Coaching is a system of methods and techniques to help a person make a decision on their own. A coach does not give advice, does not solve a problem for a client, and does not persuade or discourage the client.
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The coach's task is to reveal the client's potential, show him that he already has the resources to achieve what he wants, and show what those resources are and how they can be used. That's why a coach can only come to the rescue when called upon. Simply put, you can only do coaching if you are asked.
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A coach works with the help of particular questions. He asks such questions that the coachees do find the answers themselves. And the professionalism of the coach lies in the ability to choose the right questions.
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Let me share an example of how a coaching session is structured. Then, if you're wondering what questions a coach can ask a client, please follow through with this article.
Coaching requires more than one engagement between a coach and a coachee. That should help you to set expectations right.
The coaching process.
The coaching process starts with an intake session, sometimes with an introduction to coaching.
Intake session enables to build of a rapport between both parties involved as well as defines expectations and outcomes. This session is an essential part of the workflow, and in most cases, it concludes with the coach asking permission to coach. Again, this is vital; coaching is a permission-based process.
Coaching plans - durations.
Depending on the length of the coaching engagement, both parties will agree on the schedule. Hence, the number and duration of sessions. For longer meetings, it will often be fortnightly (every other week) sessions 60 to 90 minutes long. For shorter ones, weekly sessions are 40 to 60 minutes long.
The structure of a coaching session.
Depending on the coaching model, there could be more or fewer steps, but generally, it could look like that:
- Topic. Same as you set expectations at the intake session, it is essential to agree on your meeting subject.
- Opportunities. A coach will ask you: "Ok, how are you going to achieve this?". The idea of opportunities is to bring you into a completely different thinking level, which enables you to think deeper. Don't be alarmed if you can't answer this on the first or even second session - coaching is a process; challenging goals may require time to think.
- Reality check. Here we need to think of answers to this: "I am curious; what stops you from achieving this goal?" The reality check works both ways: if you can or can't provide the answer on Opportunities. A reality check makes actions realistic. If you can't, it makes you think about what stops pursuing your goal.
- Actions or Will. The question is relatively simple: "Ok, how are you going to do this?" Yes, not achieve, but do! You can't just perform; you must also enjoy the process.
As I mentioned earlier, these steps are model dependent, yet I must admit that these four above combine the outcomes of all models.
As you can see, the coaching process goes beyond a particular problem or goal and transcends both. As a result, you become a learner and a master in managing your own decisions.
Have I made you interested? Then please message me, and let's talk.