Coaching FAQ: Frequently Asked Questions

What is Coaching?

The ultimate goal of coaching is to help individuals and groups move to a new action or behavior while learning, growing and developing.

Coaching is a relationship based on mutual respect and trust. The coach supports an individual to improve performance and get better results. Coaching provides a safe, confidential space for reflection and feedback for the client to air concerns, consider solutions and make more conscious decisions.

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The International Coach Federation (ICF) defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. Coaching borrows from both consulting and therapy.

How Can Coaching Help Me?

  • Develop management and leadership skills
  • Increase your confidence and competency
  • Manage your time more effectively
  • Develop balance in your personal life
  • Manage conflict better
  • Handle stress better, stop feeling overwhelmed
  • Gain clarity about a career path
  • Manage organizational change or address a specific organizational challenge
  • Prepare for and manage an executive transition
  • Improve working relationships with a team, staff or board members
  • Navigate a personal or professional transition

How can coaching contribute to my development as a leader?

  • Gain new perspective
  • Build confidence
  • Retain valued employees
  • Develop new leaders
  • Bring renewed energy to longtime leaders so they can recommit to the tasks ahead

How does coaching contribute to the success of my organization?

  • Stronger Leadership
  • Smoother Transitions
  • Employee Retention
  • Improved Employee and Team Performance

What are the Coach’s Responsibilities?

  • Set the stage for the coaching engagement by establishing structure and frequency of sessions aligned with client’s needs
  • Establish ground rules with the client
  • Maintain confidentiality
  • Help client identify strengths and developmental areas
  • Work with client to create an individual development plan which provides actionable and useful goals
  • Assess the current situation. This might include an initial individual development assessment process, an in-depth interview, and/or interviews with specific client colleagues or relations
  • Notice improvements no matter how small; recognize that change takes time
  • Provide honest and direct feedback
  • Include discussion of coaching goals throughout coaching engagement
  • Support the learning process with relevant assignments
  • Be prepared and on time for meetings

What are my responsibilities?

  • Try new behaviors
  • Be open to new learning
  • Solicit feedback on how you are doing
  • Be honest – openly share what’s working and what isn’t
  • Be prepared and on time for meetings

How exactly does coaching work?

  • Coaching sessions are conducted in person and/or on the telephone
  • Meetings are typically one to one and half hours long every other week or weekly depending on the your needs
  • Sessions may be supplemented by follow-through emails
  • Coaching, which is not advice, therapy or counseling, may address specific personal or professional issues, leadership challenges or questions about your life’s chapters
  • Coaching concentrates on your future options and choices
  • If assignments are agreed upon, you will be expected to practice new approaches, read recommended material and engage in reflective observations