Three Perspektives - one goal!
Companies often rely on Triangle Coaching; Melissa has been using it successfully for eight years. This approach works well when the company organizes coaching for employees and wants to start coaching in a directional way.
What is Triangle Coaching?
The basic idea behind Triangle Coaching describes a coaching approach in which three parties participate at the outset, thus taking three perspectives into account:
the person being coached
the manager – or sponsor – who organizes the coaching (often represented by HR or the line manager)
and the coach.
It makes coaching clear and useful in the work environment, aiming to ensure that all three parties discuss development goals and share their expectations before the coaching begins. The coach ensures that this discussion is incorporated into the first session as a basis, without informing the manager or sponsor about the process. Yes, this triangle session between the three parties often turns into a feedback round, which is why preparatory discussions with the coach take place before this session.
In discussions with managers, Melissa always likes to offer the SBI feedback method from the Creative Center of Leadership as preparation:
The framework and attitude are discussed in a conversation with the person being coached. It is expected that the feedback will not be discussed, but accepted with appreciation. In addition, the person being coached can decide to what extent they want to include the topics in the coaching without informing the manager. Coaching always aims to work for the individual and not to push through the will of the organization.
Why this is important:
Development needs context. Openly addressing roles, expectations, and goals increases the seriousness and importance of coaching for everyday work.
How it works:
- Start with three people: Clarify goals, expectations, and the framework together.
- Coaching process: The person works confidentially in individual sessions.
- Conclusion and transfer: At the end, the three of you reflect on progress, impact, and next steps.
In direct comparison with the normal coaching approach, the different process is clearly visible:
Typical occasions:
- A new leadership role or more responsibility.
- Feedback from 360-degree feedback, surveys, or leadership programs.
- The desire for strategic development, together with the manager.
Triangle Coaching combines personal development with benefits for the organization - it is structured, appreciative, and open.
For Melissa, the strengths of this method lie in the following points:
- Coaching aligns well with the company's values.
- Responsibilities and criteria for success are clarified.
- There is room for the personal development of the coachee and the further training of the organization.