The Power of Coaching Agreements

In today’s changing professional landscape, traditional employment agreements outlining salaries, working hours, and general workplace policies may no longer be sufficient. A more personalised approach is beginning to take shape in the workplace: the idea of personal coaching agreements between managers and employees. These agreements, focused on how individuals work together, could transform workplace relationships and foster more productive, harmonious environments. 

What Is a Coaching Agreement? 

Unlike formal employment contracts, a workplace coaching agreement is an informal agreement that address the interpersonal and practical nuances of working relationships. They explore preferences, boundaries, and expectations, creating a mutual understanding between managers and their teams. For example, employees might outline how they prefer to receive feedback—whether face-to-face or via email—or identify key boundaries, such as being unavailable outside working hours. Managers, in turn, can share their working styles or outline critical non-negotiables, such as the importance of meeting deadlines. 

These agreements provide an opportunity for employees and managers to align on expectations, minimising misunderstandings and enabling both parties to work more effectively. By clarifying preferences and needs early on, workplace tensions and toxic dynamics can often be avoided. 

The Impact of Coaching Agreements

The potential benefits of these agreements are profound. Misunderstandings, workplace disputes, and unproductive behaviours could often be mitigated by a clear conversation at the outset. For instance, learning that a team member’s quiet reaction to negative feedback stems from a need for processing time—not disengagement or resentment—can improve communication and build trust. This mutual understanding helps managers lead with empathy while empowering employees to work in ways that best suit their strengths and needs. 

Making Coaching Agreements Work 

There are no rigid rules for creating a coaching agreement. However, the key to success lies in open, honest dialogue. Employees might share: 

Similarly, managers can set clear expectations by outlining their needs and working habits. For example, they might communicate their tendency to send emails outside regular hours but assure employees that immediate responses are not expected. 

A Path to the Future of Work 

As workplaces increasingly acknowledge the one-size-fits-all approaches no longer works. So now a coaching agreement represents a step forward. They foster respect, communication, and adaptability, making it possible for teams to thrive in diverse and dynamic settings. For managers, initiating these agreements can strengthen leadership and team cohesion. For employees, proposing such a contract can demonstrate initiative and a commitment to a better workplace environment. 

The shift to coaching agreements signals a broader cultural transformation: a move away from the rigidity of the past and towards a future where work is designed to improve individuals communications with each other and minimise misunderstandings.