9 Different Types of Coaching in Workplace

by | Feb 9, 2020

Coacharya views coaching as a universal intervention model for leadership development. This leadership can be at the individual and collective level, executive leadership and life leadership, and for multiple applications.

Most Common Applications of Coaching

  1. Enhancing performance to potential in corporate and executive coaching
  2. Enabling disempowered clients to move towards their desired outcomes in individual and collective situations
  3. Supporting clients in situations of emotional stress and trauma as non-therapeutic alternative where warranted
  4. Creating awareness in clients towards career and life purpose as alternatives to what they are not satisfied with
  5. Overcoming anxieties in public and private communications, relationships by working through interpersonal and intrapersonal skills
  6. Developing Emotional and Spiritual intelligence, which are considered more important than cognitive intelligence in today’s leadership needs

The Different Types of Coaching:

  1. Transformational coaching to shift mindset and behavior,
  2. Transpersonal coaching to raise individual awareness to self-actualization levels, or
  3. Systemic coaching to align individual aspiration through groups they form part of the larger institutional framework.

The possibilities of what coaching can do are endless. This article addresses a few of the different types of coaching.

1. Corporate Leadership Team Coaching

Corporate focus is shifting from individual coaching to team coaching. This approach to coaching is more outcome-based and cost-effective. It is always useful to start with higher-level leadership groups to build teams and focus on desired organizational outcomes, and then move down the organization hierarchically and functionally.

There are two main focus areas in corporate leadership team coaching:

  1. Performance-oriented coaching addresses specifics on Key Performance Indicators (KPIs), Objectives, Key Results (OKRs) that teams and individuals need to develop on, co-creation of vision and mission
  2. Culture oriented coaching addresses larger issues of perception and communication within the organization at different levels in order to achieve desired culture for sustained successful performance

In both cases and their variations, it is useful to begin with proven diagnostic surveys and studies to establish where people and organizations are and then repeat them through a coaching journey to measure progress.

2. Executive Leadership Development Coaching

Very often, the focus in executive coaching has been and is on individuals rather than teams, though it is advisable to look at the larger systemic perspective in any coaching. In this space,

  1. Performance based coaching would be based on developmental areas identified from performance reviews and psychometrics, usually in consultation with key stakeholders.
  2. High Potential coaching is especially useful in visionary organizations. These organisations employ sophisticated review techniques to identify future leaders as part of succession planning. It helps build a strong cultural framework as well when it is done in teams.
  3. Behavioral coaching is often resorted to as a remedial measure for emotionally unintelligent deficiencies in mindsets, attitudes and behaviors of leaders. Abrasive, aggressive, confrontational alpha managers are benifitted by such coaching. 360 feedback is a necessary starting point to help such leaders become aware of their blind spots.

3. Team Coaching or Team Facilitation

We see institutions moving to the coaching approach in training and facilitation as being more effective than vertical training approaches and more cost-effective than individual coaching. While the larger framework of competencies may be similar to individual work, teamwork is more complex and requires the coach’s ability to be present to a far greater degree.

4. Systemic Leadership Team Coaching

Without a doubt, the corporate world will move in time to a systemic approach in coaching. Here, companies can evidence results of coaching ensuring performance and value add. This is arguably more complex for the average coach who is only familiar with individual coaching. This type of coaching systemic approach requires skills in team facilitation and the ability to monitor team energy.

Coacharya specializes in Systemic Leadership Team Coaching through its own SPEED process and through association with global leaders in this space such as Peter HawkinsDavid Clutterbuck, and others.

5. Creating Your Future Coaching

Coacharya believes that everyone needs to create their own future in alignment with the purpose, passion, and strengths they have with a long-term holistic vision of what they can be. This would be the best mix of cognitive, emotional and spiritual intelligences. Using processes that are transformational and transpersonal, it can move the individual to view their work eco-centrically rather than egocentrically. We believe that all coaching should incorporate elements of Creating Your Future Coaching.

6. Coaching to Emotional Intelligence (EI)

Multiple models facilitate coaching to emotional intelligence. All of them focus on self-awareness as the foundation to be aware of and then manage emotions. It starts with intrapersonal terms and then moves on to interpersonal applications. Coacharya’s model of ‘mindless’ coaching achieves this well.

7. Coaching to Wellness

Many coaching models can be integrated to ensure coaching to wellness. This helps the individual in both, the short term and long term. It is important that the coach embodies that wellness cognitively, emotionally and spiritually in order to build trust in the client to create awareness of the client’s desired outcome.

8. Coaching to Self Coach

Everyone can learn to self-coach. Self-coaching would address at least 80% of issues that any person or client would face. We train all our learners in self-coaching. Why not train the whole world?

9. Coaching Supervision

Supervision of coaches is emerging as a powerful space of ensuring the wellness of coaches through self-reflection, self-coaching and coaching by another coach. Already popular in Europe, this is yet to gain ground in North America and Asia.

Coacharya trains coaches to all these types of coaching and more using a blended and integrated approach of Western science and Eastern spirituality. Upon request, we can cover each of these areas in greater detail.

Ram Ramanathan
Ram Ramanathan


Ram is the Founder and a Principal at Coacharya. As the resident Master and mentor coach, Ram oversees and conducts all aspects of coaching and training services offered under the Coacharya banner.

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