coaching

1. Deming's “Operational Definition”
⁻ An operational definition is the first step
towards effective management.
⁻ It helps us build a clear understanding of
a concept so that it can be measured.
• You can’t manage, what you can’t measure;
• You can’t measure, what you can’t define;
• You can’t define, what you can’t understand.
So what is a “Coach”? What is “Coaching”?
What is our operational definition?

2. 1500’s: The first use of the word "coach"
in English refers to a particular kind of
carriage from a town in Hungary.
A carriage is a vehicle to transport
people from ‘where they are’ to ‘where
they need to be’.
From education & sports, coach becomes a verb “to coach” used in language to describe
the process used to transport people from ‘where they are’ to ‘where they need to be’
1830’s: The word coach becomes a slang term used by Oxford University students who
suggested that their tutor (as a “teacher or trainer”) was the one who “carried” them
through to be able to pass their exam.
1861: The first use of the term coach is applied to sports (coaching individuals &
teams). Referring specifically to one who trained a team of athletes to win a boat race.
Origin of the “Coach”

3. Fundamentally, a coach helps people move from where they
are to where they need to be (i.e. learning by solving problems)
Coaching is the process of teaching, instructing & training an
individual or group based on an established relationship.
a) Relationship means to establish authorities & accountabilities between the role of coach & learner(s). Clear roles is
the foundation to enable trust & to match the correct method to Teach, Instruct & Train based on learning needs.
b) Teaching means to tell, show or discover what to do, how to do it & why to do it w/feedback (Tell & Show them the
what, how & why; or help them Discover the what, how & why using active listening, inquiry & reflection)
c) Instructing means to direct or “advocate” that the learner take action; and to help the learner do what was taught
w/feedback (help them “Do it” as soon as possible) – “learn by doing”.
d) Training means to practice what was taught & instructed using realistic working conditions w/feedback (“train as
you will fight; fight as you train”). Practicing helps the learner “act their way into a new way of thinking & feeling”.
The output of coaching is to increase the ‘learners’ potential
capability & to help them achieve goals in their current role.
Operational Definition of Coach

4. Full Spectrum Coaching
-Telling what to do (Tell)
-Instructing when to do it (Do)
-Giving Advice (based on valid information)
-Making Suggestions (COA’s using valid information)
-Support practicing & Check/Act (Practice)
-Asking questions that
raise awareness
-Reflecting
-Summarizing
-Paraphrasing
-Showing how to do it (Show)
-Listening to understand
-Helping them “discover” (see) their problem (the gap)
-Helping them design their own actions
(what to do, how to do it, when to do it)
-Helping them commit to their actions &
partner w/them to practice & Check/Act
Discovery Driven
Learning (PDCA)
• Problem Type:
- Problem is unclear
- Root cause(s) are unknown
- Solutions are not known
• Individual(s) owns the problem:
- Defines the problem
- Identifies the root cause(s)
- Develops their solution(s)
- Implements & practices
solution(s)
• Coach facilities the process:
- Supportive & safe
- Discovery-based
- Inquiry & Active listening
• Problem Type
-Problem is clear
-Root cause(s) are known
-Solutions are known
• Coach owns the problem:
-Defines the problem
-Identifies the root cause(s)
-Develops the solution(s)
• Coach manages the process:
-Supportive & safe
-Prescriptive based
-Tell, Show, Do, Follow-up
• Individual or Team:
-Active participants
-Learns solution
-Practices solution
• Coach “helps” them solve their own problem
• Coach is non-directive (they enable change)
• Coach has “authority” granted by the “client”
Expert Driven
Learning (PDCA)
• Coach provides the solution to the problem
• Coach is directive to drive the change
• Coach has “authority” (prescribing, auditing, etc)

