Does coaching work on stagnant employees?

One of the basic requirements a coach should do before starting the coaching journey is to gauge the coach-ability of the client.

In my interactions with organizations, I have often been asked whether leadership coaching will benefit people who are not responding to other interventions initiated by HR or their managers to increase performance or bring about an intended change in their behavior.

While coaching works remarkably well proactively for clients who want to move forward, it works equally good although a bit slower initially with clients who are not so open.

A boat cannot be steered until it is moving. With even a single session, the client may experience a space where he is able to open up, share his feelings in a non judgmental way.

After a few sessions, as the client sees the benefit accruing to him and appreciates the investment done by the organization in him, his focus shifts to making things work even if the circumstances are the same.

As the blocked up energy is released, the coach through relevant questions is able to move the client towards the agenda of his choice.

The coach partners with the client to establish an agreement upfront and also during each session so as to confirm what the client wants to achieve.

Coaching is about co-creating the relationship and should not be forced on the client. A coaching mindset acknowledges that clients are responsible for their own choices.

A good coach though challenges the client to move out of their comfort zone, it is done through an invitation to explore and a willingness evidenced by words, energy or body language of the client.

The client gains the most when they show their commitment to follow the process, are open in sessions and work on the action steps or reflections which come out from a session with sincerity.

Like the captain of a ship, the client can then tread the oceanic waters and navigate his way to the destination of his choice.