Coaching Goals, Areas of Focus and Methods

Goals of Coaching

  • To support individuals in the achievement of their own and organizational goals

  • To help people to

    Set goals which stretch and challenge performance
    Change their behavior and attitude, helping them create the results they want
    Perform at a level beyond what they may have thought possible
    Expand their awareness of how they are being perceived
    Reduce unintended consequences and reach intended consequences
    Alter outdated habits and capabilities to meet new and future circumstances
    Alter their mental model, frame of reference, assumptions and theories of action toward getting the results they want
    Think about issues and problems in new ways, e.g., see problems as opportunities
    Discover solutions they have inside themselves
    Create the future rather than being stuck in the past
    Recognize previously unseen possibilities that are within reach
    Balance personal and professional goals
    Make improvements in how they approach work and life
    Increase their capacity to act in new and even unimaginable ways
    Understand their situations more deeply so they discover their own solutions
    Reshape their way of thinking to do things differently
    Continuously develop and realize their vision

Areas of Focus for Coaching (a sample)

  • Leadership Skills

  • Quality of working relationships

  • Relationship building skills

  • Communication skills

  • Collaboration

  • Motivation and Work Perspective

  • Accountability 

  • Flexibility and adaptability

  • Managing conflict

  • Career and work/life balance choices

  • Managing stress and emotions

Fundamental Belief

The power of coaching is to help people to see for themselves how they have the power to change their interpretations and behaviors in ways that are best for them and others.

Methods (a sample)

  • Gathering data about company goals and job roles

  • Collecting and interpreting performance feedback and assessment data

  • Gathering data about personal goals, interests, preferences

  • Examining underlying assumptions and frames of reference

  • Testing the validity of information and assumptions

  • Examining self-imposed hindrances to achievement

  • Generating alternative interpretations of events

  • Uncovering beliefs which influence interaction with others

  • Highlighting inconsistencies between thought and action

  • Creating dialogue for insight and innovation

  • Challenging assumptions and supporting change

  • Observing on-the-job behavior and debriefing

  • Co-creating and suggesting possibilities for new action

  • Recommending development activities and following up on specific assignments

First Meetings

  • Clarify person's vision, goals and ideas for coaching

  • Clarify and establish coaching process and mutual roles

  • Create coaching plan including specific outcomes
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