What significant problems are you struggling to fix?

When did you realize there is something missing in your spiritual/vocational journey?

How has the workplace changed and left your team with a high level of dissatisfaction?

Dr. Gary Reinecke, is the Executive Director of InFocus. Gary holds the Master Certified Coach (MCC) credential with the International Coaching Federation and is a certified Harrison Assessor.  He’s also the co-founder of Christian Coaching Tools.

Gary co-authored Christian Coaching Excellence and the Coaching 101 Handbook. 

Gary Reinecke lives in Murrieta, CA with his wife Gina and they have two adult children who live in Boston, MASS. 

Gary Reinecke introduced coaching to our organization and over the next three years our senior leadership team began the journey of learning and challenged our supervisors and front line leaders to take full responsibility of their area by empowering the members of their team. 

Vice President of the 2nd largest wine distributor in the world

Coaching for Faith & Business

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A coach will draw-out vs. tell YOU what to do

Coaching in one word = EMPOWERMENT.

One leader compared coaching to “Coming Alongside and Drawing Out” vs. mentoring as “Going Before and Pouring In!” (Tom Wymore)

A helpful working definition of Coaching is a relational process to help a leader discover and take the next step in their personal or business development.

  • Macro change – visionary leaders who are introducing a new business initiative
  • Micro change – small steps that taken over time have a strategic impact
Team dynamics that benefit from coaching

Executives – CEOs, VPs, COOs, etc.

  • Casting a vision AND implementing it across the organization

Small business owners – 5-49+ employees

  • Maximizing employee engagement that leads to real business outcomes

Supervisors – responsible for a team of 3-15+ people

  • Creating a learning a culture, managing effective team meetings and implementing powerful 1-1’s
Begin with the end in mind

Coach Agreement – a strong start to a coach relationship begins with a discussion to clarify expectations and includes some of the following:

  • Objectives – What do you want to accomplish in a coach relationship?
  • Measures – How will you know when you have achieved your objective?
  • Gains – What do you want the impact to be for you and your organization?
  • Logistics
    • Duration
    • Frequency
    • Online preparation
    • Evaluation points
    • Accountability
    • Costs
  • Agenda Harmony – each appointment has a specific agenda that the leader co-creates with the coach.  
3 ways you benefit from coaching


  • The heavy lifting in a coaching conversation include listening and asking questions.
  • The things you discover on your own, you are more likely to act on.
  • Leaders accelerate their growth when a coach facilitates the process of self-discovery vs. telling people what they need to do as the “expert”.


  • A simple equation for leader effectiveness is a Relevant Vision + Strategic Effort + Relational Support = Maximum Impact.
  • This is one reason why people need a coach.
  • If people could consistently reach their potential without the support of another person in life, they would!


  • I want to help you leverage your time, talents and treasures for Kingdom advancement.
  • With that in mind, I help you clarify the most important thing to focus on right now.
  • The most fruitful coaching conversations are focused on important but not urgent activities (Covey).
3 distinctives that will fit your unique context

Principled based

  • Universal principles are fundamental to my process vs. a particular model that leaders are forced to embrace.


  • When we initiate a coaching relationship I ask you to clarify what you want to achieve and as long as we remain focused on that agenda, then the relationship will fulfill its intended purpose.

Processed oriented

  • The complexities of life and work oftentimes interfere with the best laid plans so we adjust the plan as we progress.
Tools that will help you succeed

One tool I use to set a baseline is the Harrison Assessment.  This is one of the most reliable and in-depth assessments that helps you gain a clear picture of the traits you excell in and how you can maximize those in your work.  Many times leaders I coach find themselves in transition and this is a great tool help them through that process.

Other tools I’ve used over the years include:

Measuring your success from a coaching relationship

This can be answered in three ways. At the outset of the coach relationship I co-create a coaching agreement with the leader. I ask the leader respond to three questions:

  • Objectives – What do you want to accomplish in a coach relationship?
  • Measures – How will you know when you have achieved your objective?
  • GainsWhat do you want the impact to be for you and your organization? 

If we meet or surpass these expectations then we are successful.