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Definitions of coaching vary, but our study defines coaching as an approach to working with program participants that has six elements:
- Participants set their own goals and develop action steps for meeting the goals
- The coach is not directive—the coach does not specify goals for participants, develop plans to achieve those goals, or tell them what to do next but instead works collaboratively with the participants
- The coaching is individualized and depends on the participants’ needs and preferences
- The coaching helps participants learn the skills to set goals on their own and work toward meeting those goals
- The coach attempts to reinforce participants’ motivation to meet goals
- The coach holds participants accountable by regularly discussing with the participants their progress toward reaching goals
Coaches and program staff interviewed for this hub talk about how participants set their own goals and develop action steps for meeting these goals
Employment coaching is coaching in which goals are related directly or indirectly to employment. Examples of indirect employment goals may be to address underlying mental health issues or to obtain credentials required for a specific job.
Employment coaching is fundamentally different from case management, the traditional method for helping participants in TANF and other programs find and maintain employment. The main difference is that, unlike case managers, coaches are not directive. The coach does not specify goals for participants, develop plans to achieve those goals, or tell them what to do next. Rather, coaches guide participants in a collaborative process in which the participants determine their goals and develop plans to achieve them.
Participant interviewed for this hub talks about how coaching is not directive
If you would like more information about the characteristics of employment coaching, you might find this report helpful.