Coaching Relationship

Establishing a Coaching Relationship with Subordinates

Developmental coaching is an embodiment of the often-stated organizational value that "Our people are our greatest asset."

• By Doug Silsbee

• Mar 01, 2005

MOST people agree coaching is an essential part of managing and leading people, but doing so can be fraught with difficulties. The authority of the coach/boss over the employee and the potential for the supervisor's interests to differ from the individuals' interests are critical factors to consider. Dealing in a straightforward and realistic fashion with these difficulties is essential to establishing the trusting relationship within which real learning and development can take place.

Performance Management vs. Developmental Coaching

Prior to doing any coaching, be careful to distinguish between performance management and developmental coaching.

Performance management is an effort to maximize the employee's contributions to organizational goals by measuring her performance as objectively as possible, providing feedback, and developing strategies together to improve this performance. Developmental coaching is an effort to develop the employee's capacity to meet his own goals, where the coach operates in service to the employee's interests.

When the employee is highly motivated to succeed within the organization, performance management and developmental coaching often will look similar. On the other hand, when the employee is dealing with significant personal issues, seeking better work/life balance, or considering alternative career paths, performance management and developmental coaching diverge, and can even conflict. Here, the organization's goals (keep the employee, get the employee to model commitment) may conflict with the employee's goals (get a different job, be home with kids in the evening.) When we also consider the authority and power the supervisor has over the employee, the potential for misunderstandings and mistrust is even more...