Coaching is a partnership between equals, focusing on existing strengths, potential and what each person uniquely brings to the table, in order to bring about the realisation of a specific outcome.  In this relationship, the coach assumes that both are experts – the client being the expert in their life and the coach holding the space and process for the transformation. To better understand how coaching differs from other disciplines, let’s explore the TAPS model.

Counseling

Counseling and therapy are regulated industries, where the qualified expert takes a directive approach when diagnosing and treating the client’s challenge. This is usually done by predominantly focusing on the past and how this manifests in their present challenge. The belief is that by healing the past, and integrating the present to the healing process, the person can move forward.

The relationship between therapist and client is a legally privileged relationship, which means that a court order is required should records or information about the conversations be required. The therapist or counselor assumes that they are the expert and the client is not, and therefore give direction to how work proceeds both inside the session and outside the session.

There are some things that coaching cannot address – although coaching can in itself be therapeutic, it is not a replacement for the healing that this discipline provides.

Consulting

Consulting assumes that the consultant is an expert in both the problem and solution the client is presenting to them. They have the skills, tools, qualifications and experience to be able to tell the client what to do in order to meaningfully produce the desired results. The consultant is the expert, the client is not, and the consultant takes a directive approach in telling the client what to do and how to do it.

Often times with consultanting solutions, the client implements the changes, and because the changes are not implemented systemically (addressing the whole of the system) or because the change is not adopted throughout the organisation, or supported fully by leaders, over time, the change rolls back. Consulting is powerful, and in recent years, consulting has started drawing from other disciplines like coaching, to increase its efficacy.

Training

Mentoring or training also takes a directive approach, and the focus is simply on what needs to be learned – focusing on knowledge. the trainer or mentor is the expert and the learner of mentee is not, the trainer or mentor takes a conditional and directive approach to the process of enabling learning. The mentor and trainer are seen as experts in the subject and it is especially true in training, that what the learner knows is of less importance.

In recent years with Training from the Back of the Room, for example, we see a shift in the approach that takes the Psychology of Adult learning into account, similarly to how coaching has as well. We know that adults learn better when we take into account what they already know, and work with them based on their need and focus for learning.

Coaching

Coaching takes a radically different approach in that it assumes first and foremost that the client is NOT in need of fixing. The client has everything they already need in order to shift in the direction they need to meet their goal, they are fully capable, whole, self-generating, resourceful and capable. Secondly, coaching focuses on the future and the present, not the past. By creating awareness and focus on what is currently happening, and what the client wants to happen in the future, coaching provides a powerful means for the client to realise changes. Change through coaching is only possible when there is awareness and focus, resources, motivation and decisions met with action.

Coaching is non-directive which means the coach will always seek to work with the client to find out what is the best way to move forward, will never give instructions or advice, and ask instead, offer observations, and challenge in a supportive way where appropriate. Coaching also assumes that the relationship formed between coach and client is one of equals, where the coach is the expert in holding the process of coaching and the client is the expert in their lives, their roles, challenge, skills, careers and so forth.

ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity and leadership.

We all have goals we want to reach, challenges we’re striving to overcome and times when we feel stuck. Partnering with a coach can change your life, setting you on a path to greater personal and professional fulfillment.

The EMCC exists to develop, promote and set the expectation of best practice in mentoring, coaching, and supervision globally for the benefit of society

Their vision is to be the ‘go to’ body in mentoring, coaching, and supervision. As a member of the EMCC, I subscribe to their ethics and competencies.

What are the different types of coaching and how do they add value to you?

Group Coaching

What is Coaching like when applied in Groups? Group Coaching takes two approaches. In both cases the individuals who join are on their own journey of personal development and are open to working with others in the group as well as the coach in order to reach their outcomes.
Group coaching is usually centered around a theme or topic which is of interest to the group. Member of the group commit to completing the journey together. Group coaching accelerates change in both individuals and larger collectives like organisations or communities.

Individual Coaching

Individual coaching manifests as a one-on-one conversations that can be single session or a journey of several sessions. You set the direction regarding the outcomes of the journey and the sessions and you hold the content while the coach holds the process and tools.
Individual coaching can be supported with various tools in a consulting capacity as well as various coaching frameworks and tools to support your best thinking.

Team Coaching

What is Coaching like when applied in Team context? Team coaching focuses on the way the team works together. It focuses on the relationships between members of the team, and the team with larger contexts they serve. The focus is not in the individuals in the team, but rather takes a systemic coaching approach to look at both processes and relationship entities to support the developmental agenda of the team and organisation. This can also be applied in communities and other collectives like families, boards etc.