Identifying and facilitating learning and change

Center for Coaching And Mentoring, Inc.

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(For individual use only, not to be reproduced or used in any way without permission) 

Here is the second - Coaching Tip - to help you continue to develop your coaching skills. 

Coaching Tip #2 - Make sure you are both on the same page.

 

When you decide there is a situation important enough to initiate a coaching session, don't assume that the other person will see the need for change the same way you do-no matter how obvious it may seem to you.


You will sometimes recognize (hopefully) that the coaching conversation is going in circles, there is passive resistance about recognizing how the situation effects them, or no real interest in developing a corrective action plan.  (An important internal indicator is your own frustration level or impatience).

As a coach, you may need to go back and talk about the topic (issue) and the need for change-as you see it-then (taking the collaborative approach) ask "how do you see this-do you see that it is important and requires change?" (say it in your own words)

What if they don't agree?  Then that becomes the focus of the coaching session. 

You won't make any progress (facilitate change) unless you can both get on the same page about if and why change is needed and the direction, magnitude and nature of that change.  Only then will they be able to willingly cooperate in the development of a corrective action plan and be committed to its success-the REAL results you want as a coach.

Make sure you are both on the same page - Step #2 (Define the Topic and Need) to create partnerships for a competitive edge.

Remember Step #8 (Don't Give Up)

To view the 8 Step Coaching Model referred to in this tip, click here

Copyright, Center for Coaching & Mentoring
Contact Matt Starcevich at matt@coachingandmentoring.com