Coaching: overhyped, intangible results, and only for execs…

Coaching; a mystical art that has little to no tangible impact, right? 

This is what I used to think as a 20-something year old consultant. I also thought coaching is only for leaders and that all coaches had to be experienced professionals. Maybe this came from being told that I needed to have more “white hairs” to be taken seriously as a coach. 

Now, with the benefit of time and some actual white hairs, I have learnt that coaching can make a real impact. 

When it comes to inclusion, the need to effectively explore unconscious bias and promote sustainable behaviour change is key. Often the goal is to improve confidence in taking action to influence DEI. 

Coaching provides the perfect space to make this happen.

To mark International Coaching Week, I have been reflecting on some of the misconceptions of coaching and how it can be a vital tool for making organisations more inclusive. 

Misconceptions: 

1. Coaching happens secretly behind closed doors every few months

   
   

Although some coaching can happen privately, it’s actually an everyday behaviour that anyone can adopt if they are working with people. There can be coaching moments that occur frequently; one client we work with has coaching every month and brings a different challenge they are facing so we can explore it together. 

In their Rework research Google found that coaching was rated as one of the most important qualities to be a good manager.

2. Coaching is for and provided by “older” people

When we work with clients there is a team of us who coach and it’s not based on age (or white hairs!), it is based on experience, lived and professional expertise and of course coaching principles. 

One of the themes of International Coaching Week is centred on empowerment. The key to coaching is empowering the person you are working with to develop, grow and make a difference. 

Coaching can also exacerbate existing power dynamics if not carefully managed. But when people from marginalised backgrounds are empowered to be a coach, this changes the traditional dynamics and disrupts stereotypes around coaching, which further adds to the learning experience. 

3. Coaching is a 1-to-1 relationship between coach and coachee

   
   

Group coaching sessions are really popular at The Unmistakables. People can learn a lot from each other as well as the coach. Our clients tell us that learning from others is a highlight for them in our coaching programmes. 

A mix of group and individual coaching works well as individual coaching provides a safe space to be open and honest, showing vulnerability. 

4. Coaching is conversational reflection, but doesn’t really affect the day-to-day

   
   

At the start of the coaching contract, the style of coaching required to achieve the desired goals should be clarified. At The Unmistakables we focus on a functional style of coaching that offers practical tools and frameworks so that people are equipped to handle situations and challenges in their day-to-day working lives. 

This is vital in DEI, as often people don’t know where to start and want to be able to do something practical to gain confidence. 

If you think that coaching The Unmistakables way is something that can help you achieve growth, get in touch.