What Is Coaching?
A Beginner’s Guide to Unlocking Your Leadership Potential
If you’re reading this, chances are someone’s mentioned coaching to you—perhaps your HR director suggested it for your development, or you’ve heard colleagues discussing their coaching experiences. Maybe you’re wondering if it’s just another corporate buzzword or if there’s genuine value in it. The truth is, coaching has quietly become one of the most effective tools for professional development, but it’s often misunderstood.
Let me paint a picture that might feel familiar: You’re successful in your role, but you find yourself hitting the same challenges repeatedly. Perhaps you’re struggling to delegate effectively, finding it difficult to influence stakeholders, or feeling stuck despite your technical expertise. You know something needs to change, but you’re not quite sure what or how.
This is where coaching comes in—not as a fix for broken people, but as a powerful process for capable professionals who want to unlock their next level of effectiveness.
So, What Actually Is Coaching?
At its heart, coaching is “a non-directive form of development focusing on improving performance and developing an individual” according to the CIPD. But what does that mean in practice?
Think of coaching as having a skilled thinking partner—someone who helps you explore your challenges, discover your own solutions, and develop new ways of approaching situations. Unlike consulting, where an expert tells you what to do, or training, where you learn prescribed skills, coaching is about unlocking the wisdom and capability that already exists within you.
Imagine having a conversation where someone listens deeply, asks questions that make you think differently, and helps you see patterns you hadn’t noticed. That’s coaching. It’s less about receiving advice and more about gaining clarity on what you really want to achieve and how you can get there.
The Three Worlds of Professional Coaching
In the business context, coaching typically takes three forms, each serving different purposes:
Executive Coaching is the most personalised form—it’s like having a confidential sounding board for senior leaders. Whether you’re a newly promoted director learning to navigate politics, a seasoned executive facing a career transition, or a CEO dealing with complex stakeholder relationships, executive coaching provides a safe space to explore challenges, develop new strategies, and enhance your leadership effectiveness.
The beauty of executive coaching lies in its complete confidentiality and focus on your specific context. Your coach isn’t there to judge or provide generic solutions—they’re there to help you think through your unique situation and develop approaches that work for you and your organisation.
Team Coaching recognises that in today’s collaborative business environment, individual brilliance isn’t enough. Research shows that coaching “improves employee satisfaction thus reducing turnover at your organisation” and enhances overall team performance. Team coaching helps groups work together more effectively, navigate conflicts constructively, and align around shared objectives.
If you’ve ever been part of a team that should work well on paper but somehow doesn’t quite click, team coaching can be transformative. It’s about helping the collective group develop better ways of communicating, making decisions, and leveraging each member’s strengths.
Leadership Development Coaching is broader in scope, often involving multiple leaders across an organisation. It’s about building leadership capabilities systematically by helping managers become better at developing others, improving organisational culture, and driving sustainable change.
What to Expect from the Coaching Experience
Many people approach their first coaching session with some apprehension. “What will they ask me? Will I be judged? What if I don’t have the right answers?” The reality is far more comfortable and collaborative than most expect.
A typical coaching relationship begins with understanding what you want to achieve. Your coach will ask questions like: “What would success look like for you?” “What patterns do you notice in your leadership?” “Where do you feel stuck?” This isn’t about finding problems—it’s about identifying opportunities for growth.
The benefits are well-documented: “80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills.”
Sessions usually happen monthly or fortnightly, lasting 60-90 minutes. Between sessions, you’ll often have actions to try or things to observe about your behaviour. Your coach might ask you to notice how you respond in meetings, experiment with a new approach to difficult conversations, or reflect on your leadership values.
Dispelling Common Myths
Let’s address some misconceptions that often prevent people from exploring coaching:
“Coaching is for people who are struggling” – This couldn’t be further from the truth. The most successful professionals often invest most heavily in coaching because they understand that continuous development is what keeps them ahead. Think of it like elite athletes—they don’t have coaches because they’re failing; they have coaches because they’re committed to excellence.
“A coach will tell me what to do” – Good coaching isn’t about giving advice. It’s about helping you discover your own solutions, which are far more likely to work because they’re based on your context, values, and strengths.
“It’s just expensive therapy” – While both involve conversations, coaching is future-focused and performance-oriented. It’s about unlocking potential, not healing past wounds.
“I don’t have time for coaching” – Research shows that “coaching can boost productivity by as much as 44%”, meaning the time investment typically pays for itself many times over.
The Business Case for Coaching
From an organisational perspective, coaching isn’t just about individual development—it’s a strategic investment. Companies that implement coaching programmes see improved retention, better leadership pipeline development, and stronger organisational culture.
For individuals, coaching can accelerate career progression, improve work-life integration, and enhance job satisfaction. It’s particularly valuable during transitions—taking on new roles, managing larger teams, or navigating organisational change.
Is Coaching Right for You?
Coaching works best for people who are:
- Open to self-reflection and feedback
- Willing to try new approaches
- Committed to their own development
- Facing challenges that require new thinking rather than just new information
If you’re curious about how you could be more effective, if you want to unlock capabilities you know you have but aren’t fully accessing, or if you’re facing leadership challenges that feel complex and nuanced, coaching could be transformative.
Our approach to executive coaching, team coaching, and leadership development is designed to meet you exactly where you are and help you get to where you want to be.
Taking the First Step
The journey of coaching begins with a simple conversation. Most coaches offer initial discussions to explore whether there’s a good fit and to help you understand what coaching might offer in your specific situation.
Remember, choosing to engage with coaching isn’t an admission that something’s wrong—it’s a declaration that you’re committed to being the best leader you can be. In a world where the challenges facing leaders are increasingly complex, having a skilled thinking partner isn’t a luxury—it’s becoming essential.
The question isn’t whether you need development (we all do), but whether you’re ready to invest in unlocking your next level of effectiveness.
Curious about how coaching could benefit you? Start with a conversation to explore whether coaching is right for your leadership journey.
Other recommended reading:
- CIPD – Coaching and Mentoring Factsheet https://www.cipd.org/uk/knowledge/factsheets/coaching-mentoring-factsheet/
- Institute of Executive Development – The Importance of Fostering Openness in Leadership
- Institute of Coaching – “Benefits of Coaching” https://instituteofcoaching.org/coaching-overview/coaching-benefits
Statistical evidence that 80% of people who receive coaching report increased self-confidence
