Tu coachee duda del proceso de coaching. ¿Cómo puedes convencerlos de su valor para lograr sus objetivos?

When a coachee doubts the value of coaching, I address their concerns with empathy, acknowledging that scepticism is natural. I emphasise that coaching is a journey, not a quick fix, and share real examples of progress others have made. I clarify that coaching isn’t about providing answers but empowering them to discover their own solutions, building confidence and self-reliance. By discussing their specific concerns and ensuring our goals align with their needs, I aim to build trust and demonstrate that coaching is a flexible, valuable tool for their personal and professional growth.

Coaching a non-believer isn't difficult; it's an opportunity to leverage their pushback. Peers, team members, and C-suite leaders who identify as non-agile often do so because they haven't experienced the benefits of agility. Begin by having conversations that focus on embracing change, exchanging feedback, taking action, and maintaining accountability.

When I was in my early 20's my dad sent me a kit for my birthday. It was a goal setting kit and included a workbook and goal setting exercises. I completed the exercises and set some goals including returning to school to finish my bachelor's degree. Little did I know at the time that my dad was a mentor/sponsor/coach to many young people, and decades later, I met someone my dad had "coached" when he was just a college student. He had become a portfolio director and supervised a whole department. I also realized my dad had helped many aspiring business professionals. Forty plus years later, I realized my dad is the best business coach anyone can have, because he is an excellent "listener". He listens, before he advises.

You shouldn’t have to convince any one of your value. Either they see why they were drawn to you or were assigned to you or not. If they are skeptical of their ability to change you can remind them of their goals and how you intend to help them. Reaffirm you are both on the same page for the type of success they want to achieve and why. Or as a coach you should be open to allow them to make a different decision if they decide they need something different. Change is uncomfortable but you can only lead a horse to water, you can’t make it drink. However, as a coach, you do have to ask the hard questions.. and one of those questions in this instance would be.. do you not see the value or is the change too much right now for you?

It's important before starting coaching with a new client that you set expectations and clarify what coaching is (and what it isn't!), expected results in the timeframe, and so on. It can be useful to ask about any skepticism they have before you start and ask about prior experience with coaching. It's important to listen without judgement to their answers and address any concerns/misconceptions. Often it's less about them doubting the coaching process, and more about self-doubt/lack of self-belief/confidence ('what if it doesn't work for me?'). Along the journey, continue to build trust, remind them of their wins and be their biggest support and cheerleader. Often their confidence develops with results.

To convince a coachee of the value of coaching, I would first clarify that coaching is a collaborative process aimed at helping them achieve their goals. I'd share success stories to demonstrate its impact and foster open communication to address any doubts. By setting small, achievable goals and regularly reviewing progress, I would help them see tangible results, building trust and reinforcing the effectiveness of coaching.

Trust is mutual. Seeing through the lens of the coachee (which may include factors such as, culture,gender, professional strength, the what in the cochee's needs, the feeling of safety, empathetic view, caring, supportive and any other relevance) is paramount! Consideration to building trust include: * Demonstrating expertise through qualifications and success stories, providing evidence-based results, and engaging in active listening to understand their needs. * Building personal connections by sharing one's journey and offering trial sessions can be effective. Highlighting the return on investment, sharing testimonials and references, and maintaining transparency about coaching capabilities are crucial.

The biggest driver of value in any team is to screen for coachability at interview, and turn the sceptics or the uncoachables into receptive coachees. Some people only lend their trust when they truly believe that you are invested in solving their problems and helping them get to where THEY want to go. Sometimes that means stepping outside your ‘deliverables’ to tailor what you have to offer on a very personal basis.

Reducing doubt about career coaching and building trust with potential clients is crucial for establishing a successful coaching relationship. Here are some strategies you can use to achieve this: 1. Establish Credibility 2. Provide Transparency 3. Incorporate Active Listening. 4. Create Tailored Approaches to meet clients needs. 5. Offer Free Needs Assessment 6. Continuous Checkins (once a week or bi weekly) 7. Provide Testimonials By implementing these strategies and techniques, you can reduce doubt and build trust with potential clients, ultimately fostering strong and successful coaching relationships.

