ConceptReviewed
Coaching
Name variants
- English
- Coaching
- Katakana
- コーチング
Quality / Updated / COI
- Quality
- Reviewed
- Updated
- Source
- Citations & Trust
- COI
- none
TL;DR
Coaching is a developmental approach that helps individuals improve skills and performance through feedback, practice, and guidance.
Definition
Coaching focuses on building capability rather than simply directing tasks. It involves diagnosing skill gaps, setting improvement goals, and providing feedback and support over time. The concept helps leaders choose when to teach, when to delegate, and how to grow long-term performance.
Decision impact
- Determines whether a performance issue needs coaching or immediate directive action.
- Guides how to structure development plans and feedback cycles.
- Influences talent retention by showing investment in employee growth.
Key takeaways
- Coaching is most effective when goals are specific and measurable.
- Regular feedback builds skills faster than annual reviews alone.
- Coaching requires trust; psychological safety enables learning.
- Leaders should balance coaching with accountability for outcomes.
- Documented development plans improve consistency and fairness.
Misconceptions
- Coaching is only for underperformers; it is valuable for high potentials too.
- Coaching replaces clear direction; employees still need expectations.
- One conversation is enough; coaching is a repeated process.
Worked example
A new account manager struggles with negotiation. Her manager observes client calls, identifies gaps in questioning techniques, and sets a four-week practice plan. They review recordings weekly and track conversion rates. After a month, the manager delegates a larger account to reinforce the new skills.
Citations & Trust
- Principles of Management (OpenStax)