When a leader gets caught up in blaming and criticizing others for a problem, its not a bad thing for them to vent their frustration briefly to their coach. However, my clients who’ve done this know that I will ask “What role do you play in the issue?” and “What role can I play to turn it around?” Often, they find that they have more at stake than they thought, as well as some ideas for turning the situation around.

It’s freeing to consider that there is something the leader can do. Just the thought of taking action can light them up.

The next time you feel as if a situation is out of your control and you are a victim, ask yourself:

• What role do I play in this issue?
• What role can I play to turn the situation around?

The term has been confused, misused, misunderstood and blasphemed. Yet, coaching is hot in the workplace. Executive coaches work with senior leaders and high potentials. More to the point, organizations are starting to consider the skill of coaching as an essential core competency for their leadership. Organizations that understand the importance of a developing, learning environment understand what “coaching” is.

But what I find is “coaching” most often confused with “feedback”, and sometimes “advice”. Here are some differences between coaching and feedback:

Coaching is:

• Focused on future behavior
• Developmental
• Inquiry oriented
• Used to help good performers move in the direction most appropriate for them

Feedback is:

• Focused on past behavior
• Evaluative
• “Telling” or “Advice” oriented
• Used to help poor performers move in a prescribed direction

In the end, coaching is about “letting go” and assuming the person being coached is whole, smart, and understands the best direction to head in. Feedback is more about control. Any questions?

See my favorite web sites on coaching: Professional Coaches Association of Michigan, International Consortium of Coaching in Organizations, International Coach Federation, Aspire Collaborative Services LLC.