The Hidden Power of Coaching: Unleashing Accountability

Coaching has become a key element in most leadership development initiatives. Once conceived of as training reserved for only a few individuals at the apex of the organization chart, it is available to a much broader segment of the leadership team. A growing body of empirical data confirms the positive effect of coaching.

Analysis confirms that effective coaches have employees who are confident that the organization will achieve its strategic goals. Alternatively, ineffective coaches have employees who are twice as likely to think about quitting their jobs.

But what exactly produces these superior results? Is it that coaching communicates a strong interest in the individual's personal development that goes far beyond the immediate job performance? Is it the specific ideas and suggestions that are generated in the coaching dialogues? Or is it the enhanced self-confidence that is developed by the person being coached? Obviously there are many potential explanations.

One powerful dimension of a good coaching relationship that is often overlooked is accountability and follow through. If someone has thought about taking some action, but is the only person who knows about it, it is much easier to postpone taking action.

But, when a person being coached knows that his or her coach will inquire about what has been accomplished in the near future, this person is far more likely to take action. The anticipation of that conversation is a powerful motivating force.

Coaching effectiveness increases when the relationship between the coach and the person being coached is positive and built on trust. Coaching effectiveness increases when the coach possesses strong interpersonal skills. Coaching improves when the coach operates with a clear model in mind. But what we sometimes fail to realize is the profound impact of simply following up.

The challenge the coach faces, especially one who may coach several individuals, is keeping track of the variety of commitments and actions steps that the people being coached have said they will take. The process of capturing those commitments and tracking their progress is time consuming and complex. The more the coach involves the individual in tracking these commitments, the better the outcome will be.

In sum, the hidden power of coaching lies in regular, ongoing inquiry and periodic reminders that are communicated to the individual being coached.