5. Coaching is a function of a “Role”
• Who must be a coach?
• All managers must be a coach to their people & teams
• All project managers must be a coach to their cross-functional teams.
• Who might be a coach (depends on the context)?
• Peers (i.e. peer coaching, internal consultant’s)
• Servicing entities (i.e. HR, Finance, IT, Procurement, EEO, etc)
• External entities (i.e. executive coaches, consultants)
• Subordinates (i.e. “managing/coaching up” – can be tricky)
Key Point: A “coach” must have the knowledge, skills & ability
required to move people from 'where they are' to 'where they need
to be’…you’re helping them solve a problem (closing the gap)
1. Original quote is “teach” vice “coach”. But teach is a method of coaching.
“You can’t coach what you don’t know, any more than you
can come back from where you ain’t been.” Will Rogers

6. Full Spectrum Coaching
-Telling what to do (Tell)
-Instructing when to do it (Do)
-Giving Advice (based on valid information)
-Making Suggestions (COA’s using valid information)
-Support practicing & Check/Act (Practice)
-Asking questions that
raise awareness
-Reflecting
-Summarizing
-Paraphrasing
-Showing how to do it (Show)
-Listening to understand
-Helping them “discover” (see) their problem (the gap)
-Helping them design their own actions
(what to do, how to do it, when to do it)
-Helping them commit to their actions &
partner w/them to practice & Check/Act
Discovery Driven
Learning (PDCA)
• Coach “helps” them solve their own problem
• Coach is non-directive (they enable change)
• Coach has “authority” granted by the “client”
Expert Driven
Learning (PDCA)
• Coach provides the solution to the problem
• Coach is directive to drive the change
• Coach has “authority” (prescribing, auditing, etc)
Example 1:
A “Leadership Coach”
(a form of “Professional Coaching” that Mr.
Visker & Laura H. are participating in)
Example 2:
A Manager facilitating a “Rapid Improvement Event”
with his team (depending the type of problem, they
may cover the entire spectrum in single event)
Example 3 & 4:
- A J1 “Instructor” “training” supervisors
to learn the “Job Instruction method”
- A Supervisor “training” a
team member in receiving
using the “Job Instruction
method”

7. • A coach helps people move from where they are to where they need to be.
• Coaching is a learning process – helping the learner close the gap between where they are vs where they need to be.
• Coaching is a learning process; and learning is fundamentally about solving problems (closing the gap between where you are
vs. where you need to be).
• Learning is a process of improving actions through better knowledge1; therefore, coaching is about transferring knowledge
from the coach to the learner.
• Learning is a process of improving actions through better knowledge1; therefore, coaching is about having the learner
“discover” the knowledge needed to improve.
• Coaching is a process of teaching, instructing & training an individual or group to achieve their goals.
• Coaching means to teach, instruct & train an individual to achieve their goals.
• Coaching is a process that transfers knowledge from the coach to the learner to help the learner close the gap between where
they are vs. where they need to be.
• Coaching is a process to teach, instruct & train an individual or team based on an established relationship of coach & learner.
• Coaching means to teach, instruct & train an individual to achieve their goals & increase their potential capability.
• Coaching is about helping people learn how to close the gap between where they are vs where they want to be
• Coaching is a process of helping an individual or group increase their potential & to achieve their goals
• Coaching is the process of teaching, instructing & training an individual or group (w/defined relationships)
• Teaching, Instructing & Training is fundamentally “Tell, Show, Do, Practice” using follow-up & feedback [Expert driven learning]
• Teaching, Instructing & Training is fundamentally “Discovering what to do, how to do it, why to do it & when to do it” using
follow-up & feedback [Discovery driven learning]
• The coaching process is fundamentally “Tell, Show, Do, Practice” using follow-up & feedback.
• The coaching process is about letting the learner “Discover what to do, how to do it, why to do it & when to do it” using
follow-up & feedback
• Coaching is a relationship between the coach and the learner with an intent to help the learner achieve their goals
• “Learn by doing”, under the guidance of a coach, is one of the most important methods of learning.
• If Learning is a process of improving actions through better knowledge1; then you don’t learn unless you “DO”!!!!
Ways of saying “Coach” consistent with the Operational Definition
(some are “discovery driven” vs. “expert driven” versions)
1. Adapted from Chris Argyris

