Coaching process: coach administration level

This is the simplest TOTE that the coach has to run, but it has to be done effectively in order to maintain credibility, confidence and rapport.

At the start of the session the coach and coachee need to agree the role of the coach, how much time is available for the session, the location of the meeting and what the expectations of the coachee are likely to be.

In most circumstances the coach’s role is purely to support and challenge the coachee. Sometimes there are extra requirements imposed by an employer or other third party, and these need to be made explicit in a way that doesn’t undermine rapport and the validity of the coaching process.  Again, in most circumstances the coach will wish to provide a complete assurance of confidentiality because that provides the most powerful backdrop for effective coaching.

The choice of location will have a bearing because almost all locations carry some sort of associations for the coachee (whether good or bad).  Confidentiality and comfort also need to be considered: a completely open office may constrain the repertoire of things that either or coachee consider to be appropriate.

There are no hard and fast rules about timings – coaching can be effective in just a few minutes or over several hours, with subsequent sessions.  For any reasonably significant personal outcome, it would be wise to allow a reasonable time to allow exploration of possibilities over maybe an hour or two at a time – any longer than this can be tiring, and difficult to fit into busy business schedules.

Once all these aspects of administration have been covered, it is important for the coach to take responsibility for ensuring that they are all adhered to during the session.