Your coachees doubt the benefits of change. How can you earn their trust?

In my experience -personally and as a coach, trust starts to come with time and it begins only and only when you are 1. Listening to understand 2. Not judging the other person, situation 3. Acknowledge what you hear, allowing the person to share so that you can then help come with solutions!

For me, it always starts with building a genuine connection. I take the time to really understand their concerns and listen with empathy. It’s about creating a safe space where they feel heard and respected, which lays the groundwork for trust.

One could argue that earning trust is change-dynamics independent. You might be working with your client to help them sustain a more steady situation (less change). Or, you might be helping them become more change-able and adaptable. It depends on your client's goals. Listening to their goals and helping them get there is the best way to build trust.

Imagine a mentor who genuinely listens to you, who sees you not just as a coachee but as a person with dreams and fears. When you build a connection based on understanding and respect, you create a safe space where trust can flourish. It’s about being present, sharing your own journey, and showing that you care about their growth as much as your own. That’s how you earn their trust—by proving that you’re not just leading, but truly walking alongside them.

When I first started coaching a team resistant to change, I knew earning their trust was crucial. Instead of diving straight into strategies, I took time to genuinely connect with each member. I listened to their concerns, shared my own experiences with change, and was honest about the challenges ahead. Slowly, they began to see me as an ally, not just an outsider. It wasn’t the strategies that won them over; it was the rapport we built. By understanding their fears and showing empathy, I earned their trust, and together, we navigated the path of transformation successfully.

Fear of failure is the single most important item that can get any initiative in the dustbin. It's important to build trust and communicate with coaches to understand their concerns and mitigate those.

I’ve found that resistance often comes from fear—fear of the unknown or past failures. When I’ve encountered this, I make it a point to openly acknowledge these fears. Together, we dissect them and talk about strategies to overcome the obstacles. It’s amazing how much trust can grow when you tackle these fears head-on.

Everyone has fears, and it’s okay to admit them. When you openly acknowledge and address these fears, you show that you’re not just a guide, but a partner in their journey. By facing those worries together, you help them understand that change is not a monster to be feared but a challenge to be embraced. It’s about giving them the courage to step into the unknown with the assurance that they’re not alone.

Acknowledging and validating the client's fears are important to return the client to thinking logically about the change. When a client is in fight-flight-freeze mode, they cannot hear not imagine about how the change might positively impact them. As the change progresses, it may be necessary to return to the acknowledging and validating phase because new development may unlock another level of fears and concerns. With constant support and honest communications, the time the client is spends in the fear zone is shorter and less severe as the change unfolds.

The intent should be simple: to listen attentively and provide a safe space for the coachee to be themselves. A coachee often seeks guidance to feel validated in their emotional struggles, and offering that validation with empathy is the first step in building trust. Being non-judgmental and refraining from moral commentary further helps the coachee trust the process, allowing them to gradually open up about their fears.

Sharing the vision of the positives of change is crucial, but I also ask them to imagine their lives if they DON'T change. When posed with this question, they often find that not changing is more painful then making the change. Asking your client what their lives would look like 3 months, 6 months, one year, and five years from now if they don't change is one of the most powerful questions in my toolbox. After asking this, it is also good to ask the same question, but if they were to make the change.

One of the things I love doing is helping my clients see the bigger picture. I share a clear vision of the positive outcomes that change can bring, and how it aligns with their personal or professional goals. This helps them see that the journey is worthwhile.

When I first introduced the idea of a new strategy to my team, I could see the doubt in their eyes. They were comfortable with the old ways, skeptical of the benefits this change could bring. Instead of pushing harder, I took a step back and shared a vision—one where our efforts led to a more efficient workflow, less stress, and greater success. I painted a picture of what our future could look like if we embraced this change together. Slowly, the doubt began to fade, replaced by curiosity and a willingness to trust the process. It wasn’t just about the change anymore; it was about the future we could create together.

Sharing a compelling vision is like lighting a beacon in the dark. It’s about painting a picture of what’s possible and helping them see beyond the immediate hurdles. When they can envision a brighter future, their doubts start to dissolve, replaced by hope and motivation. Your vision isn’t just a plan; it’s a promise of potential, a promise that inspires and ignites their own passion to move forward.

Ajudar o cliente ou a equipe a visualizar os resultados potenciais futuros é um fator crucial para aumentar o engajamento. Gosto de apresentar simula??es de resultados com base nas entregas esperadas, permitindo que eles vivenciem antecipadamente o impacto positivo de suas a??es. Esse processo de visualiza??o n?o apenas torna os objetivos mais tangíveis e alcan?áveis, mas também motiva e engaja ainda mais, ao mostrar claramente como cada esfor?o contribui para o sucesso futuro. Quando as pessoas podem imaginar concretamente os benefícios que alcan?ar?o, elas se tornam mais comprometidas e dedicadas ao processo.

