
The coach does whatever he or she can to solve the client’s issues for them. The coach is presumed to be the more experienced, skilled, knowledgeable one in the coaching relationship. The coach does the thinking. The coach’s ‘talk time’ is probably around eighty percent during a coaching session, and sessions are ‘content based’, designed to focus on performance and results.
In the non- directive approach to coaching, or ‘download’ approach to coaching as I would like to call it, the client leads the way. The key actions of the coach in this approach are:
- Listening to understand
- Reflecting
- Paraphrasing
- Summarizing
- Questioning to stimulate thinking and raise awareness
The coach does whatever he or she can to assist the client in finding their own solutions. The coachee is presumed to be ‘whole and complete’ and is prompted to do the thinking. The coach’s ‘talk time’ is probably about twenty percent during a coaching session and sessions are generally ‘situation based’, designed to focus on mental and emotional growth.
And then there is the blended approach to coaching or the ‘Matrix’ approach to coaching. The key actions of a coach in this approach are:
- Instructing
- Showing
- Advising
- Guiding
- Suggesting
- Giving feedback
- Highlighting
- Listening to understand
- Reflecting
- Paraphrasing
- Summarizing
- Questioning to stimulate thinking and raise awareness
- Questioning to investigate
In this approach, the accountability and responsibility shifts like a pendulum from coach to coachee during the coaching process. Both coach and coachee are presumed to be ‘equal’ in the relationship with both equally contributing in the coaching conversation. Sessions are both ‘content’ and ‘situation’ based and are designed to focus on performance and results, as well as mental and emotional growth.
A skilled coach, via a valid and reliable well designed needs assessment exercise, experience, and intuition, identifies the best coaching approach which will enable attainment of the initiative’s goals and success.
It’s all in the approach! So, hire a coach wisely!