A Guide to Lousy Coaching

Unintentional sabotage is still destructive. Lousy coaching personalities create confusion during development conversations. They use words like “coaching” but really mean instructing.

Coaching isn't evaluating. AI generated cartoon of a boss pointing a finger at a sad employee.

Lousy Coaching Personalities

1. Fix-It Freddy

Fix everything except yourself.

Lousy coaching means leaping in with solutions. Don’t wait for people to finish their sentences.

Make the goal fixing instead of growth.

2. Directive Diane

Steer every conversation to your way of doing things. Growth? Optional.

Act like a GPS that’s constantly recalculating. It’s not development, it’s meddling.

3. Interrupting Ike

Why listen when you can talk?

Make your point while your employee is mid-sentence. After all, your stories are inspiring.

4. Evaluation Eddie

Development conversations include a side of judgment and superiority.

Nothing builds trust like sneaky evaluations.

5. Vague-asaurus Rex

Be as mysterious as possible. Say things like, “Just improve your leadership presence.” You don’t know what it means but it sounds good.

6. Leaky Linda

Promise a safe space. Then spill it over coffee. After all, leadership means sharing even when it hurts others.

Skilled leaders use coaching skills to bring potential into reality. Image of watering plants.

7. Cliché Carl

Posters, platitudes, and pep talks.

Run out of ideas? Lean on your motivational catchphrases. “What doesn’t kill you makes you stronger.” Don’t focus on actionable behaviors.

8. Detour Dave

Change the subject when an employee starts opening up. Pivot fast. “Hey, did you catch the game this weekend?” Emotional depth makes you itchy.

9. Support-Me-Not Susan

Make promises, vanish, and repeat.

Say, “I’ve got your back,” then disappear.

10. Critic Connie

“I’m just being honest.”

Confuse feedback with criticism. Tell people what’s wrong and don’t work to make things right.

The Bottom Line:

Bad coaching isn’t a mistake. It’s a catastrophe.

  1. Define coaching clearly.
  2. Determine best practices.
  3. Get a mentor or coach for yourself.
  4. Evaluate your skills.
  5. Seek feedback from people you coach.

How can leaders host powerful development conversations?

Read more:

10 Practices for the Leader as Coach

Time-Saving Secrets for Coaching Managers

Self-awareness is key to developing yourself and others. The Vagrant gives you tools to propel self-awareness to new levels.

Category : Coaching, Leadership Development
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