How can you help coachees communicate their vision and goals more effectively?

Here’s a book recommendation by the noted journalist and author, David Brooks.”How To Know a Person”. The skills and attitudes he discusses will help you be a better coach, manager, leader, parent, friend. Life is about continuing to grow and learn how to be a more complete human being!

Conhecer o estilo próprio de comunicação, melhorar as técnicas de comunicação a partir do uso de ferramentas, ajustar as habilidades específicas são alguns dos conselhos mais comuns existentes no mercado. O que muito pouca gente observa e que entendo ter um impacto imenso na comunicação é o conjunto de sentimentos e emoções existentes por detrás doo conteúdo a ser comunicação. Ou seja, qual a verdade do que está sendo comunicado, o quanto a pessoa acredita no que está falando, são elementos que estou sempre atento no meus processos de Coaching.

Help coachees communicate effectively by assessing their style using tools like DISC or VAK. Understand strengths, weaknesses, and adaptability. Guide them in crafting a clear narrative, refining their elevator pitch, and developing active listening skills for impactful communication

Clarificación de la visión y los objetivos: Ayuda a clarificar estos aspectos mediante preguntas reflexivas y ejercicios de visualización. Identificación de audiencia. Estructuración del mensaje: Enséñales a organizar su mensaje de manera clara y concisa, utilizando una estructura. Práctica de habilidades de comunicación: Realiza ejercicios de role-play o simulaciones para que los coachees practiquen la comunicación de su visión. Escucha activa: Enseña a los coachees la importancia de escuchar activamente a su audiencia y adaptar su mensaje según las necesidades y preocupaciones de los demás. Feedback y ajustes: Después de comunicar su visión y objetivos, anima a los coachees a solicitar feedback y realizar ajustes según sea necesario.

Each person has their own unique communication style...some are verbal extroverts, some are thinking introverts , some are mix, some need some nudging, some are ok in one on one private conversations, some are visually oriented ( diagrams and images ), some are process oriented ( step 1 / step 2/ step 3...etc) . A coach role is to first help the coachee relate to his / her communication style and then help explore the exploring of sharing the goals / visions. ....not all coachees may be comfortable sharing vision / goals publicly based on fear of being judged or questioned for.....so the ideal role of the coach is to help the coachee be at his / her natural best and help define a goal / vision suited to coachees best needs!

I normally prefer to apply the first D of appreciative inquiry i.e Discovery for this portion. Allow the coachee’s mind and heart to believe that All was well and All is well. There has been good performances and good results in the past. It is just that the context is different which is demanding a different “me” and the world is out there for support. Make the conversations positive, never be in a rush to define vision and goals, allow it emerge on its own as the conversation unfurls.

When team has dilemna leader facilities the goals and vision clarirty for the team, same way each leader prepare vision and goals - though certain occasions its important to clarify vision and goals. Important - whether goals are specific, measurable, achievable relevant and time based. Unless their vision is SMART, different to provide clarity to the team.

Before your coachee can effectively communicate their vision and goals, they first need to have a clear understanding of what they are. Help them clarify their ideas by asking them specific questions and providing feedback on their answers. This will help them determine the key points they want to communicate.

One of my favorite ways is to help clients envision their future is to have them paint of picture of what it looks like when they're done. What's different from today? How will they know when they're there? How will they experience it with each of their senses? When they create an immersive short story of how things will be in that imagined future, then we can work backwards to bridge the gap. We are built for story telling. When we're clear as leaders about what our vision looks like, it's far easier to get to paint the picture for our teams and bring them along with us.

Most of the time folks think they have a vision, but it’s far off. Often times the vision is too vague and doesn’t inspire a call to action. We need to get clear on what the vision is by having an open conversation about their sense of purpose. Why bother? Why did you start? What do you want to leave behind after your life? Zooming out and stepping back. Seeing what’s the most important thing and how we actually have a fighting chance to make this world a better place. Beyond frameworks, and checking off boxes with clients, one needs to go deeper.

I found it immensely helpful to use the Pyramid Principle. This technique prevents people from jumping into details too quickly. The Pyramid Principle means that we start at the very top with just a few labels and share our idea in a handful of words before we check in with our audience. Then, we move to the next level of detail as necessary. For example, one might say, "my presentation has three points today: the future, plans, and challenges. I will spend about 5 minutes on each before I ask for questions. Let's start with the future." By approaching it this way, we allow people to listen and stay engaged. Structuring in a way that people can appreciate often just means limiting detail rather than expanding on it too early.

In guiding coachees to communicate their vision effectively, I focus on structuring messages. Utilising tools like STAR, AIDA, or SCQA, we work together to organise key points and supporting details. This tailored approach ensures coachees present their ideas logically and persuasively, capturing and maintaining audience attention. It’s about delivering a message that not only engages but also influences effectively.

