A good coach must believe unequivocally in the potential of the individual and operate on the assumption that the person receiving the coaching is the real expert about themselves and their work. As important as the procedures and skills of coaching is an attitude of mind. Every person has resources for improving performance. Useful questions are worth more than commands. Each person is responsible for their own contribution to the company.
Every setback represents a learning opportunity.
Experiments precede learning. Completing the four steps, specifying a goal to which the coachee is fully committed out of personal choice not obligation and working through anticipated obstacle up-front is most likely to lead to success. Also on a journey circumstances and destination can change and the on-going support of a coach is often valuable to help integrate the new information and modify strategy and goals. A director with a large German firm based in the UK wished to improve his communicational links with the German parent company. This would enable him to gain recognition for his management team, making it more likely for the subsidiary to gain resources in an ambitious expansion programme.