Resources

The relationship between coach and coachee is foundational to the coaching interaction. Strong coach-coachee relationships are characterized by respect and mutual trust, and ideally result in a partnership. The coach should set up a consistent structure or agenda for the coaching conversation, while using a receptive, flexible communication style that builds on coachee strengths. Developing a partnership means the coach continually considers the coachee’s ideas and intent when setting goals and plans, but does not require that coach and coachee are always in agreement. The purpose of relationship building as a coaching practice is that the coach is intentional in creating a climate of support for the coachee’s growth.

• Relationship Building Resource Page
   
• Video Examples
   
  • Relationship Building 1
    
  
  
  • Relationship Building 2
    

Goal Setting and Joint Action Planning are often used interchangeably when establishing the coachee’s goal and the steps to be taken by the coach and coachee to achieve that goal. In this resource, the coaching practice is described as two interrelated parts: Setting the coachee’s Goal, which is co-constructed by the coach and coachee; and mutually identifying the Joint Action Plan, including who will do what and by when in order to achieve the Goal. The purpose of Goal Setting and Joint Action Planning is to co-determine a specific plan for what happens between coaching conversations. 

• Goal and Joint Action Plan Resource Page
   
• Video Examples
   
  • Goal Setting and Joint Action Planning 1 (used for review of Goal/Plan)
    
  
  
  • Goal Setting and Joint Action Planning 2 (used for summarizing and next steps)
    


• Goal Setting and Joint Action Plan Activity

Observation is just as the definition implies (i.e., the coach watches the coachee in the context or situation in which the coachee is intending to implement his/her desired skills or behaviors). The primary purpose of observation is to provide an ongoing, intentional and planned opportunity for the coachee to demonstrate previously determined skills or behaviors within a real-life situation. The observation can be done live as the coachee interacts within his/her designated context or by viewing a video recording of the coachee.  

• Observation Resource Page
   
• Video Examples
   
  • Observation 1
    
  
  
  • Observation 2
    


• Observation Activity

Modeling might be the most underused of the coaching practices. It is considered a “direct” coaching practice during which a skill or behavior is co-identified by the coach and coachee, and the coach invites the coachee to practice. The purpose is to give the coachee the opportunity to try an idea or strategy while receiving the necessary scaffolding from the coach to carry it out. The coach demonstrates or guides actual practice of how to use a specific skill or behavior (including role play) and then checks for understanding of the action. Modeling can sometimes be perceived as a vulnerable activity for the coachee and sometimes even the coach. Creating a safe environment within the coaching conversation for modeling/practicing to occur assures the coachee that responsive support is available to practice the skill or behavior as it relates to his/her goal.

• Modeling Resource Page
   
• Video Examples
   
  • Modeling 1
    
  
  
  • Modeling 2
    


• Modeling Activity

Reflection is the coaching practice that most differentiates the coaching process from other adult capacity building models. Starting with the coachee’s current skills and behaviors, the coach creates opportunities for the coachee to share perceptions, input, and thoughts.The purpose of reflection is to build the coachee’s self-awareness about practice in order to set the stage for change in desired skills and behaviors.  

• Reflection Resource Page
   
• Video Examples
   
  • Reflection 1
    
  
  
  • Reflection 2
    


• Reflection Activity

Feedback is the sharing of information that is clearly related to the topic initiated by the coachee. The primary purpose is to improve the coachee’s desired skills and behaviors. Feedback goes beyond affirmations and observations and is most effective when it specifically connects to and/or references the coachee’s statement, action, comment, question, reflection and/or observation.

• Feedback Resource Page
   
• Video Examples
   
  • Feedback 1
    
  
  
  • Feedback 2
    


• Feedback Activity