In this video, two leading UK coaches discuss the philosophical, psychological and practical aspects of the business case for coaching. In many work environments the focus during appraisals and performance reviews is on those issues which are not going well and need to be improved. This leads to coaching being seen as essentially a remedial activity which starts from a basically negative mind set. An alternative or positive approach is to focus on individual strengths and develop them. Research into great leaders’ performance tends to show that this approach produces greater levels of all-round improvement. The questioning technique that can be used is described as ‘appreciative inquiry’ and is a useful counter balance to the ‘Grow’ model for sequencing questions.

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