Inner vs Outer Work: Effective Coaching is always working on both
A guide...to transformation, by integrating inner & outer work in coaching
Inner Work vs Outer Work
Like an iceberg, human behavior has visible and hidden components. In truly effective coaching, we are always working with both what's above (outer work) and what’s below the waterline (inner work).
Outer work is the work on the visible tip of the iceberg. This includes our actions, words, tone of voice, body language, and gestures. These are the observable ways we show up in the world and move toward our goals. It is the what and how we move towards our goals, hopes, dreams and vision. Outer work in coaching includes things like
Setting clear, measurable goals
Creating action plans and concrete strategies
Developing new habits and routines
Practicing specific skills and competencies, like feedback or strategic thinking, or delegating etc.
Making changes in communication style or leadership approach
Inner work is the work on the stuff below the waterline. This is our relationship with ourselves—our perceptions, thoughts, feelings, memories, values, beliefs, and even our sense of spirit or purpose. These deeper elements shape and influence everything that appears above the surface. Inner work is looking at the story (and yes, it is a story), about who we think we are and why we do what we do.
Inner work in coaching includes things like:
Examining limiting beliefs that may be holding someone back
Developing greater self-awareness and emotional intelligence
Uncovering core values and what truly motivates someone
Working through fears and internal resistance
Shifting perspective and reframing situations
Building self-trust and confidence from within
Why Does Inner Work Even Matter?
Without inner work, coaching risks creating an unstable iceberg: merely tactical problem-solving that creates temporary changes rather than lasting transformation. Here's why:
Most outer challenges have inner roots. For example, a leader who micromanages might learn delegation techniques (outer work), but if the underlying trust issues and need for control aren't addressed (inner work), they'll likely revert to old patterns under stress. The outer changes don't "stick" because the inner operating system remains unchanged.
Pure outer work can lead to:
Solutions that don't address the real issue (like teaching time management to someone whose real challenge is perfectionism)
Increased frustration when outer changes don't produce results (because internal barriers remain unexamined)
Missed opportunities for deeper growth and sustainable change
"Band-aid" fixes that require constant reinforcement
Unintended consequences from pushing behavioral change without understanding the underlying system
Additionally, focusing solely on outer work can actually make things worse by:
Creating internal conflict between new behaviors and old beliefs
Building resistance as people feel pushed to change without understanding why
Eroding confidence when surface-level solutions fail
Missing the root causes that could unlock much easier solutions
For example, someone struggling with work-life balance might set better boundaries and time blocks (outer work), but without examining their beliefs about self-worth being tied to productivity (inner work), they'll likely feel guilty about maintaining those boundaries and eventually abandon them.
Inner Work: Therapy vs Coaching
Does inner work in coaching sound like it’s akin to therapy? That’s because it is. But there are also critical differences between inner work in coaching vs inner work in therapy.
Effective coaching and therapy both start from a place that people are innately capable, that they are naturally creative, resourceful and whole. They both believe that people can change, grow and improve and that they can solve their own problems. Both seek to create a safe place where people can be honest without fear of being judged. Both therapists and coaches practice deep listening — really paying attention to what people are saying.
Coaching's inner work typically focuses on self-discovery and growth in service of specific goals, personal development, or professional advancement. It's forward-looking and action-oriented, helping clients understand their patterns, beliefs, and behaviors that may be holding them back from achieving their desired outcomes and success in the environment they are in. Coaches help clients develop greater self-awareness and emotional intelligence while staying firmly in the present and future.
Therapy's inner work, in contrast, often involves processing past experiences, trauma, and longer-term emotional issues. Therapists are trained to help people understand and heal from psychological wounds, manage mental health conditions, and work through complex emotional challenges. The work can involve exploring childhood experiences, relationship patterns, and unconscious material in ways that coaches aren't trained to handle.
Coaching's inner work is like helping someone optimize the performance of a basically healthy system, while therapy's inner work involves healing and repairing fundamental issues in that system.
Work vs Life
One of my clients once referred to coaching as “work therapy.” Others tell me that what they most appreciate about coaching over therapy is that coaches understand the nature of work, work dynamics and organizational cultures.
There are many wonderful therapists who absolutely understand work environments and/or have experience with, or in, organizations. But they tend to be relatively less common.
Any good executive or leadership coach, on the other hand, by definition has workplace experience, and is consistently working with/within organizational environments.
The Benefits to the Organization of “Inner Work”
Organizations benefit tremendously when they invest in professional development that works on both causes and symptoms. The ability to support “inner work”, while protecting confidentiality, is often a key reason organizations bring in external executive coaches.
Performance Enhancement
When employees overcome limiting beliefs and build confidence through inner work, they perform at higher levels, take on bigger challenges, innovate more freely, and develop stronger and more productive working relationships
Talent Retention
Employees who feel supported in their professional development are more likely to stay with the organization
Cultural Transformation
Individual mindset shifts, especially with senior leaders, can create ripple effects throughout an organization. More self-aware and emotionally intelligent leaders invites greater self-awareness and emotional intelligence in others.
Change Management
The ability to understanding and addressing, not just dismiss, underlying fears and beliefs makes change initiatives more successful.
Risk Mitigation
Leaders with unexamined behavioral patterns or blind spots can create significant organizational risks. The inner work of coaching can help prevent destructive leadership behaviors before they become problems, and provides a confidential space to work through challenges that could otherwise escalate.
Note:
“Inner work” is not something that can, or should, be done by a person’s manager or HR. It is too vulnerable and too sensitive and requires a container of confidentiality.
Conclusion
Coaching and therapy are complementary approaches that can work powerfully together when appropriate. While each has a distinct focus—coaching on the now and the future, therapy on healing pain from the past—many people find value in engaging with both simultaneously or at different phases of their journey.
The key insight remains that sustainable change requires paying attention to both our inner thoughts and feelings and our outer actions.
When we bring our beliefs and behaviors into harmony, and get the right combination of support for our specific situation, we create the conditions for lasting transformation.
I love asking myself, “What is the story I’m creating right now,” which I picked up from my favorite leadership guru, Brené Brown. When I’m in meetings with principals and directors (I work in public education) I will often ask them, “What story are you telling yourself right now about this situation?” It’s a great way to insert a pause when someone is starting to spiral.