Daniel Robin & Associates

Making Workplaces Work Better

What We Mean by "Coaching"

Coaching is ...

• a practical set of interpersonal skills
• a systematic way to effectively focus on learning, making changes, working through obstacles, and achieving desired results
• a style of management based on shared power, where the "coach" holds a person accountable for the priorities and commitments they have made for themself

Coaching is NOT ...

• Therapy -- although the process and results of coaching can be therapeutic, by contrast, therapy focuses on healing the past; coaching examines practical actions and attitudes necessary to move forward at a new level of effectiveness

• Consulting -- many consultants offer coaching as an additional service, but consulting and coaching differ in that it’s the consultant’s job to provide ANSWERS and be an expert within a subject area; however, a coach facilitates DISCOVERY by assisting others in finding their own unique answers

• Teaching -- similar to consulting, where the consultant acts as content expert, a teacher or trainer facilitates learning in a particular subject area. A coach, however, assists others in doing whatever is necessary to reach their stated goals and get the job done. Learning occurs in both cases, however, with coaching, the "curriculum" is designed by the person being coached to meet their unique needs.

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"Coaching is not just a set of tools or techniques -- not fad-of-the-week `false empowerment’ -- but rather it represents a shift in assumptions...." - Daniel Robin

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Providing an environment where people can self-manage is at the core of what people need to buy in and make this work.

What are the eight elements of coaching? In a nutshell, coaching is about establishing a productive, results-oriented context with clear goals and agreements, being present and "in service" to these goals, and effective communication skills to address issues in ways that build trust.

Coaching often involves devising support structures, brainstorming, and evaluating options. The "client" not only participates more fully in finding their own answers -- providing techniques for resolving issues when coaching is not available -- but also discovers their own strengths and areas for improvement, resulting in perhaps the most important reward of all: self-knowledge.

To assess your current level of mastery in the key coaching elements, click here

Note to managers, supervisors, and executives:

If you've ever wondered what makes people want to do a good job, it is because they choose to. The power to sustain your influence over time comes not from position but from voluntary agreement. The shift from positional to personal power is a matter of knowledge and skill. There is now a greater demand for managers, supervisors and executives to have ready the "people skills" of coaching to get results through collaboration, mutual accountability, and shared authority.

Be sure to check out what recent clients have said about this work.