1. Coaching isn’t about giving advice.

It’s about framing the conversation such that the coachee finds their own way (power to).

2. What the coach believes the coachee will perceive.

The coach must work from the belief that the agreed outcome will, could or should happen.

3. An experienced coach learns how to work from a beginner’s mind.

4. To coach is to listen in the way the coachee has always wanted to be listened to.

5. To coach is to help connect the coachee with their own story

New behaviour emerges only when the coachee changes the conversation they are having with themself. Ask great questions, introduce a new metaphor, share a compelling story, open the door to best practice and personally model the behaviour being sought.

6. A great coach is tough-minded.

Tough questions, candour and the capability to talk to power become the tools of the trade. Silence is invariably the best question of all.

7. Coaching is a supportive behavioural dance.

Coaching mastery draws on a robust coaching model, meaningful executive experience, cultural relevance, interpersonal sensitivity and mental agility. As an example, if the coachee’s role involves significant international experience, a coach without that experience is a poor fit.