In 1st Generation Coaching (1990-1999), the main focus is on performance management, compelling others to change and being used to dealing with ‘difficult’ employees. It is a more command and control apporach, Coaching to specific rankings/ratings as per accepted guides.
In 2nd Generation Coaching (2000 – 2010), the main focus was on changing others and driving change whilst maintaining authority and hierarchy. It was generally done using standardised 1-2-1 conversations to attain specific predetermined goals. This was a more prescriptive ‘how to coach’ model. Change was seen as linear, and to be controlled.
In this generation, we saw the introduction of highly jargonised training material, using propriety coaching language for each version of a new framework, clearly aimed at differentiating from the others. A more Intellectual Property-driven idea for the coaching journey.