A hard, managerial focus will emphasise tasks, problem-solving, improvement in performance and results. The coach and client need to understand the process and be skilful. Competence is needed. Participants ideally need to be able to review their own processes of interaction and learning. Oh, no not that again.
Many processes are involved in learning - coaching is one activity.
We may define key objectives, projects, action planning and discuss performance assessment processes. However the ideal interpersonal conditions for a sound coaching relationship may be jeopardised where appraisal decisions are also on the table and job rewards are dependent on the outcomes of such evaluation. Clearly physical factors affect learning. It may be difficult to do coaching in a noisy, busy office with constant interruptions or in a smoky pub or workshop filled with risks that require constant attention. Beyond this, social and psychological factors influence learning greatly.