9. Fundamentally, a coach helps people move from where they
are to where they need to be (i.e. learning by solving problems)
Coaching is the process of teaching, instructing & training an
individual or group. The process requires defining the
relationship between the coach and the ‘learner(s)’.
a) Relationship means to establish authorities & accountabilities between the role of coach & learner(s). Clear roles is
the foundation to enable trust & to match the correct method to Teach, Instruct & Train based on learning needs.
b) Teaching means to tell, show or discover what to do, how to do it & why to do it w/feedback (Tell & Show them the
what, how & why; or help them Discover the what, how & why using active listening, inquiry & reflection)
c) Instructing means to direct or “advocate” that the learner take action; and to help the learner do what was taught
w/feedback (help them “Do it” as soon as possible) – “learn by doing”.
d) Training means to practice what was taught & instructed using realistic working conditions w/feedback (“train as
you will fight; fight as you train”). Practicing helps the learner “act their way into a new way of thinking & feeling”.
The output of coaching is to increase the ‘learners’ potential
capability & to help them achieve goals in their current role.
Operational Definition of Coach

10. Fundamentally, a coach helps move (“transport”) people
from 'where they are' to 'where they need to be’.2
Coaching is the process of teaching, instructing & training in
relationship to individual(s) or team.
a) Relationship is establishing the authorities & accountabilities between the role of coach & individuals.
It is building trust & matching the correct method to Teach, Instruct & Train based on learning needs.3
b) Teaching is telling, showing, & discussing how to do something w/feedback (“Tell them, Show them”)
c) Instructing is directing to do what was taught w/feedback (have them “Do it”) – “learn by doing”
d) Training is practicing what was taught & instructed w/feedback (“acting your way into a new way of
thinking & feeling”) – “train as you will fight; fight as you train”
The output is to maximize an individual’s or team’s potential
capability & to help them achieve goals in their current role.
Operational Definition of Coach1
1. Modified and adapted from these sources: OPM, Oxford English Dictionary, Merriwian Webster, Elliot Jaques, International Coaching Federation, European Coaching & Mentoring.
2. Notice this is a form of problem solving. The gap creates the problem; the problem is an opportunity to improve by closing the gap; the coaching process is what is used to close the gap
3. Critical point: dependent on the relationship, the “individual” or “team” will Teach, Instruct & Train itself and the coach “facilitates” that learning (ex. Professional Coaching).

11. Fundamentally, a coach helps move people from where they
are to where they need to be (i.e. learning/problem solving)
Coaching is the process of teaching, instructing & training an
individual or group (w/defined relationships between coach & learner)
a) Relationship means to establish authorities & accountabilities between the role of coach & individual or group. This
enables trust & matches the correct method to Teach, Instruct & Train based on learning needs.3
b) Teaching means to tell, show or discover what to do, how to do & why to do it w/feedback (Tell them what to do &
Show them how to do it; or help them Discover what to do & how to do it using active listening, inquiry & reflection)
c) Instructing means to direct or “advocate” someone to take action; and to help them do what was taught w/feedback
(help them “Do it” as soon as possible) – “learn by doing”
d) Training means to practice what was taught & instructed w/feedback (“act your way into a new way of thinking &
feeling”) – “train as you will fight; fight as you train”
The output of coaching is to increase the ‘learners’ potential
capability & to help them achieve goals in their current role.
Operational Definition of Coach1

