It starts like this.
‘We need your help. Sam is not performing, seems demotivated, doesn’t follow instructions and has become quite surly toward everyone. Can you come in as a coach to find out what is wrong and to help improve the situation.’
Sam could be anyone at all: an expensive graduate with potential, someone nearing retirement, a woman newly appointed to the executive team, or a person whose performance has dropped off for no obvious reason.
The advantage of coaching is that with it focuses on the individual. A coach can accurately identify problems, tailor personalised solutions and oversee their application. The disadvantage of coaching is that it focuses on the individual! You have to be sure that you are coaching the right person, or people.
Organisations are systems. One needs always to look at how the parts are interacting. Has the person who is not performing been given positive feedback when they did well? Have expectations and standards been clarified? Has critical feedback been in time and constructive? When behaviour has been inappropriate has this been discussed and positive models provided?
There is no doubt that coaching can help individuals but when the cause of the problem lies with ineffective management, outdated systems or inefficient IT, coaching the consequence of the problem will not solve the cause.