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The Evolution of Coaching

The Evolution of Coaching: A Journey Through Time

Coaching has come a long way since its inception. From informal mentoring to the sophisticated practices of today, coaching has evolved into a professional discipline that aims to unlock human potential. This blog will explore the history and development of coaching, highlighting key moments and influential figures that have shaped the field.

  1. Ancient Roots: The Socratic Method and Mentorship

The Socratic Method: A form of coaching dating back to Ancient Greece, where Socrates engaged in dialogue to stimulate critical thinking and self-awareness.

Mentorship: The concept of guidance and support from experienced individuals can be traced back to Homer’s Odyssey, where the character Mentor helped shape the protagonist’s development.


2. The Emergence Of Modern Coaching

Industrial Revolution: As the world shifted towards industrialization, coaching became more focused on developing skills and enhancing performance.

Early 20th Century: The foundations of modern coaching were laid, with the emergence of psychological theories (e.g., Carl Jung) and the rise of self-help literature.

3. The Birth Of Professional Coaching

– 1960s-1970s: The Human Potential Movement emphasized personal growth and self-actualization, leading to the development of coaching as a professional practice.

– Timothy Gallwey’s “The Inner Game”: This groundbreaking book introduced the concept of performance coaching and highlighted the importance of addressing mental barriers.


4. The Expansion Of Coaching Models and Niches

– 1980s-1990s: The coaching field diversified, with the introduction of various coaching models and approaches, such as GROW, Co-Active, and Solution-Focused coaching.

– Niche Specializations: Coaches began to specialize in areas like executive, career, and life coaching, tailoring their methods to address specific client needs.

5. Coaching In The Digital Age

– Technology and Globalization: The internet and digital tools have allowed coaches to connect with clients worldwide and offer innovative coaching solutions.

– Online Coaching Platforms: The rise of online coaching platforms has made coaching more accessible, enabling individuals to find and work with coaches remotely.

The evolution of coaching has been marked by a growing understanding of human potential and the development of innovative methods to help individuals achieve their goals. As the field continues to expand and adapt to the changing world, coaching will undoubtedly play an increasingly important role in personal and professional development.

And now it is time for another evolution….

INTRODUCING THE 

Coaching

SWITCH

Results in minutes not months.

Take your conversations from transactional to transformational.

Focus on the person, not the issue.

Coaching is clearly a skill that Leaders need to master in today’s world and just as business is evolving, so is coaching.

In early days of coaching, the GROW model was heralded as the holy grail of coaching.  GROW stands for Goal, Reality, Options and When.

This model and most that have come after it focus on action and results.

But as we have seen from the above, leadership now has become far more person-centric, yet our coaching models do not reflect this.  They remain focused on outcomes of action and results.

What if action and results could be a by-product of truly empowering our people though?

When we treat our people as individuals and take the time to get to know them, their values, their motivators, and coach them rather than their issues true transformation takes place on multiple levels.

They become truly empowered to see their challenges from a much more empowered perspective.  

They perform better within the team and organisation.

And they feel seen, heard and valued in a way that is not possible with a purely results focus.

It is time for a new model that supports leaders in facilitating this type of transformation for their teams.

It’s time for a SWITCH.

SWITCH is a coaching model and approach that is truly client-centred, fast to get results and easy to use.

Join a free week of training with the creator of the SWITCH coaching model culminating in the release of the brand new, fully updated SWITCH model for 2023 and beyond.  As a leader who cares deeply for your team and organisation, you do not want to miss this.

Taking a coaching approach can be a shift for many, but it doesn’t have to be difficult.

And to make it easier for leaders and consultants, I am teaching The Coaching SWITCH program later this year.

Register for the FREE TRAINING WEEK if you are keen to learn more and create transformation for your clients and team in minutes not months.


Register here

Hi, I’m

Lorraine Hamilton

Lorraine Hamilton is an award-winning coach.

She is also a former engineer, voracious tea drinker and wannabe race car driver. She is also the founder of the

Feminine Success Accelerator® and the creator of The SWITCH Coaching System ™

and has spent the past 17 years coaching ambitious high-achieving women, writing books and mentoring hundreds of other coaches to greater freedom and success.