12. Fundamentally, a coach helps move (“transport”) people from 'where they are' to 'where they
need to be’.2
Coaching is the process to teach, instruct & train an individual or group. The process requires a defined
relationship between the coach & individual
Coaching is the process to teach, instruct & train an individual or group. The process requires a defined
relationship between the coach
"Coaching is the process of teaching, instructing, and training. The responsibility to coach is established
through a formal relationship and coaching in all its forms is executed through these relationships which
can be between one individual to another individual or to a group."
Coaching is a process to teach, instruct & train individual(s) or a team through a formal relationship
Coaching is a process to teach, instruct & train an individual or team using a formally established
relationship.
Coaching is a process to teach, instruct & train through a formal relationship w/individual(s) or
team.
Coaching is the process of teaching, instructing & training delivered through a formal
relationship w/individuals or team
a) Relationship is establishing the authorities & accountabilities between the role of coach & individuals. It is building trust & matching the correct
method to Teach, Instruct & Train based on learning needs.3
b) Teaching is telling, showing, or “discovering” how to do something w/feedback (“Tell them & Show them how”; or through active listening, inquiry &
reflection, the coach helps them “Discover how”.
c) Instructing is directing (or “advocating” to take action) and helping them to do what was taught or “discovered” w/feedback (help them “Do it” as
soon as possible) – “learn by doing”
Operational Definition of Coach1
1. Modified and adapted from these sources: OPM, Oxford English Dictionary, Merriwian Webster, Elliot Jaques, International Coaching Federation, European Coaching & Mentoring.
2. Notice this is a form of problem solving. The gap creates the problem; the problem is an opportunity to improve by closing the gap; the coaching process is what is used to close the gap
3. Critical point: dependent on the relationship, the “individual” or “team” will Teach, Instruct & Train itself and the coach “facilitates” that learning (ex. Professional Coaching).

13. Fundamentally, a coach helps move (“transport”) people
from 'where they are' to 'where they need to be’.2
Coaching is a process to teach, instruct & train an individual
or team using a formally established relationship.
a) Relationship means to establish authorities & accountabilities between the role of coach & individual.
This enables trust & matches the correct method to Teach, Instruct & Train based on learning needs.3
b) Teach means to tell, show, or “discover” what to do and how to do something w/feedback (“Tell them
& Show them how”; or through active listening, inquiry & reflection, the coach helps them “Discover
how”).
c) Instruct means to direct or “advocate” someone to take action; and to help them to do what was
taught or “discovered” w/feedback (help them “Do it” as soon as possible) – “learn by doing”
d) Train means to practice what was taught & instructed w/feedback (“act your way into a new way of
thinking & feeling”) – “train as you will fight; fight as you train”
The output is to maximize an individual’s or team’s potential
capability & to help them achieve goals in their current role.
Operational Definition of Coach1
1. Modified and adapted from these sources: OPM, Oxford English Dictionary, Merriwian Webster, Elliot Jaques, International Coaching Federation, European Coaching & Mentoring.
2. Notice this is a form of problem solving. The gap creates the problem; the problem is an opportunity to improve by closing the gap; the coaching process is what is used to close the gap
3. Critical point: dependent on the relationship, the “individual” or “team” will Teach, Instruct & Train itself and the coach “facilitates” that learning (ex. Professional Coaching).

14. Fundamentally, a coach helps move (“transport”) people
from 'where they are' to 'where they need to be’.2
Coaching is the process of teaching, instructing & training an
individual or group. The process requires a defined
relationship between the coach & individual(s)
a) Relationship means to establish authorities & accountabilities between the role of coach & individual.
This enables trust & matches the correct method to Teach, Instruct & Train based on learning needs.3
b) Teaching means to tell, show, or “discover” what to do & how to do something w/feedback (“Tell
them & Show them”; or help them “Discover the what & how” using active listening, inquiry &
reflection).
c) Instructing means to direct or “advocate” someone to take action; and to help them do what was
taught w/feedback (help them “Do it” as soon as possible) – “learn by doing”
d) Training means to practice what was taught & instructed w/feedback (“act your way into a new way
of thinking & feeling”) – “train as you will fight; fight as you train”
The output is to maximize the potential capability of the
Operational Definition of Coach1

15. Fundamentally, a coach helps move people from ‘where they are’
to ‘where they need to be’ ( i.e. to learn or to solve a problem)
Coaching is a process to teach, instruct and train an individual or
group (requires a defined relationship between coach & ‘learner’)
a) Relationship means to establish authorities & accountabilities between the role of coach & individual or group.
This enables trust & matches the correct method to Teach, Instruct & Train based on learning needs.3
b) Teach means to tell, show or discover what to do & how to do something w/feedback (‘Tell them what to do &
Show them how to do it’; or help them ‘Discover what to do & how to do it’ using active listening, inquiry &
reflection)
c) Instruct means to direct or “advocate” someone to take action; and to help them do what was taught w/feedback
(help them “Do it” as soon as possible) – “learn by doing”
d) Train means to practice what was taught & instructed w/feedback (“act your way into a new way of thinking &
feeling”) – “train as you will fight; fight as you train”
The output of coaching is to increase the “learners” potential
capability; and to help them achieve goals for their current role
Operational Definition of Coach1

