Transformational coaching is the art of assisting people to grow in line with their own aspirations, beyond their current reality, toward a new, evolving vision. If coaching is genuinely transformational, the vision and goals that emerge may be significantly beyond what they originally conceptualized. The coach, or manager-coach, must do this in a way that the employee feels is helpful, where the employee feels supported, and where the employee feels a sense of trust and confidence in the integrity of the coach and the confidentiality of the coaching conversations.This process requires a special coaching alliance — a supportive caring relationship — involving genuine communication not only between the coach and the employee, but if the goal relates to performance or leadership, ideally also between the employee being coached and their key stakeholders.
This transformational coaching process can include discussions, for example, about one's executive presence, interpersonal skills, business skills, or perhaps about their values, strengths and dreams.
The coach must:
Coaching has become the dominant method to provide customized development, and when used widely in an organization by trained, competent coaches, it helps create a high-performance working environment where employees value these respectful, growth producing coaching conversations. People experiencing coaching learn how one can improve their working relationships, their individual work performance, and their constructive contributions to the team.
Central to the effectiveness of coaching is the individual being open to feedback as a learning tool which produces high levels of personal accountability, professional development, and high trust relationships. In this way, coaching often not only improves job performance, engagement, satisfaction, and customer satisfaction, but can lead to transformational growth where an employee's potential is unleashed to a much higher degree than ever would have occurred without the coaching relationship.