Learn more about the FREE Training Week and Register here

Why It Matters

Coachable People Grow Faster

People who are coachable don’t waste time defending their status quo. They lean into feedback. They turn setbacks into stepping stones. They ask, “What can I learn from this?” rather than, “Why is this happening to me?” This mindset fuels exponential growth—personally and professionally.

Coachability Builds Resilience

When you’re coachable, failure doesn’t define you—it instructs you. You stop fearing mistakes and start using them. In my coaching work, I often see that the most resilient leaders aren’t the ones who never fall. They’re the ones who fall, learn, and rise again—smarter and stronger than before.

Coachable Leaders Attract Trust

People follow those who are willing to grow. Coachable leaders are more transparent, adaptable, and self-aware. They don’t pretend to have all the answers. Instead, they create environments where learning is safe and encouraged. That fosters trust, collaboration, and high performance.

The Inner Work of Coachability

Coachability isn’t just about actions—it’s about mindset. The foundation of a coachable mindset includes:

  • Self-awareness: You can’t grow what you won’t acknowledge. Coachable people are committed to seeing themselves clearly. They reflect regularly, ask tough questions, and welcome different perspectives.

  • Emotional agility: Feedback can stir up emotions—defensiveness, embarrassment, even shame. Coachable people feel those emotions but don’t let them rule. They pause, process, and then engage with intention.

  • Ownership: Blame blocks growth. Coachable individuals take radical responsibility for their lives. Even when external factors play a role, they ask, “What part can I own?”

  • Curiosity: Coachability thrives in curiosity. Instead of clinging to “I already know,” coachable people live in “What else might be true?” This openness creates space for insight and innovation.

Coachability in Action

So what does being coachable actually look like in a coaching relationship?

It looks like showing up on time—not just physically, but mentally and emotionally.

It looks like coming prepared, having reflected on prior conversations, progress, and roadblocks.

It looks like being honest, even when it’s uncomfortable. Especially when it’s uncomfortable.

It looks like taking aligned action between sessions—not just consuming insight but applying it.

It looks like being willing to slow down, examine patterns, and challenge limiting beliefs.

It looks like staying present when challenged—and being just as present when celebrated.

It’s not always easy. But it’s always worth it.

How to Cultivate Coachability

Even if coachability doesn’t come naturally, it can be developed. Here are a few practical ways to start:

1. Assume There’s Always Something to Learn

Even if you’ve been in your role for 10 years or feel like you’ve “heard it all before,” stay open. Ask, “What’s here for me to learn today?”

2. Separate Feedback From Identity

Feedback is information, not a verdict on your worth. When you detach your ego from critique, you gain access to truth.

3. Create Reflection Rituals

Whether it’s journaling, meditation, or post-session debriefs, build space into your routine for processing. Insight without reflection rarely becomes transformation.

4. Ask Better Questions

Instead of saying, “Did I do that right?” try, “What am I not seeing?” or “What would it look like to challenge this assumption?”

5. Take Action, Not Just Notes

Coachable people don’t just collect insights—they implement them. Pick one thing from each coaching session to put into practice, and follow through.

The Coachable Client = The Empowered Client

 

In my coaching practice, I don’t promise answers—I promise a partnership.

But that partnership only works when you’re engaged and willing.

The most powerful coaching relationships are co-created. I’ll bring the questions, reflections, and challenges—but you bring the commitment.

Ultimately, coaching is not about changing who you are. It’s about unblocking the parts of you that already know how to lead, love, and live more fully. That unblocking?

It begins with being coachable.

So whether you’re an executive, entrepreneur, creative, or simply a human committed to growth, ask yourself:

  • Am I willing to learn?
  • Am I willing to be seen?
  • Am I willing to be challenged?
  • And—most importantly—am I willing to change?

Because if you are, everything becomes possible.

mentor coaching

Lorraine Hamilton is an ICF-accredited Coach, registered Coach Mentor, creator of the SWITCH Coaching System®. She has almost 20 years of experience in Professional Coaching.

Check out these ways to work with her: