On-The-Job Coaching

Building more leaders as coaches

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At Global Coaching Lab, we believe that it is the responsibility of our coach and the coaching process to become involved in the leader’s application of coaching with critical stakeholders. In most engagements, the coachee (leader) increases their awareness of the possibilities of coaching, which leads to an appreciation of the results derived through coaching. Therefore, the application of coaching at crucial interfaces helps deliver the greatest return for any coaching engagement along with maximum ROI and sustenance.

The best return on investment for executive coaching happens when the leader (who is being coached) begins to utilise coaching as a key component of his management and leadership style. We have observed managers and leaders who are well-aware of the situational leadership model often resorting to Telling and Delegating rather than embracing the possibilities of Coaching and Encouraging. The missing link lies in the application of coaching.

Your managers often resort to telling mode with their teams and other stakeholders, under pressure.
Your managers and leaders are not having the necessary peripheral vision to identify issues ahead, therefore leading to reactive responses to address business challenges.
Your managers and leaders are mostly in conflict avoidance mode, hence their inability to ask powerful questions in critical situations.
Your managers and leaders are not strategically aligned with business goals and hence do not practice collective accountability to business results, leading to silos.
Your managers and leaders can be magnets for talent, in the era of “Talent-wars”.

How can we help you?

Coaching expands your leadership wingspan

In coaching, we believe in an outcome that moves from transactional to transformational. To achieve transformational results, the application of coaching at crucial interfaces helps deliver the greatest return for any coaching engagement along with maximum ROI and sustenance. Your leaders will be guided by our expert coach to plan and use coaching as a key management and leadership style.

Some of our key coaching interfaces in On-the-job coaching

Crucial 1:1 conversations with team members and critical stakeholders
Coaching teams to aspire for more opportunities and growth.
Coaching critical external stakeholders to achieve better business outcomes

On-the-job coaching involves the coach shadowing the leader in two scenarios

1. Where the leader works with critical stakeholders, and the learning from the coaching is applied through newer habits and behaviours.
2. When the leader practices the role of a coach.
In both these scenarios, the coach and the leader have the opportunity to connect briefly prior to the observation session to discuss and define outcomes. Details like structuring the conversations and potential roadblocks are also discussed. This is followed by the coach observing the session and debriefing with the leader on the results achieved through coaching.

What can you achieve?

On-the-job coaching offers leaders the opportunity to apply what they learnt while being guided by a coach.


Increased leadership capacity from traditional approaches of command and control to a more embracive and inclusive approach.


Lower attrition and increased team motivation.


Moves leaders from a fixed mindset to a growth mindset.


Develops the ability to manage a multi-generational workforce.


Increased ability to model desired team behaviours 


Improves the ability to reinvent themselves and reframe challenges

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