What Is Coaching – and Why It Works
Leadership coaching explained clearly
By Argo Teetlaus | Team Pivotly × Arista Executive Search
Why “Coaching” Is Often Misunderstood
Ask ten leaders what “coaching” means, and you’ll get ten different answers.
Some say it’s mentoring, others think it’s training — many imagine advice-giving.
I used to think the same. Until I learned that real coaching isn’t about having answers.
It’s about helping people discover their own.
At Team Pivotly, we follow the standards of the International Coaching Federation (ICF) — a global benchmark for ethical, goal-oriented, and measurable coaching practice.
Coaching is not about telling leaders what to do; it’s about helping them see what truly matters and empowering them to act with confidence.
Still, not every journey starts clearly — and that’s where the real work begins.
What Coaching Really Means (According to ICF)
The ICF defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”
In practice, that means every coaching conversation is built on three simple things:
Trust and confidentiality – a safe space for reflection and growth.
Goal clarity – understanding what success actually looks like.
Accountability – turning insight into action.
In leadership contexts, coaching supports decision-making, self-awareness, and team alignment.
A skilled coach doesn’t provide solutions; they ask the questions that lead to better ones.
One of my early clients once said:
“I didn’t realise how much I already knew until someone helped me listen to myself.”
That, in essence, is what coaching really does.
How the Coaching Process Works
Every coaching engagement begins with an honest conversation about purpose and goals.
Together, coach and leader co-create the focus: what needs to change, what success will look like, and how progress will be measured.
A typical leadership coaching process includes:
Discovery session – exploring the current situation, goals, and expectations.
Coaching sessions (6–10 meetings) – reflective dialogue leading to clarity and commitment.
Progress reviews – measuring outcomes, refining focus, and anchoring new habits.
We don’t always get it right immediately — but every session builds awareness and trust.
Ethics and professionalism are at the core.
ICF standards emphasize non-directive dialogue, confidentiality, and respect for human potential.
Unlike consulting, coaching assumes the leader already has the capacity for solutions — the coach simply helps unlock it.
Still, not every story ends the same way — and that’s part of the beauty.
Coaching vs Training or Consulting
It’s easy to confuse coaching with other forms of development.
The key differences lie in purpose, method, and responsibility.
| Approach | Focus | Role | Outcome |
|---|---|---|---|
| Training | Transfer of skills | Expert → learner | Knowledge gain |
| Consulting | Solving a problem | Advisor → client | External solution |
| Coaching | Unlocking potential | Partner ↔ client | Internal transformation |
In coaching, the client does the thinking.
That’s why it works especially well for leaders navigating complex, people-driven challenges where there are no easy answers.
Why Coaching Works
Coaching works because it strengthens self-awareness, responsibility and clarity — kolm alustala, millele tõhus juhtimine toetub.
Self-awareness – leaders learn to recognise patterns, beliefs, and behaviours that drive results.
Responsibility – coaching promotes ownership, turning reflection into action.
Clarity – structured dialogue helps leaders simplify complexity and focus on what truly matters.
Research from the ICF shows that organisations using coaching report higher engagement, stronger culture, and measurable business improvement.
But beyond the data, coaching works because it connects performance with purpose.
When leaders grow as people, teams and organisations follow.
One very real example is Helen Haava’s coaching journey.
From our first sessions, her focus was not on “fixing” something, but on regaining clarity and confidence in her own leadership. She later described it this way:
“Argo has a calm, insightful and very human approach to coaching. He listens deeply, asks the right questions, and brings lightness into even the toughest reflections. Our conversations were genuine and focused, with a clear sense of direction and values. Thanks to this process, I gained clarity and confidence as a leader — and reconnected with what really matters to me.”
— Helen Haava
If you’d like to read Helen’s full story, you can find it here:
👉 Helen Haava Coaching Story – Clarity and Confidence with Argo Teetlaus
How Long Before Coaching Shows Results?
Results depend on goals and commitment.
Most leaders start to notice shifts within four to six sessions — especially when they reflect between meetings and apply insights in their daily work.
The real impact of coaching is cumulative.
It builds new perspectives that stay long after the sessions end.
And sometimes, clarity appears not during the session — but on a quiet walk the next day.
Conclusion – Clarity, Confidence, and Growth
Coaching is more than a conversation.
It’s a disciplined partnership that turns awareness into action and potential into performance.
At Team Pivotly, our coaching follows ICF standards and one simple belief:
when leaders grow with clarity and responsibility, organisations thrive.
Through our collaboration with Arista Executive Search, we also support leaders stepping into new roles — connecting coaching with leadership transitions and long-term success.
Still, every coaching story begins the same way: with one honest question.
Ready to Explore It Yourself?
Curious how coaching might support you or your team? Let’s talk.
👉 Book a 30-minute discovery conversation
Want to see how this connects with leadership transitions?
👉 Read the Arista × Pivotly partnership story
Or simply start with one question that matters most to you — and see where it leads.