Workplace Coaching is a Lot Like Bowling

In the sport of bowling, a game is made up of 10 frames, with each frame representing one turn for the bowler. In each turn, the bowler’s goal is to knock down ten pins located at the end of a 60’ long lane. The bowler has two tries per turn to accomplish this goal. When this goal is accomplished in one try, it’s called a strike, and if a second try knocks down the remaining pins, it’s called a spare. If any pins remain standing after the second try, it’s called an open frame.

On either side of the 60’ long lanes are gutters. To help beginning bowlers avoid rolling a ball into a gutter—also known as rolling a “gutter ball”—bowling alleys install retractable guide rails which can be set up at the request of the bowler. When guide rails are used, the primary goal of knocking down pins is almost always achieved. The guide rails make this possible.

The relationship between the coach and the employee is somewhat like that of the guide rail and the beginning bowler, with the coach being the guide rail and the employee being the bowler.  The bowler recognizes their need for help in making a strike (achieving a goal) and asks to use the guide rail in the same way an employee recognizes their need for coaching in a particular skill or task and seeks the help of a coach. Through a focused engagement process, the coach, like the guide rail, makes sure that the employee “stays in their lane” and achieves their identified goals.

Though each party has a role to play in the coach-employee relationship, the primary focus in this relationship is on the employee and their goals. The coach believes that the employee has everything they need to succeed and engages the employee in a process that involves more listening and asking than suggesting. Through this process of discovery, the employee provides the answers and essentially becomes the expert in their own affairs. All the heavy lifting is done by the employee. The coach’s expertise lies in asking, listening, clarifying, and holding the employee accountable to the goals the coach has helped the employee identify and clarify.

The coach’s role can be summarized in this 4-step approach:

1. Help the employee identify, understand, and clearly articulate current challenges.
2. Help the employee gain clarity on a preferred future and establish goals.
3. Collaboratively develop a working strategy to bridge the gap between the current reality and the preferred future.
4. Employ a system of accountability to move from strategy to goal accomplishment.

If you have employees you think could benefit from coaching, reach out!