16. Discover How
See how
Do it
Practice it
See what (problem)
See how (solution)
Do it
Practice it
See what (problem)
See how (solution)
Do it
Practice it
Tell what (problem)
Show how (solution)
Do it
Practice it
Tell them what they need to
know and why
Show them so they can
see what they are to do
Do the task lets the
learner practice doing
xxxx
• Client discovers what they need to know and
why (“seeing the problem”)
• Client discovers how it needs to be done
(“seeing the solutions”)
• Client does it (“do it”)
• Client practices its (xx

17. Full Spectrum Coaching
-Telling what to do
-Instructing when to do it
-Giving Advice
-Making Suggestions
-Support practicing & Check/Act
-Asking questions that
raise awareness
-Reflecting
-Summarizing
-Paraphrasing
-Showing how to do it
-Listening to understand
-Helping them “see” their problem (the gap)
-Helping them design their own actions
(what to do, how to do it, when to do it)
-Helping them commit to their actions &
partner w/them to practice & Check/Act
Discovery Driven
Learning
• Problem Type:
- Problem is unclear
- Root cause(s) are unknown
- Solutions are not known
• Individual(s) owns the problem:
- Defines the problem
- Identifies the root cause(s)
- Develops their solution(s)
- Implements & practices
solution(s)
• Coach facilities the process:
- Supportive & safe
- Discovery-based
- Inquiry & Active listening
• Problem Type
-Problem is clear
-Root cause(s) are known
-Solutions are known
• Coach owns the problem:
-Defines the problem
-Identifies the root cause(s)
-Develops the solution(s)
• Coach manages the process:
-Supportive & safe
-Prescriptive based
-Tell, Show, Do, Follow-up
• Individual or Team:
-Active participants
-Learns solution
-Practices solution
• Coach “helps” them solve their own problem
• Coach is non-directive (they enable change)
• Coach has “authority” granted by the “client”
Expert Driven
Learning
• Coach provides the solution to the problem
• Coach is directive to drive the change
• Coach has “authority” (prescribing, auditing, etc)

18. -Telling what to do
-Instructing when to do it
-Giving advice
-Making suggestions
-Supporting practice & check/act
Listen -Asking questions that raise awareness
-Reflecting
-Summarizing
-Paraphrasing
InquireAdvocatePrescribe
(Learning&results)
Full Spectrum Coaching
-Showing how to do it
-Listening to understand
• Individual(s) own the problem:
- Defines the problem
- Identifies the root cause(s)
- Develops their solution(s)
- Implements & practices
solution(s)
• Coach owns the problem:
-Defines the problem
-Identifies the root cause(s)
-Develops the solution(s)
• Coach manages the process:
-Supportive & safe
-Prescriptive based
-Tell, Show, Do, Follow-up
• Individual or Team:
-Active participants
-Learns solution
-Practices solution
PULL BASED
PUSH BASED
• Coach provides the solution to the problem
• Coach is directive to drive the change
• Coach has formal “authority” (prescribing, auditing, etc)
• Coach “helps” them solve their own problem
• Coach is non-directive (coach enables the change)
• Coach has informal “authority” granted by the “client”
-Helping them “see” their problem (the gap)
-Helping them design their own actions
(what to do, how to do it, when to do it)
Facilitate
(Learning&results)
-Helping them commit to their actions &
partner w/them to practice & check/act• Problem is unclear
• Root cause(s) are unknown
• Solutions are not known
• Coach facilities the process:
- Supportive & safe
- Discovery-based
- Inquiry & Active listening
• Problem is clear
• Root cause(s) are known
• Solutions are known

