Goal-Centric Coaching

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The HR Leader’s Edge — Edition #2

Goal-Centric Coaching: It’s Not What You Think

By Heidi Klotz, Leadership & Career Coach | Fractional HR Leader

Published April 4, 2026

Most people think coaching means getting advice from someone who’s been there. A mentor who tells you what to do. Maybe a consultant with a framework to follow. That’s not coaching. At least, not the kind I practice.

I’m currently completing my Professional Goal-Centric Certified Coach (PGCC) certification at Concordia University’s John Molson Executive Centre, under the direction of Dr. Jim Gavin, one of the foremost voices in professional coaching and a Master Certified Coach recognized by the International Coaching Federation. What I’m learning there has fundamentally changed how I work with clients.

So what exactly is goal-centric coaching?

Well, it starts with a simple idea: the client is the expert on their own life. The coach’s job isn’t to give the answers. It’s to create the conditions where the client can find the answers themselves.

In the PGCC model, every coaching conversation is structured around a clear, client-defined goal. Not a goal I think they should have. Not a goal shaped by what worked for someone else. Their goal, in their words, grounded in what actually matters to them.

From there, the work is about helping the client move forward through active listening, powerful questions, and honest reflection. There is no advice-giving, no storytelling, and no telling someone what they should do next.

Dr. Gavin describes it this way: coaching creates a space where people feel seen, valued, and inspired to grow. The coach brings curiosity and presence. The client brings the agenda.

Why does this matter for HR leaders?

Because we’ve spent our careers giving advice. We’re good at it. And that instinct to jump in with a solution is exactly what coaches are trained to set aside.

When I coach a leader who’s wrestling with a career transition, or a manager who’s lost confidence, the most powerful thing I can do is not tell them what I’ve seen work before. It’s to listen deeply, ask the right question at the right moment, and trust that they have what it takes to figure it out.

That’s what makes coaching different from mentoring, consulting, or even good leadership. And it’s why a structured, accredited approach matters.

What this means for my clients

When you work with me, you’re not getting a playbook. You’re getting a thinking partner who will help you get clear on what you want, understand what’s getting in the way, and build a plan to move forward on your own terms.

That’s goal-centric coaching. And it works.

🙋 Curious what goal-centric coaching could look like for you? I’d love to connect.

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Heidi Klotz is a Leadership & Career Coach and Fractional HR Leader based in Montreal, Canada. With 20+ years of senior HR experience at organizations including AtkinsRéalis, Mattel, and Merck, she helps professionals reach their full potential through goal-centric coaching. Learn more at heidiklotz.com or connect on LinkedIn.