Coachees may have developed and crafted great goals and great visions ( through guided coaching or on their own ). When required they may also be required to present these effectively in a group or a large gathering ....coaches need to help coachees to structure messages....help the coachee develop their own structuring style, and present perspectives on alternatives which may be missed...if there are any deep rooted fears in structuring or laying ideas on a proper flow, or mindblocks of syntax or fear of non acceptance from listeners etc ...needs to be helped through coaching . For some specific target audience if a specific method of structure is required coachees may be mentored for the same too, of course based on their own willingnes

1. Tell a story When you tell a good story ,you give life to a vision. A good storyteller creates trust, captures hearts and minds, and serves as a reminder of the vision. Plus, people find it easier to repeat a story than to talk about a vision statement. 2. Perfect your elevator speech. Every leader needs to be able to communicate the vision in a clear, brief way. Be prepared to talk about it in line at the cafeteria, when you visit the customer service department, and even walking through a parking lot. 3. Use multiple forms of media. Use the newest communication technologies, and ensuring your virtual communications are as effective as possible, but don’t forget the tangible swag like coffee mugs, T-shirts, luggage tags,e.t.c

Encouraging clients to use a framework like STAR, AIDA, or SCQA to structure messages is vital as it provides a clear, logical format that enhances the coherence and impact of communication. Choosing a specific framework aligns the message with its purpose: STAR tells a compelling story, AIDA captures and retains attention, while SCQA outlines problems and solutions effectively. This strategic approach ensures that the coachee's vision and goals are conveyed persuasively and memorably.

Effective leaders master how to frame their messages. Use this 5-step "Tell Them..." Triad approach (hat tip, Jerry Weissman) to welcome listeners, reward their attention and invite them to take action. 1. Earn attention with a hook ↳ Create a "record scratch" with data or a story ↳ Open a loop they'll want to close by listening 2. Tell them what you'll tell them ↳ Answer: What's in it for them? 3. Tell them ↳ Walk through the details of your core message 4. Tell them what you told them ↳ Summarize the ride they just took ↳ Emphasize (again) what's in it 𝗳𝗼𝗿 𝘁𝗵𝗲𝗺 5. Call them to action ↳ Share one action they can take 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄 By applying these 5 steps, you'll deliver messages that earn attention and inspire action.

In elevating coachees’ communication, I prioritise enhancing delivery. Together, we explore voice modulation, body language, and effective use of visual aids. By applying frameworks like the 7 Cs, 4 Ps, or RASA, coachees refine their approach across different modes and channels. Addressing questions, feedback, and objections becomes a key focus, ensuring they respond adeptly. This approach not only builds confidence and credibility but also fosters a compelling communication style that nurtures trust and rapport with their audience.

In enhancing delivery a key insight often overlooked is the alignment of personal authenticity with these frameworks. While structure is essential, the most impactful communication happens when my coachees infuse their unique personality and passion into their delivery. This authenticity resonates deeply, building trust and rapport far beyond the mechanics of delivery. It's not just about what is said or how it's said, but the genuine intention and energy behind it that truly connects with an audience.

Delivery of the structured messages ( be it for goals or be it general for any form of verbal communication) may be a tough deal for a few coachees who are not trained in presentations or are not willing to share. Role of the coach is to help the coachee travel a inner self reflection journey and help them understand the barriers ( confidence, past failures, public disclaim etc ) ..once barriers of delivery are understood next step is to help awaken the awareness of possibilities and help execution by practice , by feedback, by self assessment or by tools of video recorder etc ...it also makes sense if the coachee is mentored on the " theories of verbal communication" for increased awareness on finer syntax and templates of delivery

Coaches play a crucial role in sharpening coachees' communication skills. It's not just about guiding coachees to express their vision but also about helping them understand the impact of their words. Think of it as a mirror - showing them how their message is received. Encourage your coachees to seek diverse feedback actively. It's about digging deeper, beyond 'Did I do well?' to 'How can I make my message clearer?' The real growth happens when they listen openly to this feedback, without defensiveness, and then put it into action. As a coach, you're helping them turn feedback into a powerful tool for continuous improvement in communication. It's about transforming your coachees into an impactful communicator.

Feedback is the most valuable resource in the coaching process. Unfortunately many coaches are afraid to take risks because of the lack of experience. The best advice is always to be mindful and listen carefully.

As a coach there are a few things we can help a coachee with, which i call multiple ‘Cs’. First is the ‘context’ in which you want to communicate should be clear. Second the ‘content’ of what you want to communicate. Third is the ‘consumer’ who is the recipient of your communication. Fourth is the ‘carrier’ of your communication ie. presentation, speech, written, audio visual or a combination of all. Fifth & final is post delivery, checking for ‘Clarity’ with the consumer on the content in reference to the context. These are the 5Cs of effective communication.

Consider starting with an assessment of their ability to communicate, period. Determining their communication style doesn't mean much if they lack to ability to communicate at all. Similar to developing leadership skills, people skills need to be developed first. Once the person becomes a good communicator, then work can start on communicating specific messages.

One of the biggest things I've noticed is when coachees offer, "I don't know" when asked about their goals or how to achieve them. Sometimes it's like a learned habit...if the say, I don't know, someone will just give them an answer. It's path of least resistance stuff. When I don't reply and let them sit for a few seconds or more, it's amazing how many of them begin telling me the things they do know. From there, we can begin unlocking even more things they have been holding back from speaking/realizing. From time to time, I'll also flip the script on "I don't know" with "Tell me what you do know" and that tends to open the conversation as well.

The trick isn't just in articulating a vision; it's about igniting it with the kind of fire that spreads from soul to soul. Coachees often come with goals as vague as 'I want to be successful.' A client I worked with simply said, 'I want to grow my business.' After peeling back layers like an onion (and yes, there were tears!), we discovered her true vision was not just growth, but sustainable, community-impacting growth that aligned with her values. We shifted her narrative from 'growing my business' to 'cultivating a thriving community through my business. Helping coachees communicate their vision and goals is not just about clarity; it's about resonance. It's not a mere transaction—it's a transformation.

I liked the reference to Appreciative Inquiry, building on the positive. It prepares your mindset for bigger bolder dreams. When they come true, what does that look like?