In the coaching industry, jargon has become an all-too-common feature.
It’s as if we believe that using complex terminology legitimises the coaching process, making it sound more sophisticated than it actually is. But, the truth is, coaching is an incredible tool for leadership development on its own – it doesn’t need to be propped up by buzzwords or obscure language.
The problem with jargon isn’t just that it complicates things. It often creates confusion and, when used without a solid understanding, it risks watering down the impact of important concepts. As coaches and facilitators, we often start using industry shorthand and, soon enough, the people we work with – our clients, leaders, and teams – pick up these terms and start throwing them around, often with even less understanding than we have.
Here are a few terms that are often misused and misunderstood:
• Authentic
This word is used so much it’s lost most of its meaning. Leaders are told to ‘be authentic’, but authenticity is deeply personal. If I were a psychopath, you are definitely not going to want me to be authentic at work. Worse, (well, not really worse!), it suggests there is just one version of you that is true. Come on! Think about it – you are different with your boss’s boss than you are with your friends at the weekend. There isn’t a single ‘self’ to be authentic to and it can’t be summed up in a single phrase or model. When we overuse it, it becomes a vague, empty term instead of a call to action for greater self-awareness.
• Psychological safety
This is a critical concept, but it’s often thrown around in leadership conversations without a true understanding of what it takes to cultivate it. It’s not just about creating a space where people feel comfortable. It is a complex idea and includes the ideas of trust, listening and being heard, being respected for your ideas, views and emotions and being as open as you are currently comfortable being. The key here is that what may feel like a safe environment for some may certainly not for others.
• On the spectrum
This one really annoys me (is that authentic enough for you?!). It takes years of training to be able accurately to diagnose people with autism yet it is a phrase we hear casually applied in contexts where it doesn’t belong, by people who haven’t the prerequisite expertise to make such a judgement. It is too serious a subject that shouldn’t be used flippantly as a way to describe anyone slightly different from the ‘norm’ …whatever that is!
• Introvert/extrovert
The introvert-extrovert binary is overused and oversimplified. People don’t fit neatly into these categories, and pigeonholing members of your team into these labels risks missing out on the rich complexity of individual personalities. Each individual is unique. Placing them into categories – 4 letters, a colour, preferences or animal types – is patronising and fails to recognise one of the many traits organisations need in large supply currently, namely, neuroplasticity and the abilities to flex and adapt.
And please don’t be within the same postcode as me and utter the word ‘journey’…
Let’s commit to using language that actually serves us, not complicates things further.
*** Exigence provides a full suite of evidence-based business coaching solutions, driven by a desire to help individuals and teams to achieve their performance potential. Find out more here or book a call to talk through how we can support you. ***