Establish a realistic timeline and progress tracking for the coachee to visualize results. While coaching and growth require time, it's crucial to set a realistic timeline that both you and the coachee agree upon to demonstrate the expected outcomes. From my experience, a 3-month period is typically effective for producing tangible results. During this time, I ensure we have regular meetings to engage in high-quality discussions about progress. These meetings are followed by detailed and timely reports to highlight outcomes and areas needing improvement. It's also essential to communicate to the coachee that this is an ongoing process, where self-awareness, feedback, and regular reflection are key to success.

Step away from the SMART goals. As a coach you’re there to hold space for your client, not boss them around. Take some time to understand what they are concerned about and how they’d like the coaching to be. Talk about their goals, aims, vision, or hopes. Remember everyone is different and not everyone will actually find themselves a perfectly defined goal, but it doesn’t mean coaching doesn’t work. Ultimately, it’s a client centric relationship and the process should be built around the client.

Coaching provides individuals with a safe and supportive space to explore their thoughts and perspectives. It helps individuals tap into their own creativity and resourcefulness, often leading to the discovery of multiple options and potential solutions. One of the common challenges faced in today's fast-paced work environment is the lack of time for deep thinking. Coaching allows individuals to slow down, reflect, and engage in deeper thought processes, ultimately enhancing problem-solving skills.

There are two primary coaching approaches. One involves one-on-one analysis of a specific individual and communication, where interested parties gather to receive education on a topic chosen by the coach. Alternatively, coaching can be sought from two perspectives or acquired through specialized training.

A way to reflect on your clients progress is by celebrating your clients successes. It doesn’t mean you just give them positive affirmations such as “good job” or “you’re so great at that”. Celebrating a client is about the coach identifying and sharing a specific observation of the client in session that shows their progress. It could be a new awareness they achieved or a new way of thinking about something that was challenging to them before. One of the unique values of coaching shows up when a client is truly seen and heard and is allowed the space to make these discoveries and celebrate them in partnership with their coach.

Creating an action plan is just the start. Coaching helps turn this plan into real results. With a coach, you get a custom roadmap that fits your team and changes as you learn. While we can learn from successful companies, your plan must be personal and adaptable. A coach helps you navigate obstacles and stay focused on your goals. Trust the process, and you’ll see your potential turn into success.

Action plan transforms vision into reality. By breaking down your goals into actionable small steps, you'll stay focused and motivated. Regular check-ins with your coach ensure that you're on track and able to adapt to any changes or challenges that arise. This structured approach not only keeps you accountable but also helps you celebrate small wins along the way, reinforcing your commitment to achieving your larger ambitions.

This goes hand in hand with goal setting. It is difficult to reach any goal without an action plan “map” of how to get there! Sharing an action plan is a great way to encourage someone to step out of their comfort zone!

The hardest part in any arena is the first step. The Coach needs to be able to build up to that first step of action. Once the inertia is broken, celebrate the small wins that build up to preset goals. When the action is clear, and the mini targets are met, the trust and momentum increase.

Creating a concrete action plan helps to translate goals into actionable steps. I work with the coachee to develop a plan that includes milestones and deadlines, ensuring that they have a clear path to follow. This not only makes the process more tangible but also helps the coachee see immediate progress, reinforcing the value of coaching.

Reflecting on progress can be challenging because we often equate progress with moving forward. However, sometimes a step or two backward can be just as valuable. Taking time to pause and untangle what’s preventing you from reaching your desired state, or stepping away from busyness, is already a significant achievement. Many of us pretend we're moving forward in life simply because we're caught in the rat race, chasing goals we haven’t truly considered.

Never forget to acknowledge and celebrate small wins and progress made during the coaching process. This builds motivation and confidence. Help the coachee to understand that to bring the change it takes time, every individual have their own pace and they need to accept that.

Regular reflection on progress is essential for maintaining motivation and demonstrating the effectiveness of coaching. I schedule regular check-ins to review achievements and discuss any challenges. Celebrating small wins and reflecting on growth helps the coachee recognize their advancements and the positive impact of coaching.

Reflecting on progress is of great essence to the coachee as without touching the progressive feeling there will be no room for future cooperation with the coach and probably getting rid of the whole idea of coaching

Celebrar as vitórias, ajudará a reconhecer e celebrar suas conquistas, sejam grandes ou pequenas, isso aumentará a motivação e o comprometimento para seguir em frente. Os feedbacks também irão contribuir muito para a evolução do processo, pois permite identificar o que está funcionando e o que pode precisar de ajustes.