19. -Telling what to do
-Instructing when to do it
-Giving advice
-Making suggestions
-Support practicing & check/act
Listen -Asking questions that raise awareness
-Reflecting
-Summarizing
-Paraphrasing
InquireAdvocatePrescribe
(Learning&results)
Full Spectrum Coaching
-Showing how to do it
-Listening to understand
PULL BASED:
PUSH BASED:
-Helping them “see” their problem (the gap)
-Helping them design their own actions
(what to do, how to do it, when to do it)
Facilitate
(Learning&results)
-Helping them commit to their actions &
partner w/them to practice & check/act
Example 1:
An ELDP Executive Coach
(a form of “Professional Coaching” that Mr.
Visker & Laurie H. are participating in)
Example 2:
A Manager facilitating a “Rapid
Improvement Event” with his team
Example 3:
A J1 “Instructor” “training”
supervisors to apply the
“Job Instruction” method
Most
Coaching
is Here
Less
Coaching
is Here
Example 4:
A Supervisor conducting “Job
Instruction” session with a
team member in receiving

20. -Telling what to do
-Instructing when to do it
-Giving advice
-Making suggestions
-Support practicing & check/act
Listen -Asking questions that raise awareness
-Reflecting
-Summarizing
-Paraphrasing
InquireAdvocatePrescribe
(Learning&results)
Full Spectrum Coaching
-Showing how to do it
-Listening to understand
PULL BASED:
PUSH BASED:
-Helping them “see” their problem (the gap)
-Helping them design their own actions
(what to do, how to do it, when to do it)
Facilitate
(Learning&results)
-Helping them commit to their actions &
partner w/them to practice & check/act
Topic Underlying Assumption Example
“Teaching, Instructing,
Training” (i.e. Tell, Show, Do,
Practice, Followup)
Driven by the “expert” coach Discovered by the individual
or team being “coached”
Method of coaching “Discovery driven” “Expert driven”
Knowledge of “clients” work Usually not requirered,
because the individuals
Authority Formally defined by the
“Role” (ex. Manager)
Negotiated with the “clients”
(Executive Coach with “SES”)
Coaching Relationship Negotiated partnership of
equals
Usually subordinate

21. Coaching is a function of a “Role”
• Who must be a coach?
• All managers must be a coach to their people & teams
• All project managers must be a coach to their cross-functional teams.
• Who might be a coach (depends on the context)?
• Peers (i.e. peer coaching, internal consultant’s)
• Servicing entities (i.e. HR, Finance, IT, Procurement, EEO, etc)
• External entities (i.e. executive coaches, consultants)
• Subordinates (i.e. “managing/coaching up” – can be tricky)
Key Point: A “coach” must have the knowledge, skills & ability
required to move people from 'where they are' to 'where they need’
to be…you’re helping them solve a problem (closing the gap)
1. Original quote is “teach” vice “coach”. But teach is a method of coaching.
“You can’t coach what you don’t know, any more than you
can come back from where you ain’t been.” Will Rogers

22. Oxford English Dictionary (definitive source for English words origin,
meaning throughout time & how they are mostly used today)1
1. Teach:
• Show or explain to (someone) how to do
something
2. Instruct:
• Direct or command someone to do something
Or
• Teach (someone) a subject or skill
(“he instructed them in the use of firearms”)
3. Train:
• Teach (a person or animal) a particular skill or
type of behavior through practice and
instruction over a period of time.
Or
• Be taught through practice and instruction.
OED and numerous historical accounts of the origin of the English word
Coach..and its movement to a “verb” (to move people from where they
are to where they need to be by means of teaching, instructing & training).
OPM: “Coaching means to train, teach or give instruction”
OED: Coaching means to “train or instruct (a team or individual)”
MW: Coaching means “to teach, train, and direct (a team or individual)”.
OPM: “Fundamentally, coaching is an experiential development process that
supports learners in achieving specific professional goals. A successful
coaching engagement promotes and sustains professional growth and
competence”.
ICF: “Coaching is partnering with clients in a thought-provoking and creative
process that inspires them to maximize their personal and professional
potential”
Wikipedia: “Coaching is a form of development in which a person called a
coach supports a learner or client in achieving a specific personal or
professional goal”.
1. OPM used the word “Tutor”, but Tutor is “Teacher” or to “Teach”. OPM has multiple definitions of coaching, this one is from Performance Management
website. Also, for purposes of this, I used team or individual to replace words like “athletes” or “performer” or “sports team”, or “students”, etc..
Raw material (Plus Elliot Jaques) for our operational definition of coach

