Coaching is a structured, collaborative process where a trained professional (coach) supports an individual or team to develop specific skills, achieve goals, or improve performance through guided conversation, feedback, and accountability. 

In Australian organisations, coaching is widely used for leadership development, career transitions, performance improvement, and personal growth.

The process is forward-looking and goal-oriented, focusing on solutions rather than problems. Coaches work collaboratively with their clients (sometimes called “coachees”) to establish clear objectives, explore options, develop strategies, and maintain accountability for progress.

Types of coaching in Australian organisations

Executive

Executive coaching supports senior leaders in enhancing their leadership effectiveness, decision-making, strategic thinking, and organisational impact. In Australia, executive training has become a standard development offering for C-suite executives and senior managers in both public and private sectors.

Leadership

Leadership coaching focuses on developing the capabilities of managers and emerging leaders, helping them build essential skills such as team management, communication, delegation, emotional intelligence, and strategic thinking. Australian organisations increasingly employ leadership coaching to strengthen their leadership pipeline.

Career

Career coaching assists individuals in navigating career decisions, transitions, and advancement. This may include clarifying career goals, developing career strategies, preparing for promotions, or managing career changes. In Australia’s evolving job market, career coaching has gained prominence as professionals seek to adapt to changing industry landscapes.

Performance

Performance coaching aims to enhance specific aspects of workplace performance, helping individuals overcome challenges, improve productivity, and achieve key performance indicators. Many Australian organisations incorporate performance coaching into their performance management systems.

Skills

Skills coaching targets the development of specific technical or interpersonal skills required for job success. This might include communication, presentation, negotiation, conflict resolution, or role-specific technical capabilities.

Team

Team coaching works with entire teams to improve collective performance, communication, collaboration, and alignment. As Australian workplaces increasingly rely on cross-functional teams, team coaching has become a valuable intervention for enhancing team effectiveness.

Wellbeing

Wellbeing coaching focuses on supporting individuals to maintain work-life balance, manage stress, build resilience, and sustain high performance. With growing awareness of workplace mental health in Australia, wellbeing coaching has emerged as an important component of organisational wellbeing strategies.

The coaching process

A typical coaching engagement in Australian organisations follows a structured process:

1. Contracting and goal setting

Establishing the coaching relationship, clarifying expectations, and defining specific, measurable goals for the mentoring work.

2. Assessment and awareness

Gathering information about the coachee’s current situation, strengths, development areas, and opportunities for growth. This may involve formal assessments, 360-degree feedback, or reflective exercises.

3. Action planning

Collaboratively developing strategies and action plans to achieve the identified goals.

4. Implementation and practice

Putting plans into action between mentoring sessions, with the coachee trying new approaches and skills in real-world situations.

5. Reflection and learning

Reviewing progress, discussing experiences, extracting learnings, and refining approaches based on real-world application.

6. Accountability and progress tracking

Maintaining accountability for commitments and tracking progress toward established goals.

7. Evaluation and closure

Assessing the outcomes of the mentoring engagement and planning for sustained development beyond the formal nurturing relationship.

Models and methodologies

Various nurturing frameworks are used in Australian mentoring practice:

1. GROW model
   One of the most widely used mentoring models globally and in Australia:
   • Goals: Identifying what the coachee wants to achieve
   • Reality: Exploring the current situation
   • Options: Generating possibilities for action
   • Will (or Way Forward): Committing to specific actions
2. Solution-focused
   Emphasises identifying solutions rather than analysing problems, focusing on exceptions to challenges and envisioning a preferred future.
3. Cognitive behavioural training
   Applies principles from cognitive behavioural therapy to help coachees identify and modify unhelpful thinking patterns that impact their performance.
4. Strengths-based training
   Focuses on identifying and leveraging individual strengths rather than addressing weaknesses.
5. Ontological
   Explores how a person’s way of being (language, emotions, and physiology) shapes their perceptions and actions, seeking transformation at this fundamental level.
   

Benefits of coaching

Research and practice in Australian organisations highlight several benefits:

1. Enhanced leadership capability
   Improved leadership skills, strategic thinking, and people management abilities.
2. Increased self-awareness
   Greater recognition of personal strengths, limitations, and impact on others.
3. Improved performance
   Enhanced productivity, effectiveness, and achievement of key performance indicators.
   
4. Better communication skills
   More effective communication, influencing, and relationship management.
5. Higher engagement and retention
   Increased engagement, commitment, and loyalty to the organisation.
6. Accelerated development
   Faster skill acquisition and career progression.
7. Work-life integration
   Better management of professional and personal priorities.
   

Coaching in Australian context

The mentoring industry in Australia has several distinctive characteristics:

1. Professional standards
   The coaching profession in Australia is represented by bodies such as the International Coach Federation (ICF) Australia, the Australian Board of NLP and Coaching (ABNLP&C), and the Institute of Executive Coaching and Leadership (IECL), which promote professional standards and ethical practices.
2. Credentialing and accreditation
   Many Australian organisations prefer coaches with recognised credentials such as ICF certification, although the industry remains largely unregulated.
3. Integration with HR practices
   Many Australian organisations have integrated nurturing into their broader talent management and development frameworks.
4. Diverse delivery methods
   In Australia is delivered through various channels, including:
   • External professional coaches
   • Internal organisational coaches
   • Manager-as-coach approaches
   • Virtual/remote
   • Group and team
5. Evidence-based approach
   Australian organisations increasingly demand demonstration of return on investment and measurable outcomes from nurturing interventions.

Common questions

What is the difference between coaching and mentoring?

While there is some overlap, coaching typically focuses on drawing out solutions from the coachee through questioning and reflection, whereas mentoring involves sharing the mentor’s experience and wisdom. Coaches help individuals find their own answers, while mentors often provide advice based on their expertise. In Australian organisations, both approaches are valued and often used complementarily.

How long does a typical coaching engagement last?

In Australia, nurturing engagements typically range from three to twelve months, with sessions held fortnightly or monthly. Executive coaching programs often last six to twelve months, while skills-focused coaching might be shorter. The duration depends on the complexity of goals and the organisation’s budget and expectations.

How is coaching effectiveness measured?

Australian organisations measure nurturing effectiveness through various approaches, including:

• Goal achievement assessment
• Pre and post assessments
• 360-degree feedback
• Performance improvements
• Behavioural change observations
• Coachee self-reports
• Return on investment calculations

Who typically receives coaching in Australian organisations?

While executive was traditionally reserved for senior leaders, nurturing has democratised in recent years. Many Australian organisations now offer nurturing at multiple levels, including:

• Executive leadership teams
• Middle managers
• High-potential employees
• Teams undergoing significant change
• New leaders in transition