Consistency is key to sustain the momentum, and once you start seeing some of those positive outcomes/results, this becomes much easier to achieve. Coaching is not a quick fix, and even coaches will admit that they themselves need coaching to maintain their future focus and reflect on where they can make improvements in practice and personal life.

Sustaining momentum is essential for long-term success in coaching. This involves celebrating small wins and viewing setbacks as opportunities for growth. A sales team I coached faced a challenging quarter, but by celebrating minor achievements and learning from missed targets, we maintained morale and focused on improvement strategies, leading to a stronger next quarter. HR professionals should cultivate an environment that encourages resilience, continuous effort, and the celebration of progress.

To develop a certain muscle, we need to go to the gym on a regular basis to work out. If we want to be good at something, we need to have regular practice. Coaching is the same. Coaching allows us to rewire our brains and activate a certain part of the brain that was overshadowed by another. Our brain requires regular exercising just as our biceps and thighs. If the coachee is equipped with the right knowledge, the coachee can sustain the momentum through practice without the coach, just as someone can go to the gym to workout without the trainer. Nevertheless, it is always helpful to check-in with the coach.

When I have had clients who weren’t excited about or convinced of the coaching process I felt a lot of pressure to create some immediate wins and impact. I felt pressure to prove myself to them (and ultimately prove myself to myself). But tips/tricks/hacks didn’t have as much success in getting them to buy in because they felt like they could find those themselves. It was the sustained engagement and accountability that coaching brought to them over a couple months that really convinced them that coaching had value. Your client doesn’t want to be fixed with a new trick, they want to transform into meaningful future version of themselves. Make progress towards that future version and that will ‘prove’ the value.

Nous sommes là un peu comme un entraîneur sportif pour le haut niveau de compétition. Nous sommes là pour motiver, soutenir, donner la ligne de conduite, dire ce que l’on pense même si cela ne plaît pas trop et bien sûr fêter la moindre petite progression.

Something I found valuable in the coaching sessions is giving examples of feedback I received as an employee during that level, in a proactive way. So instead of waiting deliverables and comment on their quality and accuracy, I communicate what is important to be done and by when, where they may find valuable insights to deliver their work and allow for an open space embracing the concept of ‘there are no silly questions”. This limits their errors (which boosts also their motivation!), helps getting the job done earlier and with no big surprises, in an environment that they can still do their own research, collaborate with others and learn through the process.

This much I have learned is true - it is messy in the middle. The journey between creating a goal and realising it is never linear, and the outcome we originally intend is sometimes not the one that we achieve. But what is important is the messy and glorious middle - the part that frustrates us and challenges us and ultimately provides us with the opportunity for the most growth if only we are willing to sit with the discomfort of it and keep moving through it- one step at a time. We must pause, reflect on, and celebrate how far we have come as we journey onwards, even if (especially if...) we have traversed different terrain than we planned and end up in a different destination, for the ultimate achievement is learning and growth.

Goals and objectives change during coaching. Sometimes, the initial objective drifts into something else or questions reveal a deeper-seated emotion or tendency that pops to the top. It is critical to go with the flow that the coachee is laying out in their responses to questions.

As a coach, my philosophy revolves around building trust, understanding, and an emotional connection with my students. It's essential to foster an environment where students feel confident in the process and comfortable sharing their aspirations. Achievements require effort and sacrifice, and I emphasize the importance of investing time and energy to reach desired outcomes. Through personalized, goal-oriented planning, I guide students on a journey of continuous progress, ensuring they understand that their investment today will yield significant rewards in the future. Together, we can achieve extraordinary things by trusting the process and staying motivated.

First of all, as a coach, be fully open and flexible to this idea that clients/people may not see coaching as a useful modality in thier way. Such a doubt that coaching will not work is pretty easy to get in as in real world, people need quick results, instant gratification which is not the case with coaching. Coaching is not like a cozy conversation, it is a challenging modality and it needs much stronger focus on action over just leaving the client with a new thought or an idea. Having an alternate idea is a beginning and it doesn't guarantee a result in short/long term. Inviting the client with high respect and no judgement to reflect how they see experimenting and discovering and how willing are they to take action is critical 🦋🙏