Coaching aims to improve performance and focuses on what’s happening now rather than on the past or future. Coaches facilitate learning: the difference between teaching someone and helping them to learn. The coach is helping the individual to improve their performance. A good coach believes that individuals always have the answers to their problems, and they try to help to find those answers.

For me, coaching can be summed up by Timothy Gallwey’s Inner Game equation.

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Or:

Performance = potential – interference

The equation states that we can improve performance (P) by growing potential (p) and reducing interference (i). In this model, everyone is capable, resourceful, and can achieve their goals. Anyone can be a good leader, problem solver, strategist, or any other role. A coach believes this is possible, and when someone believes you are capable, that raises your self-belief, reducing your internal disbelief in your abilities.

Coaches work alongside you to help you work through issues and challenges by asking questions that challenge assumptions or help clarify scenarios. Coaches are not directive; we offer a different perspective and, where relevant, advice on approaching a solution.

So, what sort of things could you ask your coach?

• Issues with operations, products, people, planning, or processes
• Working with your peers
• Managing up to leadership
• Motivating people and teams
• Communications

Coaching is a more powerful leadership style than traditional command and control models. As a coach, I aim to help you achieve your goals and impart the skills necessary to add coaching to your leadership repertoire.