Coaching in the workplace isn’t about instruction—it’s about unlocking growth. It's a process of guiding someone through real-world challenges and helping them turn those challenges into learning experiences. It’s structured, intentional, and built on trust.

“Coaching isn’t about having all the answers—it’s about helping others find their own.”

What Coaching Really Means

At its core, coaching is about helping others develop. That includes:

• Turning on-the-job problems into learning opportunities
• Encouraging people to take ownership of their growth
• Building motivation by showing employees their contributions matter
• Helping others gain specific skills, confidence, and insight

Coaching isn’t a one-off event. It’s ongoing. It happens through conversations, feedback, and everyday interactions. And it’s not imposed—it’s a shared effort between manager and employee built on respect and curiosity.

Why Coaching Matters

Done well, coaching benefits everyone involved. It can:

• Boost performance and motivation
• Help shift behaviors or attitudes that may be getting in the way
• Support professional development and personal ownership
• Free up managers to focus on higher-level priorities
• Increase employee retention and engagement

And it's not just about making others better—it helps you grow as a manager too, through reflection and feedback on your own behavior and impact.

What’s Involved in Coaching?

1. Identifying Opportunities

Where could the person grow or stretch? What would benefit them—greater confidence, new responsibilities, better communication? Think about goals you share, like improving cooperation.

2. Clarifying Targets

What will success look like? Define clear, visible outcomes that both of you can track. Make sure the goal is within their scope of authority or renegotiate those boundaries if needed.

3. Timing

Agree how long it should take. Break the process into steps with milestones. Build in check-ins and a way to raise problems early without blame.

4. Agreeing Tactics

How will the person work toward the goal? You can model behavior, recognize progress, or build a full action plan. Think through:

• What the person can do
• Who else might help
• Methods and timing
• Possible roadblocks—and how to handle them

5. Keeping Things on Track

Check that both of you see the situation similarly. Build commitment by listening—not telling. Make sure the person understands how it all fits together and feels ownership over it.

6. Monitoring Progress

Track progress openly and honestly. Set up regular feedback sessions. Mistakes are part of learning, so balance accountability with patience.

7. Reviewing and Reflecting

Celebrate progress. Tackle any setbacks. Look for opportunities to apply the learning to new, more complex challenges. And don’t forget to ask for feedback on your own coaching approach.

Common Coaching Pitfalls to Avoid

• Jumping into solutions without fully listening
• Focusing only on short-term results
• Trying to “fix” rather than guide
• Neglecting to set measurable goals or follow up

Essential Coaching Skills

Coaching is a joint effort. When done with care, it creates growth, builds trust, and helps people step into their full potential—at work and beyond.

Want to know how well you’re doing? Try our Evaluate Your Coaching Skills self-assessment.

Train Managers to Coach with Impact

Our Coaching People training material package gives managers and team leaders the tools to coach effectively and help others grow:

Coaching People – Full Training Material Package

• ✅ Editable slides, guides, and handouts
• ✅ Practical role-plays and real-life scenarios
• ✅ Designed for easy customization and immediate use

Content reviewed and updated regularly to reflect current best practices and compliance standards.