The Rodin Group

Robin Stein Rodin, Principal
(215) 370-5180

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Lessons Learned: Coaching to a Successful Outcome

This article was written for the Philadelphia Human Resource Society, PHRPS. It will appear on their web site and answers the question, under what conditions does coaching work best? Robin Rodin and Richard Marcus are Co-Chairs of The PHRPS Coaching Special Interest Group, SIG. The SIG meets once/month in an informal setting. It is comprised of experienced business coaches who discuss cases, share practices, and observe market trends.

Coaching works best when the coaching it is built on proven coaching methods and organizational relationships:

  • The focus is on helping a leader enhance their impact in the organization. They do this by knowing him/herself better so as to be more authentic and clear about strengths, aspirations, assumptions, shortcomings It aims primarily on building strengths vs. correcting weakness except where weaknesses need to be minimized or managed
  • It is included a part of a leadership development process and not a stand alone activity. Primary candidates for this process include newly promoted/hired leaders; hi-potentials and Senior leaders
  • The coachee's supervisor needs to be involved to support the process to ensure the coachee's success. The coach does not replace the supervisor's job as a performance manager
  • The internal HR, coach and the supervisor develop a relationship to understand and listen to the organizational view of the person (what people are saying about the coachee, and not telling them).
  • Clear goals, expectations, check-points and measures are established and agreed.

Coaching works best when the coachee is prepared and motivated to change:

  • The coachee owns/wants it for him/herself, vs. imposed or required by and manager or the HR department. This can be voluntary or can arise out of an awareness or crisis or pressure point that the leader may be experiencing
  • The coachee is open to feedback
  • The coachee is willing to try new things and accept accountabilities.
  • The coachee forms his /her own insights and developmental goals vs. have them prescribed by the coach or others.
  • The coachee is in charge of the process and the pace

Coaching works best when the coach brings the right skills and experience to the assignment:

  • Coaches should have a blend of skills and experience demonstrating their knowledge of: business, organizations and individual development
  • Coaches have humility and a focus on process. They do not bring the answers. They bring mirroring and powerful questions to draw out the best answers from the client.
  • Coaches know where to draw the line between helping their coachee and keeping the organization informed and in support of the coachee
  • The Coach maintains confidentiality; asks great questions and fosters an environment where great conversation is allowed to flow freely.