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knowledge, gained over time. They are not without ego, but they are
humble and open, and can project these qualities clearly. They have a
strong personal ethic and set of values, which they demonstrate in
their behaviors.
•
Empathy: Coaches are skilled at listening, questioning, and empathiz-
ing. They develop an understanding of the coachee’s position and per-
sonality very quickly. The focus keenly on that person’s needs. They
adjust their own style to fit the coachee.
•
Credibility: Coaches have a level of experience that provides them
with instant credibility. They can communicate in a language and style
with which coachees are familiar. They have a knowledge base, which
is now at the disposal of the coachee.
•
Real relationship: Coaches do not just give, they receive. Coaching is a
journey of learning and growth for both coach and coachee. If the re-
lationship were one way, it wouldn’t foster the highest levels of trust.
The coaching partnership achieves its impact because of the foundation of
trust. The more trust the coach can generate, the more the coachee can
achieve.
Managing the Dynamic
Whether the coaching objectives are directed toward strategy, personal lead-
ership, transitions, or organizational change, at least 75 percent of that coach-
ing focuses on the human dynamic over the more technical aspects of the
challenge. In order to meet the coaching objectives in the desired time frame,
the coach must be able to skillfully manage that dynamic, allowing the
coachee to learn, grow, and succeed at an optimal rate. This growth takes
place at the very edge of the coachee’s comfort zone, where creative possibil-
ity is just within reach.
How does the coach produce such magic? First, the coach has a clear
understanding of what needs to be worked on, in large part because he or
she is able to think in terms of behaviors. For example, most people are
quick to hold a person’s personality at fault if they are not accomplishing
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