23. • “I hear and I forget.
• I see and I remember.
• I do and I understand.”
• -Confucius

24. Full Spectrum Coaching
-Telling what to do
-Instructing when to do it
-Giving Advice
-Making Suggestions
-Support practicing & Check/Act
-Asking questions that
raise awareness
-Reflecting
-Summarizing
-Paraphrasing
-Showing how to do it
-Listening to understand
-Helping them “see” their problem (the gap)
-Helping them design their own actions
(what to do, how to do it, when to do it)
-Helping them commit to their actions &
partner w/them to practice & Check/Act
PULL SYSTEM
• Problem Type:
- Problem is unclear
- Root cause(s) are unknown
- Solutions are not known
• Individual(s) owns the problem:
- Defines the problem
- Identifies the root cause(s)
- Develops their solution(s)
- Implements & practices
solution(s)
• Coach facilities the process:
- Supportive & safe
- Discovery-based
- Inquiry & Active listening
• Problem Type
-Problem is clear
-Root cause(s) are known
-Solutions are known
• Coach owns the problem:
-Defines the problem
-Identifies the root cause(s)
-Develops the solution(s)
• Coach manages the process:
-Supportive & safe
-Prescriptive based
-Tell, Show, Do, Follow-up
• Individual or Team:
-Active participants
-Learns solution
-Practices solution
• Coach “helps” them solve their own problem
• Coach is non-directive (they enable change)
• Coach has “authority” granted by the “client”
PUSH SYSTEM • Coach provides the solution to the problem
• Coach is directive to drive the change
• Coach has “authority” (prescribing, auditing, etc)

25. Fundamentally, a coach helps move (“transport”) people
from 'where they are' to 'where they need to be’.2
Coaching is a process of partnering, teaching, instructing
and training an individual or team.
a) Partnering is building the coaching relationship and properly matching the correct method and
approach to “teaching”, “instructing” & “training” based on the individual’s or team’s learning needs.
b) Teaching is telling, showing, & discussing how to do something w/feedback (“Tell them, Show them”)
c) Instructing is directing to do what was taught w/feedback (have them “Do it”) – “learn by doing”
d) Training is practicing what was taught & instructed w/feedback (“acting your way into a new way of
thinking & feeling”) – “train as you will fight; fight as you train”
The output is to maximize an individual’s or team’s potential
capability & to help them achieve goals in their current role.
Operational Definition of Coach1
1. Modified and adapted from these sources: OPM, Oxford English Dictionary, Merriwian Webster, Elliot Jaques, International Coaching Federation, European Coaching & Mentoring.
2. Notice this is a form of problem solving. The gap creates the problem; the problem is an opportunity to improve by closing the gap; the coaching process is what is used to close the gap.

26. Fundamentally, a coach helps move (“transport”) people
from 'where they are' to 'where they need to be’.2
Coaching is the process of teaching, instructing and training
an individual or team.
a) Teaching is imparting “knowledge, skills & abilities (KSA)” by telling, showing, and discussing how to
do something w/feedback (ex. lecture, demonstration, Socratic method, AAR, LCA, 5 questions, etc.)
b) Instructing is imparting KSA’s by directing what was taught. Specifically, here is “what to do, how to
do it, when to do it” w/feedback (students “learn by doing”/’act their way into new way of thinking”)
c) Training is developing KSA’s by practicing what was taught & instructed w/feedback (using OJT,
exercises, assignments, simulations, etc.). Key rule: “train as you fight; fight as your train”.
The output is to maximize an individual’s or team’s potential
capability & to help them achieve goals in their current role.
Operational Definition of Coach1
1. Modified and adapted from these sources: OPM, Oxford English Dictionary, Merriwian Webster, Elliot Jaques, International Coaching Federation, European Coaching & Mentoring.
2. Notice this is a form of problem solving. The gap creates the problem; the problem is an opportunity to improve by closing the gap; the coaching process is what is used to close the gap.

