The magic bullet …. NOT!

Coaching is not a panacea.

Although I am a great advocate of the benefits of coaching it is not a cure all or magic bullet in every situation.

I came to realise this in my early days of coaching when approached by a Human Resources team who asked that I work with one of their colleagues. Eager to help out I agreed.

It quickly became apparent that the HR team viewed my intervention as an alternative to perhaps a more direct approach. The slightly awkward conversation the manager ought to have been having with their direct report around their performance.

To take a step back I believe coaching works most effectively when the client you are working with knows their desired outcome or the change they wish to see. Even when the manager is involved and you can “three way contract”. Sitting down with the client and their manager and agreeing the change and the support to be provided.

It doesn’t work well when you meet with the client and they really don’t understand why they are there or what the perceived issue is. It was great learning for me and I won’t find myself in that situation again.
If I was to encounter that scenario again I would have a suggestion to make. Let me work with the manager to allow them to be better equipped in dealing with the situation, helping them grow as a manager and tackling the situation at the same time. Win, win.

PS I don’t think humans are a resource to be used either.