Some months ago, a prospective business coaching client asked me this question during a friendly first consultation. Her coaching topic resonated with me, partly because I had supported clients in similar circumstances before. We discussed the approximate duration of the coaching process (a few months), how often we would meet (every 2 to 6 weeks), and the length of each session (90 minutes).

Since she had never worked with a coach before, she asked me toward the end of our conversation, “But what exactly happens in coaching?” The honest answer: It depends on the coaching topic and is hard to generalize. Still, it is a legitimate question, one I would I’d like to examine more closely here.

Coaching defined: What it means and what it doesn’t

Coaching is about guiding individuals through a process of change. The principle is that clients already have the expertise they need to find their own solutions. As a coach, I don’t teach (as in training) or deliver answers (as in consulting); instead, I assist clients in uncovering the solutions that suit them best. They gain clarity about their goals, become aware of their resources, and move forward with (renewed) energy to take action.

What topics typically come up in business coaching?

Business coaching can address a wide range of topics, including career aspirations, team leadership or self-management challenges, navigating workplace conflicts, returning to professional life after parental leave, or preparing and applying for the next step on the career ladder. What these issues have in common is that they can feel daunting, require adept handling, and usually weigh (heavily) on the client’s mind before they decide to start coaching.

By the time clients come to see me, they have often been mulling over whatever it is that’s bothering them for weeks or even months, unable to make a decision or move forward. At times, they’re simply looking for a sparring partner to evaluate and/or tackle a situation together. You can find the types of questions my clients (typically) seek support with here.

Getting started: What to expect from the first coaching session

A coaching colleague once made an interesting observation: “A well-defined problem is often half the solution.” She’s absolutely right. In the first session, we not only clarify mutual expectations and analyze the current situation, but also define the goal the client wants to achieve by the end of the coaching process. Articulating their desired outcome and describing how they want to feel when this transpires already gives them a burst of energy: “Where attention goes, energy flows.” Beyond that, the first session is also crucial for getting to know each other, and creating a safe space where open (and confidential) dialogue can take place.[1]^,[2]

Moving forward: what to expect in the subsequent coaching sessions

The key tool in all sessions is to ask questions that prompt clients to explore their goal or issue from multiple angles. This process not only helps lay bare the stumbling blocks standing in their way but also reveals the resources that will help them to reach their goal. Typically, these are found in the following areas:

• Values: What values are important to me? How are they currently being lived up to?
• Personality: Personality type, neurobiology, interests, needs, etc.
• Skills: What mental-emotional, social, neuro-physical, and technical skills are available to me? Which ones would I like to strengthen?
• Knowledge: Knowledge in areas such as communication (1:1, within teams, non-violent communication, etc.), career, health, etc.
• Concepts: Reactance patterns (“Be perfect!”), constructs (“a good boss/employee”), beliefs.
• Self: Identity, self-image, life phase.

The methods applied in a coaching session vary depending on where the resources or obstacles are to be found. They range from uncovering and changing internal drivers (“I must be perfect!”, “I’m not at fault.”, “I must not stand out.”) or beliefs, to preparing for specific situations like a pitch for the next career step or challenging personnel conversations.

In situations where important decisions have to be made, methods like the Zurich Resource Model, and approaches like “Competing Commitments” or the “Socratic Dialogue” can be applied. The objective is to consistently gain a deeper insight into the issue, understand it thoroughly, and bring about a positive change.

How clients can get the best results from their coaching

In coaching, it’s the coach’s job to take care of the process, while the coachee is accountable for the results. This is most successful when clients are open, curious, and self-reflective, and recognize that only they (not the coach) can reach their goal. Additionally, they need to take time in their daily lives between sessions to try out new behaviors, implement next steps, and regularly reflect on whether and why something worked or didn’t work (at first).

Nobody moves backward in coaching: it’s forward all the way

Ideally, clients will achieve the goal they set themselves at the start of the coaching process. For instance, my clients have successfully navigated career transitions after parental leave, have turned restructuring including a job loss into a positive, have entered into the job application or selection process fully prepared, or have simply handled conflicts with more composure and strategy. What’s just as crucial, however, is that clients conclude the coaching process with increased clarity, energy, and the realization that they have far more power to make positive changes in their careers than they initially believed.

The potential client I mentioned earlier ultimately chose not to work with me. Yet, unknowingly, she provided the spark for this blog post 😊. If you have a professional issue where you’re feeling stuck, feel free to schedule an initial consultation, and we can explore together if and how I can support you.

[1] Schreyögg, Astrid (2003). Coaching. Frankfurt/Main.

[2] Amberger, Benedikt, Erfolgsfaktoren im Coaching, in: Coaching Magazin 3/2014.