Coaching focuses on people learning rather than
us teaching them. The Holy Spirit teaches and
reminds (John 14:21). Coaches actively listen
and ask reflective questions, supportively
challenge limited beliefs and behaviors—all in
order to assist people to hear from God and
respond to Him.
This practice of coaching in leadership
development is actually a throwback to the
historic roots of word “coach,” which is the Kocs
wagon of 15th-century Hungary. A coach
figuratively “carries” a person to his or her
desired destination through ongoing
conversations, thought-provoking questions and
support.
In practice,
· A coach focuses on the agenda of the
coachee. The coachee decides which goals or
problems to work on, not the coach.
· A coach uses powerful questions to
generate new learning. The coach does not
teach or advise, but rather asks questions and
listens.
· A coach encourages action. The coachee
develops his or her own action steps, not the
coach.
· A coach supports change. A coach follows-
up to support personal learning, growth and
change, rather than demanding change.
Those who are coached (coachees) are in the
driver’s seat. They choose their own growth
goals, reflect deeply on their current situation,
think through their options and decide their next
steps.
Coaching may sound great, but you may be
wondering how this fits with teaching. After all,
didn’t Jesus tell people what to do and how to
believe? Aren’t the Ten Commandments rather
clear in telling us what God’s expectations are of
us in terms of lifestyle? Developing leaders
requires that we teach and train others, does it
not?
Yes, yes and yes!
You’ll get no argument from me. I love to teach
and do regularly. The question is: What teaching
methods are most effective for developing
leaders? There’s more to teaching than telling.
It’s been shown again and again that adults
learn better through dialogue and discovery than
by someone lecturing to them.
Think of how you like to learn. Maybe you can
relate to Winston Churchill when he said, “I am
always ready to learn although I do not always
like being taught.”
As we develop leaders, I want to suggest a
different approach—integrating coaching skills.
Leaders are developed through a mysterious
mixture of reflection, experience, ideation,
authenticity, critical thinking and guidance. It can
be a messy process. A coaching approach
facilitates this process.

Okay