Establishing the context for coaching is fundamental to any business programme.  A diagnostic consultation carried out prior to any programme will help determine what’s required and also any specific issues that need to be addressed.  Sometimes the reason for coaching is simple; sometimes a pre-consultation raises further issues that need to be considered before coaching begins.  The length of programme and duration of each coaching session is tailored to meet specific requirements and will typically range anywhere from 6 – 12 sessions and between 30 minutes to 3 hours each in duration. 

Prior to commencement, the sponsoring employer will relay to the coachee the reason for coaching and any targets that are expected to be met by the time it concludes.  If there is no set agenda, the focus of the programme is dictated by the coachee, focusing on any situation that is having a negative impact upon them, either professionally or personally.

The wide boundaries of coaching are another reason why it can work so effectively.  The content of each coaching conversation is confidential, giving the coaching relationship the opportunity to discuss issues openly, without fear of recrimination or blame.  This may include issues outside of the workplace that affect performance inside.

Maintaining levels of trust and openness between coach and coachee means strict parameters are adhered to when providing feedback to the employer about progress made.  Feedback therefore will not comment directly on any conversation held within coaching meetings, only on progress made towards the mutually agreed targets.  This therefore preserves confidentiality, which gives power to the coaching relationship.  A coach is not there to take sides, a coach is present to get results and target anything that acts as a barrier to success.