ABSTRACT
We need to see coaching differently from the way it has been viewed within some organizations in the past, where the word has often carried a remedial rather than a developmental connotation – people needed to be coached because they were not performing well at current tasks. One problem with the remedial approach is that attention is focused on finding and implementing a solution to the immediate performance problem. This can mean that the coach, with potentially greater organizational experience or expertise than the learner, is tempted to take responsibility for prescribing a solution. And if they can’t resist the temptation to do that they end up taking responsibility for the individual’s learning too.
