"Coaching is a performance and career changing process that we do with others. It is a powerful interpersonal process that stimulates and equips a person to perform at a higher level while acclerating their development." Gregg Thompson

“Coaching is helping another person reach higher levels of effectiveness by creating a dialogue that leads to awareness and action.” 
Brian Emerson & Anne Loehr


What Is Executive Coaching?
Perry Zeus & Suzanne Skiffington (in the book, The Complete Guide to Coaching at Work) define and describe executive coaching as follows: 

“Executive coaching is a collaborative, individualized relationship between an executive and a coach, the aims of which are to bring about sustained behavioral change and to transform the quality of the executive’s working and personal life. Although executive coaching always focuses on the individual’s working life, coaching sessions frequently center on interpersonal development, personal change, and transformation.” 

Features of executive coaching (adapted from Zeus & Skiffington):

1. It is a series of one-on-one interactions designed to meet the individual needs of the client, but generally focuses on personal awareness and targeted skills to improve work performance.
2. It is a process to provide executives with valid information to enable them to make well-informed choices.
3. It is a consultative, relationship-based service provided by coaches who serve as advisers and sounding boards.
4. It is about moving the executive towards increased versatility and effectiveness.
5. It involves a coach being an active resource for an executive and exploring, developing, and maximzing his or her potential.
The ACHIEVE Coaching Model
The ACHIEVE Coaching Model is a seven-step model developed by Sabine Dembkowski and Fiona Eldridge. It includes the following steps: (a) Assess current situation, (b) Creative brainstorming of alternatives to current situation, (c) Hone goals (i.e., helping the client to formulate goals), (d) Initiate options (i.e., helping the client to initiate a wide range of behavioral options to achieve the desired goal), (e) Evaluate options, (f) Valid action program design (i.e., collaboration of the coach and the client to develop an action plan), (g) Encourage momentum (i.e., ongoing process of providing encouragement and helping the client to keep on track with the plans).
Background of the ACHIEVE Coaching Model
The ACHIEVE Coaching Model is based on an international best-practice study of executive coaching drawn from the UK, Germany, and the U.S. The model was further tested and refined through an executive coaching practice. Thanks to this research, seven core coaching capabilities were identified and a 7-step process, called the ACHIEVE Coaching Model, was developed. The seven core capabilities of executive coaching are: rapport building, deep listening, creative questioning, clear goal setting, giving feedback, intuition, and presence.
"Coaching is unlocking people’s potential to maximize their own performance. 
It is helping them to learn rather than teaching them." 
Sir John Whitmore (1937–2017)


What Is Coaching?
Peter Bluckert describes coaching as follows: 

“Coaching is the facilitation of learning and development with the purpose of improving performance and enhancing effective action, goal achievement and personal satisfaction. It invariably involves growth and change, whether that is in perspective, attitude or behavior.” 
The W.I.N. B.I.G. Coaching Model — by Brian Emerson and Anne Loehr
When you help an employee become aware of what’s going on and then help them take action toward it, you WIN BIG and they WIN BIG.
The Coaching Process
Determine Coachability ➜ Build Awareness ➜ Move to Action

A coaching conversation has three distinct components: 1) determine coachability (i.e., whether the situation requires coaching), 2) build awareness (i.e., asking questions to create a dialogue that builds awareness about the issues at hand), and 3) move to action (i.e., moving the client to take action so that changes occur, leading to more effectiveness).

Determine Coachability 
Is this about Aptitude, Attitude, or Available Resources? 

Build Awareness—W.I.N.  
W-onder about root cause - Discovery 
I-nvestigate wants - Visioning 
N-ame possible solutions - Problem Solving 

Move to Action—B.I.G. 
B-uild a plan - Action 
I-nsure action - Accountability 
G-ive affirmation - Validating  
Coaching Employees - Some Tips
According to Brian Emerson and Anne Loehr, creators of the WIN BIG Coaching Model, coaching is a tool that a manager can use to be successful. When utilized in the right situation and at the right time, coaching can make the life of a manager much easier. It's important to recognize when and when not to coach, just as it's important to learn how to coach. Coaching is a dialogue that leads to awareness and action. When an employee has the skills and ability to complete the task, but struggles with the confidence, focus, motivation, drive, or bandwidth to be at their best, coaching can help. 
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