Blog: Coaching and Action Learning

One of the advantages of the coaching process is that it can be done in a wide variety of formats and still retain its powerful benefits.  In this article, we acquaint the reader with the basic formats in which coaching can be done.  We use the term “format” to refer to the physical configuration or context in which the coaching occurs.  We use “mode” to refer to the medium of communication among participants.

We do not review the many different types of applications in which coaching can be done.  For that information, see Some Common Types of Coaching .

First, a Reminder “What is Coaching?”

As the field of personal and professional coaching has grown, so have different perspectives and definitions of coaching.  Many coaches might agree with the following definition:

“Coaching involves working in a partnership between coach and client(s) to provide structure, support, inquiry and feedback for clients to:

1. Take a complete look at their current state, including their assumptions and perceptions about their work, themselves and/or others;
2. Set relevant and realistic goals for themselves, based on their own nature and needs;
3. Take relevant and realistic actions toward reaching their goals; and
4. Learn by continuing to reflect on the inquiry and feedback, and on the results of their actions to achieve their goals.

For more perspectives on coaching, see What is Coaching?

Informal and Formal Coaching Relationships

Coaching Conversation (or Session)

Coaching can occur as a one-time exchange between people – between a professional coach and client (coachee) or even between people who are not necessarily trained as coaches.

Coaching Project (or Program)

This occurs between a professional coach and coachee in a professional relationship (or project) that is highly customized to the nature and needs of the coachee.  The relationship is formalized in a coaching contract and usually involves numerous coaching sessions.  Sometimes a coaching project is referred to as a coaching program, however, a program is typically a series of activities to teach coaching, for example, a coaching program or coaching school.

Formats of Coaching

Self-Coaching

This is one of the most forgotten formats of coaching.  Coaching teaches us that, when we get stuck, it’s often because of how we perceive a situation.  One of the most frequently used coaching tools is asking questions to generate reflection, insights, and relevant and realistic actions to address a current priority.  You can ask yourself powerful questions to examine your own perceptions, assumptions and conclusions about a current priority.  Although it’s often best to involve someone else in that inquiry (because the other person can help show “what you don’t know that you don’t know), you can still learn a great deal about yourself and your situation by self-coaching.

One-on-One Coaching

One-on-one coaching (or one-to-one coaching) is probably the most common format of coaching.  One-on-one coaching can be done between two peers or with a professional coach.  The term “peers” refers to people who come together as equals to address a priority and learn at the same time.

• Peer Coaching in One-On-One Format
  In peer coaching, people coach each other.  Peer coaching can be done with two people or in a group.  This opens up a wide range of possibilities for participating in coaching because you likely have many peers who could coach you, for example, a friend, family member or colleague.
• Professional Coaching in One-on-One Format
  Professional coaching involves a person trained in a particular coaching model and who might have achieved certification from a coaching school.  The coach might have strong skills, including in assessments, listening, inquiry, and moving the coachee forward to actions and learning.

Group Coaching

Although group coaching often does not quickly achieve the attunement, engagement and intimacy of a one-on-one coaching experience, group coaching can be powerful means for many people to benefit from the coaching process.   (Many people would agree that an outcome from group coaching is “team building” and, thus, use that label rather than “group coaching.”)

NOTE:  As the field of coaching has grown, so has the number of coaches who customize their own approach to group coaching, so has the different perspectives on group coaching, and so has the different names for the types of coaching groups.

• Peer Coaching in Groups
  In peer coaching groups, one or more members might be coached by other group members.  Facilitation could be the responsibility of one person or the entire group.
• Professional Coaching in Groups
  In this format, a professional coach coaches one or more group members, while other members either observe or take part in sessions.
• Action Learning Groups (“Sets”)
  In an Action Learning group (often called a “set”), members address a current, urgent priority (or priorities) by sharing inquiry and taking actions between meetings to address the priority.  Action Learning does not often refer to this exchange as “coaching,” although many coaches would recognize it as coaching.  (Action Learning often refers to an external facilitator as a “learning coach.”)  Groups can be externally or self-facilitated.

Organizational Coaching

Organizational coaching aims to enhance the performance of a unit in the organization (a department or process) or the entire organization, and can include a variety of other domains of coaching.  One of the outcomes from organizational coaching often is a “coaching culture,” in which coaching is a primary nature of exchange and development among employees.

Systems Coaching

Occasionally, coaches (especially in the field of Organization Development) refer to systems coaching, and associate various contexts of coaching, including, for example, gender coaching, team coaching and organizational coaching.  However, many people would argue that all forms of coaching are systems coaching because a person, group and organization are each a system.

Modes of Coaching

Face-to-Face vs. Virtual

The coaching process can be done where people are directly interacting with each other or done by means of telecommunications (phone, Web, etc.).  Many people might react that virtual coaching would seem less effective, however, much coaching is very effectively done virtually.

Synchronous vs. Asynchronous

Synchronous coaching is when the coach and coachee(s) directly respond to each other, for example, in a vocal exchange.  Asynchronous coaching is when communications between the coach and coachee(s) can have even significant delays, for example, when each is reading and responding to emails from others.

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