---
title: "What is Coaching & Development?"
description: "Coaching and Development is growing another person's capability rather than solving their problem for them. It shows as asking before telling, giving feedback specific enough to act on, and accepting the slower, less comfortable route in which somebody learns to do the work instead of watching it be done well."
canonical: https://www.assessall.com/framework/coaching-and-development
updated: 2026-08-30
source: AssessAll
---

# What is Coaching & Development?

Coaching and Development is growing another person's capability rather than solving their problem for them. It shows as asking before telling, giving feedback specific enough to act on, and accepting the slower, less comfortable route in which somebody learns to do the work instead of watching it be done well.

_People & Influence domain, AssessAll Capability Framework. Last reviewed 2026-08-30._

<!-- #levels -->
## What coaching & development looks like at four levels

- **Developing (0–39)** — Your instinct when someone is stuck is to give the answer or take the task back. It's faster today and slower forever — it keeps people dependent. Shifting from solving to developing is the highest-return habit a leader can build.
- **Emerging (40–59)** — You coach when you have time, but under pressure you revert to telling. The opportunity is to make 'what have you tried?' your default first response.
- **Strong (60–79)** — You grow people deliberately — asking before telling, giving stretch with support, and coaching through setbacks rather than rescuing.
- **Exceptional (80–100)** — You develop people relentlessly and well, including those outside your team. People do their best thinking around you, and your alumni go on to lead.

<!-- #anti-signals -->
## Signs it is missing

- Every coaching conversation ends with the manager's answer and a shorter deadline.
- Feedback is annual, general and positive, and nobody's behaviour changes after it.
- Development is delegated entirely to a training budget.

<!-- #evidence -->
## Evidence to look for

- Name someone you developed. What could they not do before, and what did you actually do?
- Tell me about the last piece of developmental feedback you gave. What were the words?
- When someone brings you a problem, what is your first move?

<!-- #develop -->
## How to develop it

- When someone brings you a problem, ask 'what have you tried and where are you stuck?' before offering anything.
- Give one person a stretch assignment this quarter that's slightly beyond them, with you as backup not shadow.
- When a delegated task goes wrong, coach the owner through the fix instead of taking it back.

---

Source: https://www.assessall.com/framework/coaching-and-development