How do you help coachees and sponsors set goals and take action?

As an executive coach, I facilitate the process of: - Setting clear, - Realistic, and - Meaningful goals by encouraging coachees to define specific objectives. For instance, aiming for improved team collaboration might set a goal to conduct bi-weekly cross-functional meetings to foster communication. I guide them to break down larger goals into actionable steps, like attending a communication workshop. Regular check-ins and accountability measures ensure consistent action. By aligning goals with their values, like promoting work-life balance, coachees are motivated to stay on track. This holistic approach drives purposeful growth and empowers coachees to achieve their desired leadership outcomes.

So much misunderstanding comes from not having understanding. Especially, in the beginning. Clarity is key because success loves clarity. A key component to executive coaching is what do you want? Being able to articulate that in terms of goals or measures is important and it's your role as a coach to help clients make that articulation. Does this rest of your shoulders? YES. Making sure everything is spelled out in detail is your role and responsibility.

In the discovery call, it is indeed critical to understand their needs & expectations. Different cultures might have different perceptions about what coaching exactly is. Explaining the coaching foundation is therefore important as well.

It all starts with solid conversation(s). The first interactions are most important because it sets the tone for a potential relationship that is built on mutual trust. While I would be leveraging a framework in my mind (build from experience), I prefer to keep the process less structured - allowing the coachees to “be themselves” and kickstart the process of self-discovery. Observing where the coachees take things and the way their mind makes associations is key. I also would guide the process by asking a few nudging questions. Obtaining information from three timeframes is helpful: the present, the past (have they worked with others what did they find most helpful), and the future. Ultimately, the past, present, and future must align.

Building a strong coaching framework is essential. To work effectively together, coaches and their mentees must first establish clear goals and expectations. In program management, this method brings together important stakeholders to boost results. Similarly, aligning with client expectations leads to market-fit solutions in product development. However, focusing too much on administrative factors can stymie coaching development. Achieving a balance between structure and adaptability promotes genuine involvement. The hallmark of expertise is the ability to tailor solutions to individual preferences.

When we add AIM in front of the SMART model, we can look at what is an 'Acceptable goal', versus and 'Ideal goal' and what might be the 'Middle goal' that we might go forward with.

While a framework or model can be helpful to use a baseline in coaching sessions, always remember that each client is an individual. As such you need to be responsive and adaptable to what the client brings on the day and not force the client to work within your model or framework.

There are any number of frameworks/models that can be used to structure a mentor-mentee relationship. That said, regardless of the framework selected, the person being mentored must do the hard work of personal reflection and decision making. Without that individual effort there can be no personal transformation. By the way, one of the simplest decision frameworks appears in First Kings 3.9 where Solomon encourages us to: Listen with the heart, Discern right from wrong, then take appropriate action. Hence, Listen-Discern-Act.

Making the goals real for the client is important. Also important is to emphasise the generative nature of the coaching intervention - it’s for the client. I usually ask 1. What do they aspire for ? 2. What can be better? I also show them a list of goals that others of the same experience and industry work on as a starting point. Then we enter into a tripartite with the manager.

Many people have had hurtful, harmful, or confidence-diminishing experiences with goal-setting in the past, so there is no “one size fits all” approach to facilitating goal setting and supporting accountability. A big part of my work as a coach is to help people relearn the safety and power of self-determined goal setting and pursuit, and being well-versed in many types of goal setting (and in motivation science) is incredibly beneficial for coaches.

When we try to achieve a goal, it is always about the feeling that sits behind achieving it. It is never about the goal itself. There is a clear difference between a performance orientation goal and a mastery orientation goal. The intrinsic motivation for both will be different. Results will be greatest when the goal has a mastery orientation. Therefore it is critical to understand what feeling they actually want to achieve with the goal. That is how a goal gets aligned with their values and vision

Setting clear goals for a coaching program / session is important. It is also helpful to remember that if a client only works to reach a set goal, they may fall back into old habits once they reach that goal. What can be helpful is to consider supporting clients to build a new way of living in which goals are part of their journey rather than the final destination on their journey.

Ensure that the coachee sets the goals. Ensure that his or her perceptions and expectations are aligned to the goal. Ensure limiting beliefs have been highlighted in order to keep them from building a goal on limiting beliefs.

Coaching has transcended superficial goal setting by emphasizing authenticity and values alignment. Through narrative and storytelling techniques infuse goal setting with emotion and imagination. Clients are encouraged to root their goals in their core values, leading to a deeper sense of purpose and motivation. Clients craft narratives around their goals, enhancing motivation and helping them visualize success amidst challenges.

Anchoring to ones values and articulating their vision for who they want to be, how they want to live and how they want others to feel after an interaction helps to clarify their ultimate WHY. As that becomes clearer, what choices to make also become clearer. A good coach will help the person get grounded in values and vision. Then the coach will help the person use those guideposts during coaching and development conversations.

Part of the contracting phase should set out the expectations for what will be shared with the sponsors and how often. To avoid triangulation, it's often best if the client is sharing their progress with the sponsor, not the coach (though a three-way meeting can also work). As part of my contracts I try to schedule a meeting with the sponsor every month and a half to two months (depending on the length of the engagement) to understand if they're seeing the expected/desired changes within the client. Again, I try to do this as a three-way meeting so we're all sharing the same context.

To help coachees with accountability, we need to understand how that looks like for them. Some Coachees might expect help in the accountability part, whilst others handle accountability independently. Agreeing in advance how to handle commitments when not kept and let the coachee reflect before taking the action what might get in their way from taking the action.

It’s important for clients to create their own agenda for accountability. Part of goal setting and action planning with my clients includes identifying their preferences and needs around accountability. Some clients want (or need) to be “held accountable;” others may find that discouraging and prefer a gentler and supportive approach instead of traditional “accountability.” That client agenda can change throughout an engagement, so it’s something I check in about routinely in case their needs have changed.

Coachee to come up with accountability schedule to ensure that it will be achievable. Find a way to deal with failure when a task has not been completed and how to show empathy towards self if and when needed.

Social and Peer Support Harnessing the power of social connections, coaching integrates peer support networks. Coachees share experiences, insights, and progress, fostering mutual accountability and a sense of community.

As a coach, we need to understand that coaching can have different expectations in different cultures. Clarifying first what coaching entails is therefore critical.

Transparency and Alignment At the outset of the coaching partnership, it is critical for all parties to collaborate on the shared goals and outcomes with an alignment meeting that includes the coach, coachee, and sponsor/coachee's leader. Establishing transparency in this communication is important to ensure everyone is operating under the same set of facts and expectations. Alignment meetings also serve to reinforce trust and confidentiality amongst all parties.

I recommend "The 4 Disciplines of Execution" to coaches for its practical approach to goal achievement. It offers a clear framework: focus on a few high-impact goals, measure actions that lead to results, visualize progress, and maintain accountability. This strategy aligns with coaching principles, helping clients set and reach meaningful objectives. The book's actionable steps, emphasis on lead measures, and accountability practices can empower coaches to guide clients towards effective goal attainment.

Coaching has evolved beyond one-dimensional goals to encompass holistic well-being. Coachees set goals that address physical, emotional, social, and spiritual dimensions, promoting a balanced and fulfilling life. In the dynamic world of coaching, embracing these leading-edge approaches empowers coachees to take ownership of their growth journey. As coaches, it's our privilege to guide coachees toward innovation, resilience, and holistic well-being. As you embark on your coaching journey, consider integrating these approaches to propel yourself and those you coach toward unprecedented success and fulfillment. The future of coaching is here, and it's bold, dynamic, and transformative.