Glossary of Terms

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definitions

This is a basic glossary of typical terms you may
encounter in the coaching and consulting process.

Accountability: The responsibility and answerability of the client or coachee to take action, make progress, and follow through on commitments made during the coaching or consulting process.

Action Plan: A detailed outline of the specific steps, tasks, and timelines needed to achieve the desired goals or outcomes.

Active Listening: A communication skill utilized by coaches and consultants to fully understand and engage with the client’s spoken words, feelings, and underlying meanings.

Boundary Setting: Establishing clear guidelines and expectations for the coach-client or consultant-client relationship to maintain professionalism, respect, and appropriate roles.

Career Transition: Coaching or consulting support provided to individuals who are navigating career changes, exploring new opportunities, or seeking career advancement.

Change Management: The process of planning, implementing, and supporting individuals or organizations through transitions or transformations to achieve desired outcomes.

Client: The person or group receiving coaching or consulting services. Also referred to as a coachee.

Co-creation: The collaborative process between the coach or consultant and the client to develop strategies, solutions, and action plans together.

Coaching Model: A structured framework or approach used by coaches to guide the coaching process, which may include specific steps, techniques, or assessment tools.

Coaching: A collaborative process where a coach supports and guides an individual or a team to achieve their goals, develop skills, and maximize their potential.

Confidentiality: The ethical principle that ensures client information and discussions shared during coaching or consulting sessions are kept private and secure.

Conflict Resolution: The process of facilitating communication, negotiation, and problem-solving to resolve conflicts and improve relationships within teams or organizations.

Consultant: An expert who provides professional advice and guidance in a specific field or industry to help individuals or organizations solve problems, improve performance, or achieve goals.

Cultural Competence: The ability to effectively understand, communicate, and work with individuals from diverse cultural backgrounds, demonstrating sensitivity and respect.

Development Plan: A personalized roadmap that outlines the specific areas for growth, learning objectives, and strategies to enhance skills or competencies.

Emotional Intelligence: The capacity to recognize, understand, and manage one’s own emotions, as well as effectively perceive and respond to the emotions of others.

Emotional Resilience: The ability to effectively cope with and bounce back from emotional challenges, stress, or setbacks.

Empowerment: The process of enabling and supporting individuals or teams to take ownership, make decisions, and develop the confidence and skills needed to achieve their goals.

Facilitation: The act of guiding group discussions, meetings, or workshops to encourage collaboration, creativity, and problem-solving.

Feedback Loop: A continuous cycle of feedback exchange between the coach or consultant and the client, enabling ongoing assessment, adjustments, and improvement.

Goal Setting: The process of identifying specific, measurable, achievable, relevant, and time-bound (SMART) objectives that individuals or organizations aim to accomplish with the help of coaching or consulting.

Group Dynamics: The interactions, relationships, and behaviors that occur within a group or team, including communication patterns, roles, and decision-making processes.

Leadership Development: Coaching or consulting services focused on enhancing leadership skills, qualities, and effectiveness of individuals or teams.

Mindfulness: The practice of being fully present, aware, and non-judgmental in the current moment, enhancing focus, clarity, and well-being.

Mindset: The attitudes, beliefs, and perspectives held by an individual or group that shape their thoughts, behaviors, and overall approach to challenges and opportunities.

Needs Assessment: A systematic evaluation of the current state or challenges faced by an individual, team, or organization to determine the areas where coaching or consulting can provide the most value.

Niche: A specialized area or target market within coaching or consulting that focuses on serving a specific group of individuals or addressing specific needs.

Onboarding: The process of integrating new employees or team members into an organization, providing necessary support, training, and orientation.

Performance Coaching: A coaching approach that focuses on improving specific skills, performance metrics, or behaviors to enhance individual or team performance.

Performance Evaluation: The process of assessing and measuring an individual’s or organization’s performance against predetermined goals or standards to determine their effectiveness and identify areas for growth.

Personal Branding: The process of defining and promoting an individual’s unique identity, expertise, and value proposition in their professional field.

Post-Engagement Evaluation: Assessing the effectiveness, impact, and satisfaction of the coaching or consulting engagement after its completion, gathering feedback for continuous improvement.

Rapport: The establishment of a positive and harmonious relationship between the coach or consultant and the client, based on trust, empathy, and understanding.

Reflection: The process of encouraging clients to think deeply about their experiences, actions, and beliefs, facilitating self-awareness and insights.

Resilience: The ability to bounce back from setbacks, adapt to change, and maintain motivation and well-being in the face of challenges or adversity.

ROI (Return on Investment): A measure of the value or benefits gained from investing time, resources, or money in coaching or consulting services. It can be assessed through various metrics, such as increased revenue, improved productivity, or enhanced well-being.

Scaling: The process of expanding or replicating successful strategies, systems, or processes in order to achieve broader impact or reach.

Solution-Focused Approach: A coaching or consulting methodology that emphasizes identifying and implementing practical solutions to challenges, rather than dwelling on problems.

Stakeholder Engagement: Involving and collaborating with relevant stakeholders to gather input, build relationships, and foster buy-in during the coaching or consulting process.

Strengths-Based Approach: Focusing on identifying and leveraging an individual’s or organization’s strengths and positive attributes to maximize performance and growth.

SWOT Analysis: A strategic planning tool used to evaluate an individual, team, or organization’s strengths, weaknesses, opportunities, and threats in order to develop strategies and make informed decisions.

Systems Thinking: An approach that considers the interconnectedness and interdependencies of various elements within a system when analyzing and addressing challenges.

Transformation: Significant and lasting change in an individual’s mindset, behavior, or performance resulting from the coaching or consulting process.

Values Alignment: The process of aligning an individual’s or organization’s actions, decisions, and goals with their core values and principles.

Visualization: A technique used in coaching to create mental imagery of desired outcomes or goals, enhancing motivation and clarity.