coaching conundrum

How Coaching Begets Coaching

BlessingWhite’s most recent research highlights a coaching virtuous circle

By Fraser Marlow, Head, Leadership and Research

You may also like...

8 Responses

  1. Sarah says:

    Curious if having internal or external professional coaches can provide the appropriate surrogate experience to also create a belief in and commitment to coaching. Or does it have to be the manager’s manager?
    I’m also struck by the defining language in the first lines – “share experiences and insights.” We really must move away as a field from descriptions of coaching that highlight a one directional communication rather than the two way dialogue and use of inquiry to support the coachee in finding their own way. Even in the context of an abridged article, coaching is so misunderstood that I believe it’s important that we are laser sharp in our language. Looking forward to the report!

    • Thanks Sarah. Excellent point – I fine-tuned that a bit. While I agree with being precise in terms of what is and what is not coaching behaviour, I think another rich discussion can be had around whether or not coaching as a manager should be seen as a straight parallel to the coaching done by an objective, independent external coach. Managers have a different dynamic in that they are active participants in the work and have direct decision over task allocation, team structure, etc.

      With regards to the role of internal or external professional coaches, their ability to support managers in developing and practicing skills is important. We would advise that only in specific circumstances should an external coach step in to address the void left by a manager who fails to coach – but we have seen some organizations do that effectively for example around career, to make sure that every employee had the right level of support irrespective of his or her manager’s ability to hold those conversations.

  2. Joanna Wu says:

    it’s very enouraging statistics for the graphics of those receiving coaching and those who didn’t. For a fast moving company, it’s always very helpful for the managers to understand the coaching objectives and formalize it into a formal coaching contract to establish the committment level of the coach and coachee. For example, in our company, we formalize the coaching with baby steps, for example, coaching for performance, then move to coaching for performance. It really take time to shift the management mindset about coaching. Really looking forward to the detail report for more details!

  3. Yashmin Zeini says:

    Great to have access to various insights and views from experts including employee responses. I personally believe that a large number of us with children can also draw a parallel between raising children and our role as people leaders. As a people leader I should be able to use my own experience, knowledge, network conncections and learning to help develop my team members by sharing the successes and failures, but at the same time enable team members to establish their own Career Development Plan providing regular feedback (good or bad as failures lead to improved awareness of development needs) to strengthen their skills and competencies. In most cases, team members look up to their people leaders or other people leaders as role models and on the job experience and outcomes is key to learning.

  4. caterina zurzolo says:

    great insight good reading and sharing experiences

  5. Joba says:

    Good article. I was interested the reaction of Coaches who don’t receive coaching from their managers reverting to Company belief that coaching drive performance. I follow the belief that coaching develops the person ‘s skills and beliefs where as Managing those skills and beliefs learnt drives performance.
    I think coach strives to empower whilst a manager manages the expectation and task.

  1. March 25, 2016

    […] post How Coaching Begets Coaching appeared first on BlessingWhite – Leadership Development and Employee […]

  2. June 21, 2016

    […] This article was originally published on BlessingWhite’s website. […]

Leave a Reply

Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed.