Overview
Professional coaching supports a person or team on work-related goals: performance, transitions, leadership, organisation, communication. It relies on co-creation: powerful questions, kind challenge, and client action in the real world. This guide sets the frame; blog articles deepen each theme.
What coaching is not
It is not therapy for clinical conditions, not consulting where the expert decides for you, and not mentoring centred on the senior’s path. Boundaries can blur in conversation, but the contract and training differ. Read coaching vs therapy and coaching, consulting, training.
Psychological contract
Useful coaching clarifies goals, duration, cadence, confidentiality, between-session work, and how to stop. On Miraye, part of this is carried by booking and service descriptions; the rest is agreed in the first conversation.
Ethics
Professional bodies publish codes (autonomy, no magic promises, conflict management). Even without a badge, serious coaches state limits and refer out when needs exceed coaching.
Formats
Coaching can be individual, team-based, in person or remote. Video widens access; it needs discipline on connectivity and privacy.
Progress signals
Track observable behaviours or agreed milestones, not vague “feeling better” alone. Coaches help make indicators explicit early.
When to seek someone else
For medical diagnosis, long-term therapy, or legal/tax advice, coaching should not be the primary tool. Good coaches refer without dismissing your first request.
Explore on Miraye
Browse leadership articles, career and change, and choosing a coach. Then refine search or open directory.
Organisations
For cohort programmes, see Companies; internal coaching needs clear confidentiality governance.
FAQ
How many sessions? Depends on the goal; a realistic range is discussed in discovery.
Does the coach talk most? Not in classic coaching—you speak most while the coach structures and challenges.
Editorial limits
This is not coach training; it helps you navigate content and choices on the platform.
Supervision
Many coaches attend supervision to handle blind spots and ethics. That strengthens quality without replacing your direct relationship.
Tools and models
Approaches differ (systemic, cognitive, solution-focused…). Demand clarity on how they work. Be wary of “secret methods” or rigid packages without needs assessment.
DEI
Respectful coaching anticipates bias, adapts language, and lets you name discrimination without minimisation. If you do not feel safe, stopping or switching coaches is valid.
ROI
ROI may include retention, engagement, faster decisions, or less conflict time. Set indicators with your coach instead of vague numeric promises.
Ending well
Coaching ends when goals are met, skills integrated, or scope is exceeded. Explicit closure prevents dependency and celebrates gains.
Industry contexts
Coaching in tech startups differs from public sector or healthcare: cadence, risk appetite, and vocabulary change. A skilled coach learns your context quickly but does not pretend to know your organisation better than you do. Expect questions that connect your leadership behaviour to the constraints you name.
Remote and hybrid teams
Team coaching online needs explicit check-ins on participation, camera norms, and psychological safety. Coaches may use breakout structures or async prompts between calls. If your team spans time zones, agree which “official” zone drives deadlines to avoid resentment.
When recordings are used, obtain informed consent and clarify retention—coaching conversations are sensitive even when no clinical data is shared.
