Simplified Coaching Process
The purpose of this write up is to simplify the coaching process for the coach and the coachee. Some people don’t differentiate between mentoring and coaching. Mentoring is the process of passing knowledge from the experienced mentor to the inexperienced mentee. Coaching, on the other hand, is the process of helping the coachee to identify and set a SMART goal then setting a plan to achieve it at an agreed time.
One of the main obstacles for coaching is that for the coachee to accept the coach and the coaching process. The coachee usually believes that he/she does not need coaching because he/she “has what it takes’‘ to set the goal and achieve it on time.
The Coachee is like a rough diamond whereas the coach is the skillful master who changes the rough rock to a perfectly polished symmetrical diamond. Most, if not all sport players hire coaches although they play better than the coach. They need the coach to identify their natural skills and help them to maximize their potential. Simple Coaching Process occurs when it’s divided into four sections; goal finding and setting, reality checking, options, and planning for execution.
Setting the Goal
Coaching starts by finding and setting a goal. The coachee should have a goal to reach before the coaching starts, however the coach can assist in defining the results that need to be achieved and how the goals will be measured. The coaching process is to be formed as a set of questions and answers. Most of the questions are open-ended questions to encourage the coachee to use his or her experience, knowledge and logic. The coach starts by welcoming the coachee and ask him or her goal generating questions like “what valuable outcome you want to reach during this coaching session?” After few challenging questions the coach and coachee may agree on a goal.
Checking how SMART is the goal
The goal should be specific, measurable, realistic, achievable and limited by time or milestones. The coach or coachee should identify the desired goal and check if it is specific and not general or indefinite. Since general goals will alienate the coachee, then the coach can help to divide it to sub-goals where each will have different coaching session and execution plan. The coach shall help the coachee to select a measuring tool or standard. For instance, Key Performance Indicator (KPI), also known as Critical Success Factors (CSF) are good measuring tools.
Organizations to focus on a limited number of KPIs, typically between 3-8, that affects the services efficiency, or product quality, whereas, Individuals should focus on 1-3 KPI for each goal. The success in the KPI will differentiate the individual from his or her competitors. Giving examples like a hairstylist, the design and beauty of it’s styles would be his/her KPIs. For a baker, the freshness and taste of his/her backed products will be a good KPI to target. A successful surgery with few (or no) complications is a good KPI for a medical surgeon. The old saying “What gets measured, gets done!” is so true in this situations. Some KPI are intangible like “Happiness” or “Satisfaction”. The coachee may set “my Boss satisfaction” as a good measure for the goal but such satisfaction is difficult to gauge. The coach may ask the coachee “What is satisfaction to your Boss” or “How can you tell if the Boss is happy” the answer to these question may be a tangible measure for the goal.
The goal should be achievable and realistic. For example, a realistic goal if a person would be losing certain number of kilograms (pounds). On the other hand if an adult person becomes taller with certain centimeters (inches) in personal height (without wearing high heels) is neither realistic nor achievable without complicated surgeries or health problems.
The last check in the goal setting is the exact time, or set of milestones, that limit the goal from going forever.
For instance, if an organization will implement any organizational change, the goal then shall be to introduce the change and the change management steps before applying the change for the employees to avoid unnecessary resentment between them and to guarantee the desired end results.
At this point in the coaching process the goal was set and checked for being SMART. The coach need to check the current situation and what the coach has done so far in achieving the goal. The coachee might have tried different methods or tools to reach the goal but they did not. The reality diagram lists five powerful questions for the coach to ask. The first question is “What is going on now?” This question is used to check the coachee’s awareness of the surrounding environment. This first question is useful to bring the coachee from the fantasy world to the real world. The second and third question to be asked is to check if the coachee had tried and succeeded or failed before.
The fourth question is used to find the obstacles faced by the coachee or the expected obstacles that may prevent the coachee from reaching the desired goal. This question is useful for the next step where the coachee will set options to either avoid the obstacles or overcome them. The last question is used to find what resources were used so far and what resources are missing. The powerful questions enables the coachee to decide if the goal is still desirable after knowing the challenges lined up ahead of him or her.
Options and Way Forward
The coachee, with the help of the coach, sat a SMART goal and had listed the obstacles that may face him or her. The goal is desirable and can be achieved. The next step is to list different options to achieve the goal within the time limit agreed before. The options are necessary to make more than one way to achieve the goal with variations of resources and costs. Options are important to give the coachee more than one way to achieve the goal if the original plan fail for some reason. The coach help the coachee to select the best option and commitment to start on the set date and complete the plan on time.
The coachee need to set milestones or check points for the plan follow-up and to avoid plan’s deviations. Milestones are smaller goals that we need to achieve as planed. In case of writing a book, the goal would be big then we should reward ourselves for achieving the major milestones in the goal’s time line. For example, I will reward myself with a hot chocolate brownie and a big scoop of vanilla ice-cream when I finish writing this material.
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هل ترغب بجلسة توجيه مجانيه لمدة ٦٠ دقيقة؟ سوف تتم الجلسة التوجيهيه عن طريق الانترنت بواسطة برنامج السكاي بي او فيستايم – مع او بدون الكاميرا