Nancy Zentis, CEO of the Institute of Organisation Development in Fort Myers, Florida, USA has defined 15 types of Coaching.
1. Business coaching– Business coaching is the practice of providing support and occasional advice to an individual or group in order to help them recognise ways in which they can improve the effectiveness of their business. Business coaching is always conducted within the constraints placed on the individual or group to meet organisational goals.
2. One on One Coaching for Executives – One on one coaching is increasingly being recognised as the way for organisations to improve Executives for developing new skills, improving performance and preparing for advancement. Coaching at the executive level tied to organisation goals, often results in improved business results. Executive coaching is often delivered by coaches operating from outside the organisation whose services are requested for an agreed duration or number of coaching sessions.
3. Personal/Life Coaching – The personal/life coach helps individuals gain awareness of and clarify their personal goals and priorities, better understand their thoughts, feelings, and options, and take appropriate actions to change their lives, accomplish their goals, and feel more fulfilled.
4. Career Coaching – The career coach helps individuals identify what they want and need from their career, then make decisions and take the needed actions to accomplish their career objectives in balance with the other parts of their lives.
5. Group Coaching – Group coaches work with individuals in groups. The focus can range from leadership development to career development, stress management to team building. Group coaching combines the benefits of individual coaching with the resources of groups. Individuals learn from each other and the interactions that takes place within the group setting.
6. Performance Coaching – Performance coaches help employees at all levels better understand the requirements of their jobs, the competencies needed to fulfill those requirements, any gaps in their current performance, and opportunities to improve performance. Coaches then work with the employees, their bosses, and others in their workplace to help the employees fill performance gaps and develop plans for further professional development.
7. Newly Assigned Leader Coaching – Coaches of individuals assigned or hired into new leadership roles help these leaders to “onboard.” The goal of the coaching is to clarify with the leader’s key constituents the most important responsibilities of his/her new role, the deliverables in the first few months of the new assignment, and ways to integrate the team (s)he will lead with the organization. The major focus of this type of coaching is on helping the new leader to assimilate and achieve his/her business objectives.
8. Relationship Coaching – The relationship coach helps two or more people to form, change, or improve their interactions. The context can be work, personal, or other settings.
9. High-Potential or Developmental Coaching –The coach works with organisations to develop the potential of individuals who have been identified as key to the organisation’s future or are part of the organisation’s succession plan. The focus of the coaching may include assessment, competency development, or assistance planning and implementing strategic projects.
10. Coaching to Provide Feedback Debriefing and Development Planning – Organisations that use assessment or 360 feedback processes often utilise coaches to help employees interpret the results of their assessments and feedback. In addition, coaches work with individuals to make career decisions and establish professional development plans based on feedback, assessment results, and other relevant data.
11. Targeted Behavioural Coaching – Coaches who provide targeted behavioural coaching help individuals to change specific behaviours or habits or learn new, more effective ways to work and interact with others. This type of coaching often helps individuals who are otherwise very successful in their current jobs or are taking on new responsibilities that require a change in specific behaviours.
12. Legacy Coaching – The legacy coach helps leaders who are retiring from a key role to decide on the legacy they would like to leave behind. The coach also provides counsel on transitioning out of the leadership role.
13. Succession Coaching – The succession coach helps assess potential candidates for senior management positions and prepares them for promotion to more senior roles. This type of coaching may be used in any organisation that is experiencing growth or turnover in its leadership ranks. It is especially helpful in family businesses to maintain the viability of the firm. Since assessment is often part of this intervention, clear expectations and ground rules for confidentiality are essential. It may be necessary in some companies to use separate consultants for assessment and coaching.
14. Presentation/Communication Skills Coaching –This type of coaching helps individuals gain self-awareness about how they are perceived by others and why they are perceived in that way. Clients learn new ways to interact with others. The use of video recording with feedback allows clients to see themselves as others do. The coach helps clients change the way they communicate and influence others by changing their words, how they say those words, and the body language they use to convey their intended messages.
15. Team Coaching – One or more team coaches work with the leader and members of a team to establish their team mission, vision, strategy, and rules of engagement with one another. The team leader and members may be coached individually to facilitate team meetings and other interactions, build the effectiveness of the group as a high-performance team, and achieve team goals.