The world of coaching has changed a lot over the past 15 years. Think back to 2008—a time when most workplaces were in-person, and office life was more like what you’d see on the sitcom The Office. Conversations happened around actual water coolers, not in virtual spaces. The idea of remote work, let alone virtual coaching, wasn’t even on the radar. Employers mostly controlled career development, and workplace flexibility was a rare benefit, not something you could count on.
Now, fast forward to today. Coaching has evolved in ways that few could have imagined. In this article, I will take you through the incredible journey of coaching, highlighting key trends that have transformed it from a mostly in-person practice into a diverse and dynamic field.
Today, coaching embraces virtual platforms, promotes diversity, ensures psychological safety, and much more. If you are curious about the field, this journey through the history and evolution of coaching will offer you valuable insights into how it has adapted to the changing needs of modern workplaces.
The early days of Coaching
To truly appreciate how far coaching has come, we need to start at the beginning. Coaching as a structured discipline began to take shape in the late 20th century. Initially, it was synonymous with sports—think of coaches guiding athletes to peak performance. But soon, the business world caught on, and coaching expanded beyond the sports arena.
In the 1980s and 1990s, coaching started gaining recognition as a valuable tool for personal and professional growth. Pioneers like Thomas J. Leonard, who founded the International Coach Federation (ICF) in 1995, were instrumental in formalizing the profession. These early coaches focused on goal setting, accountability, and unlocking potential—principles that remain central to coaching today.
Back then, coaching was often seen as a luxury reserved for executives and high-potential employees. Sessions were primarily face-to-face, aiming to improve performance and tackle specific workplace challenges. While coaching was distinct from mentoring, therapy, or training, there was still much debate about these differences.
Organizational Coaching in 2008
By 2008, coaching had become more established within organizations. However, its use was still somewhat limited. Most companies offered coaching to their top talent, viewing it as a way to enhance the skills of those already on the leadership path. The idea of using coaching more broadly—to develop employees at all levels and address a variety of personal and professional challenges—was just beginning to take hold.
Books like “Organizational Coaching” and “Coaching in Organizations” provided valuable guidance for professionals looking to improve their coaching practices. Despite this growth, coaching was still largely seen as a tool for fixing performance issues rather than as an ongoing developmental resource.
Besides, executive coaching was gaining momentum, with higher education institutions starting to explore its legitimacy as an academic discipline. Nevertheless, coaching remained predominantly a face-to-face activity within office environments.
The rise of virtual Coaching
The last 15 years have brought dramatic changes to the coaching profession, largely driven by technological advancements. One of the most significant shifts has been the rise of virtual coaching. What was once a niche practice is now mainstream, with many coaching sessions taking place via video conferencing platforms like Zoom.
This transition to virtual coaching accelerated during the COVID-19 pandemic. Organizations realized they could reduce costs, scale their coaching programs globally, and make coaching accessible to a broader range of employees. The International Coaching Federation (ICF) reported a 33% increase in the number of coach practitioners worldwide between 2015 and 2020, with a 46% rise in usage by leaders and managers within organizations.
Virtual coaching has democratized access to this valuable resource, making it available not just to high-potential employees but to many within an organization, supporting a wide range of development goals.
Embracing diversity, equity, inclusion, and access (DEIA)
Another major trend shaping coaching is the integration of Diversity, Equity, Inclusion, and Access (DEIA) principles. Over the past decade and a half, coaching has become a crucial tool for organizations striving to create more inclusive workplaces. The role of the DEIA coach has become increasingly important as employers seek to develop leaders who can foster inclusive cultures and champion underrepresented talent.
Coaching’s focus on nonjudgment, self-awareness, and communication makes it uniquely suited to advancing DEIA goals. Coaches help leaders identify and challenge their biases, understand different perspectives, and develop strategies to promote diversity and inclusion within their teams. This shift has made coaching an essential practice for organizations committed to achieving greater representation and equity in their leadership ranks.
Prioritizing psychological safety and personal boundaries
In today’s workplace, psychological safety is a top priority. Defined as the shared expectation that team members can share ideas and take risks without fear of embarrassment or punishment. Psychological safety is essential for high-performing teams. Coaching, especially team coaching, plays a key role in fostering this environment.
The COVID-19 pandemic also highlighted the importance of setting personal boundaries. As work and personal life became increasingly intertwined, employees sought coaching to help establish and maintain healthy boundaries. This trend is particularly noticeable among women, who often seek coaching support to balance work and life demands. Consequently, coaching has expanded to address a broader range of holistic factors, recognizing that personal well-being is integral to professional success.
Next-skilling virtual leaders
As workplaces shift to remote and hybrid models, the skills required for effective leadership are evolving. Many leaders have found themselves unprepared for the challenges of managing virtual teams. According to DDI’s 2021 Global Leadership Forecast, only one in five leaders rated themselves as effective in leading virtual teams. This skills gap has led to a renewed focus in coaching on developing the capabilities needed for virtual leadership.
Today, coaching emphasizes helping leaders build trust in a virtual environment, shift from tracking productivity to focusing on performance and results, and adapt to the growing demand for autonomy and flexibility among employees. As remote work continues to grow, the need for coaching that addresses these new leadership challenges will only increase.
Redefining executive presence
Executive presence has always been a focus of coaching, but its meaning has evolved significantly over the past 15 years. Today, executive presence is less about charisma and more about authenticity, transparency, and collaboration. Coaches work with leaders to develop a presence that is both influential and human, fostering a leadership style that is conscious, curious, flexible, and respectful.
Modern executive presence goes beyond traditional leadership notions. It’s about creating transformative relationships with teams and stakeholders, rooted in genuine human connection. As the workplace continues to evolve, the demand for this type of leadership grows, and coaching plays a crucial role in developing it.
What’s next in the evolution of coaching?
Looking back over the past 15 years, it’s clear that coaching has come a long way.
The shift from in-person to virtual coaching,
The integration of DEIA principles,
The focus on psychological safety,
The need for new leadership skills,
And the redefinition of executive presence have all contributed to the evolution of the coaching profession.
As we look to the future, the possibilities are endless. Fifteen years ago, conducting coaching sessions over Zoom was revolutionary. Today, we’re on the brink of even more exciting changes, such as coaching in the metaverse.
In conclusion
Coaching has come a long way in the past 15 years, evolving from in-person sessions focused on top executives to a diverse, virtual practice accessible to everyone. The rise of virtual coaching, integration of DEIA principles, and the focus on psychological safety have made coaching a vital tool in today’s workplaces. As leaders adapt to new challenges, coaching continues to play a crucial role in developing skills and fostering genuine human connections.
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