Fixing what’s broken…

I got a call from a former coaching client asking me to work with one of her employees.  It seems as though Ben was getting on people’s nerves.  The manager wanted a coach to determine the problem and fix it.

What’s wrong with this picture?

First, “fixing someone” isn’t coaching… and based on the issue with the employee, my first question would be “what should the manager be doing that they are not?”   I’m not trying to be hard on a manager when they reach out for help.  However, coaching is not intended to be used in place of what a manager should be doing. 

So, let’s be clear.  Coaching is about developing people to their full potential.  Coachlike leaders do that for their employees on behalf of company results and employee development.  Professional coaches do that on behalf of clients who want to change or grow.

What do you think?

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