I’m always there to offer consistent support. Whether it’s answering late-night emails, providing resources, or just being a sounding board, I make sure my clients know they’re not alone in this process. It’s this support that often makes them feel secure enough to take that leap of faith.

Support isn’t just about giving advice; it’s about being there when they stumble and cheering them on when they succeed. It’s the reassurance that they have someone in their corner who believes in their potential. When you consistently provide this support, you build a foundation of trust and confidence, showing them that their journey is not a solo expedition but a shared adventure.

I understand that many coachees may feel uncertain about the benefits of change, and that’s completely natural. Change can be daunting, but it also opens up new opportunities for growth and success. My role is to support them through this process, helping them see the potential positive outcomes and addressing any concerns they may have. Together, we'll explore the reasons behind their resistance and work through them at their own pace. I'm here to guide them, ensuring that any changes we consider feel manageable and aligned with their goals. Let's take this journey one step at a time, with them in control.

It's not my role as a coach to convince my client that they should want to change. The desire to change must come from the client, otherwise there is not an opening for coaching. I can help them see how a particular change can support them and illuminate the path towards change so it seems feasible. When beginning work with a new client, we first align on outcomes for our work together which point to the deep changes in their capacities that will support their intentions for coaching. In this process, I make it clear that they are ones that own these outcomes, that the only person who can assess whether they are moving towards their outcomes is them. And we continue to iterate on the outcomes together as the coaching program unfolds.

I’ve seen that when clients take ownership of their progress, their commitment deepens. I involve them in the process, giving them a sense of control over their journey. This not only builds trust but also empowers them to take charge of their growth.

Empowerment comes when they feel a sense of ownership over their journey. Encourage them to take the reins, make decisions, and be accountable for their progress. When they feel they have a stake in their own growth, they become more committed and enthusiastic. It’s about helping them realize that they hold the key to their own transformation.

This is one of the biggest breakthroughs a realisations I had, and that kick-started my personal development journey. Now I have learned about taking ownership of my life, and that I am solely responsible for the things that I do and the outcomes that produces; I want to impart that to others. It was Jack Canfield's first success principle of: take 100% responsibility of your life, that woke me up to the notion that I have the right to do what's right for me, not other people all the time. That then led to learning about creating boundaries.

Scientifically proven more times than i or any coach can count is the concept of ownership. Coaching in my experience and learning is built of helping create a safe space for coachee to introspect without judgement, such that potential solutions come out of internal/external world of coachee. Which has highest accountability leading to the most impactful changes, habits and long term success, which is the basis/foundation of why coaching works :)

Celebrating small wins has always been a key part of my approach. I make it a point to recognize and celebrate every bit of progress, no matter how small. It helps reinforce the value of the change and keeps the momentum going. These steps have been crucial in my experience working with clients who are hesitant about change. Building trust and showing them the benefits through real support and empathy has made all the difference. If you’re facing similar challenges or want to discuss how to guide your coachees through change, let’s connect. I’d love to share more about my approach and how we can work together. DM me to start the conversation!

In Todays time and world everyone is looking to make significant change/ progress to showcase the impact of effort. Which takes times, in these times of instant gratitude, featuring small changes that take the coachee towards their end goal is one of the easiest job that takes most effort on part of the coach! Why more effort- not to overdo, to avoid feeding solution, that indulgence is bad for coachee as it stops their thought process towards achieving goal.

Every step forward, no matter how small, deserves to be celebrated. Recognize and celebrate their achievements to build momentum and confidence. These celebrations aren’t just about marking milestones; they’re about acknowledging their hard work and dedication. By highlighting their progress, you fuel their motivation and reaffirm that every effort is a step closer to their goals.

Celebrating progress helps encourage more progress, and builds momentum. Small wins are still a win. If we don't see a reason for doing something, or feel our efforts are futile we will be less inclined to continue. Jack Canfield taught me about the benefit of victory trophies, small objects that remind you of your achievements to help you feel good, and remind yourself that you're a winner.

O refor?o positivo é essencial em qualquer processo de desenvolvimento. Costumo utilizá-lo constantemente para valorizar cada passo dado em dire??o aos objetivos e o progresso alcan?ado. Reconhecer e celebrar essas pequenas vitórias contribui significativamente para manter o engajamento, disciplina e determina??o. Quando os clientes e equipes percebem que seus esfor?os s?o notados e apreciados, eles se sentem mais motivados a continuar avan?ando e superando desafios. Esse refor?o n?o apenas refor?a comportamentos positivos, mas também fortalece a confian?a e o comprometimento com os objetivos estabelecidos.