27. Dialogue
• “Knowledge of Work” is a fundamental requirement of “Coaching” (you
can’t coach what you don’t know – period!)
• This is subtle. For example, Mr. Visker is being “coached” how to conduct
“Professional Coa others to “coach” (so he is building “knowledge of work” for
coaching) But for most “coaching”, knowledge of work is clear. Can you coach
me how to do the four steps of “Job Relations”? You either know job relations,
know job relations
•
• Elliot Jaques research into “Authorities” is the key missing link for
misunderstanding coaching.
• A manager roles must have “tasking” authority (to “Instruct”) their
subordinates (as you can see from our operational definition of coaching,
“Instructing” is the linking mechanism of “Teach” & “Train”.
• But more subtly, his work on “Cross-functional Authorities” is just as
important. Specifically, his authority to “Prescribe” allows a role to “Instruct”
another role to do something. This makes “coaching” become

28. Fundamentally, a coach helps move (“transport”) people
from 'where they are' to 'where they need to be’.2
Coaching is the process of teaching, instructing and training
an individual or team.
a) Teaching is telling, showing, and discussing how to do something w/feedback (“What, how & why”).
b) Instructing is directing what was taught w/feedback (“you know what to do, and how to do it, do it”)
c) Training is practicing what was taught & instructed w/feedback (train as you fight; fight as you train)
The output is to maximize an individual’s or team’s potential
capability & to help them achieve goals in their current role.
Operational Definition of Coach1
1. Modified and adapted from these sources: OPM, Oxford English Dictionary, Merriwian Webster, Elliot Jaques, International Coaching Federation, European Coaching & Mentoring.
2. Notice this is a form of problem solving. The gap creates the problem; the problem is an opportunity to improve by closing the gap; the coaching process is what is used to close the gap.

29. Fundamentally, a coach helps move (“transport”) people from
'where they are' to 'where they need to be’.2
Coaching is a process to teach, instruct & train (individuals/teams)
a) Teaching is telling, showing, & discussing how to do something w/feedback (“Tell them, Show them”)
b) Instructing is directing to do what was taught w/feedback (have them “Do it”) – “learn by doing”
c) Training is practicing what was taught & instructed w/feedback (“acting your way into a new way of
thinking & feeling”) – “train as you will fight; fight as you train”
The output is to maximize an individual’s or team’s potential
capability & to help them achieve goals in their current role.
Operational Definition of Coach1
1. Modified and adapted from these sources: OPM, Oxford English Dictionary, Merriwian Webster, Elliot Jaques, International Coaching Federation, European Coaching & Mentoring.
2. Notice this is a form of problem solving. The gap creates the problem; the problem is an opportunity to improve by closing the gap; the coaching process is what is used to close the gap.

31. Fundamentally, a coach helps move (“transport”) people from 'where
they are' to 'where they need to be’.2
Coaching is the process of teaching, instructing and training an
individual or team.
a) Teaching is imparting knowledge, skills & abilities by lecture and discussion with
feedback (ex. Socratic method of questioning, AAR’s, the 5 questions, LCA, etc) ;
b) Instructing is imparting KSA’s by telling and/or showing “what to do and how to
do it” with feedback (results in “acting your way into a new way of thinking”).
c) Training is developing KSA’s through practice & instruction with feedback (ex.
OJT, exercises, assignments, simulations, etc). Key rule: “train as you fight; fight
as you train”.
The output of coaching is to help maximize an individual’s or team’s
potential capability & to help them achieve goals in their current role.
Operational Definition of Coach1
1. Modified and adapted from these sources: OPM, Oxford English Dictionary, Merriwian Webster, Elliot Jaques, International Coaching Federation, European Coaching & Mentoring.
2. Notice this is a form of problem solving. The gap creates the problem; the problem is an opportunity to improve by closing the gap; the coaching process is what is used to close the gap.
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