How can you establish clear goals and expectations at the beginning of a coaching and mentoring relationship?

Establishing clear goals and expectations at the beginning is crucial for ensuring alignment. Define Purpose: What does the individual really hope to achieve? We need to understand what is the real purpose or issue before diving deeper. If otherwise, we will be going down the wrong rabbit hole! Assessment: Conduct an initial assessment to understand the individual's current strengths, weaknesses, and areas for development. This provides a baseline for progress to be measured. Develop an Action Plan: Break down larger goals into smaller, manageable tasks with timelines. This is extremely important because if there is no action taken, it is just a goal on a piece of paper!

?? Be transparent in what they can expect from the relationship. What I personally do is tell my clients in advance that, in particular moments, they might want to give up or feel unmotivated to move forward. That works as a general inoculation for everyone! For a specific case I'd go into asking what the coachee thrives on and/or is disrupted by. That way one has a model that can be successfully applied to the person within the right context.

To truly coach or mentor someone requires a deep trusting relationship - this is where you start. As the coach or mentor be present, open and curious. Ask lots of questions and find out about the person's deep past, their values now and what they want for the future. You will also have to share some of your own story - while the relationship is not about you, trust will only fully develop when both sides are open and vulnerable and being real with each other.

As in any client engagement this stage is key, and relies on active listening - be present and be curious. Ask probing questions. If you hear words you recognise (eg. the client says "I want to be a better leader"), clarify the terms (ie. "what does this mean for you?"). We all use the same terminology, but how we apply it depends on our specific context and the emotional load we all bring. Being curious about what this looks like for your client, will help you get to the root of what you should be coaching for. Sometimes, its not as obvious as it seems!

Its important to establish clear goals and expectations in coaching or mentoring. It begins with open dialogue, where both parties articulate their objectives, aspirations, and potential challenges. Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals collaboratively ensures a shared understanding and paves the way for a purposeful and effective mentoring journey.

??Setting goals is essential, however it's important to allow mental flexibility to change direction if (and when) external circumstances will change. This "course correction" will ensure goals remain SMART and will eventually lead to a successful coaching relationship. I personally found this to be essential with clients that are too goal-oriented and rational minded, tending to be fixed on a goal without being able to tweak it, even a little!

Have an open conversation with your mentor or coach. Tell them what you want to achieve. Be specific about what you want to achieve, either professionally or personally. Clearly state what your definition of success is. Discussing and defining these goals openly creates a roadmap for the relationship, ensuring both parties understand and agree on desired outcomes. A strong foundation for effective coaching or mentoring is built on this straightforward communication.

La definición de objetivos tanto el objetivo general como los específicos para cada sesión es crucial antes del inicio de cualquier proceso. Tomarse el tiempo necesario para ello es muy importante, puede que sea necesario varias reuniones para tener claro hasta las subjetividades del cliente.

Ich bin unsicher ob es eine Voraussetzung ist, Verst?ndnis für eine Situation zu haben. Die Gefahr ist, dass wir zuvieles über die Situation erfahren wollen. Das braucht es aus meiner Sicht nicht. Sinnvoll ist eine klare Erwartungshaltung zu besprechen (Wann hat sich das Gespr?ch für Dich gelohnt?) und bei der Zielsetzung zu ergründen, welches Motiv hinter dem Ver?nderungswunsch liegt. Hilfreich kann sich anerbieten, sich zu überlegen, woran festgestellt werden kann, wann sich der Ist-Zustand ver?ndert. Denke dabei auch an Gefühle, Wahrnehmungen und Intution. Das sind nicht zwingend 'messbare' Faktoren, haben aber einen starken Einfluss auf die Wirksamkeit eines Coaching-Ziels.

Goals have to be set. There can be different approaches. Like One can visualise what needs to be achieved, and then go back to resources and what needs to be done to achieve it. SMART goal model is also useful

It's also important to discuss share ground rules that meet the client where they are interims of how they define a safe space. Defining expectation should come with the room that other needs or items may come up that require immediate attention. Create space for those situations to occur and room to be flexible for a changing expectation.

Have open and honest discussions about what both parties expect from the coaching or mentoring relationship. This includes communication frequency, confidentiality, and responsibilities. Establishing mutual understanding and trust sets a strong foundation for collaboration.

Zentral erscheint mir, dass die Kommunikation offen ist und sich Coachee und Coach stets auf Augenh?he begegnen. Hier hilft es, zu Beginn die Erwartungen aus den beiden Rollen zu kl?ren. Auch über die Aufgabenverteilung und die Verantwortung soll hier gesprochen werden. Aus meiner Sicht soll ein Coaching-Thema platz finden in einer Sitzung. Gleich zu beginn mehrer Sitzungen zu verkaufen, erscheint mir unbegründet. Stellt sich herus, dass es weitere Sitzungen ben?tigt, dann sollten diese geplant werden. Aus meiner Erfahrung haben sich in dieser Phase auch zwei Frage bew?hrt: 1) Was darf auf keinen Fall passieren in unseren Coaching-Zusammenarbeit? 2) Gibt es etwas, auf das ich Rücksicht nehmen muss, wenn ich Dich durch den Prozess begleite

Expectation setting before a formal coaching or mentoring session is of utmost importance. Once Who will do What is established during and after the session it helps in reducing "noises" during the journey. Generally a Chemistry call of 30 mins or a Coaching contract includes this aspect.

A specific goal establishes a clear standard against which progress can be measured. This fosters a sense of accountability for both the coach/mentor and the individual being coached/mentored. Regular check-ins and discussions about progress towards the goal hold all parties responsible for their roles in the process.

Los objetivos específicos pueden ir cambiando durante el proceso si es producto de la toma de consciencia del cliente. Finalmente el cliente es quien define si necesita hacer cambios o no, pero es responsabilidad tambien del profesional acompa?ar en estas definiciones.

During the initial meeting, it's imperative to discuss and define the overarching topic and objectives for the entire session series. The coach should refrain from making assumptions and instead, ensure clarity by reflecting back on the agreed-upon topic and goals. Moreover, each session should commence with a thorough exploration of the specific topic and objectives set for that particular meeting. In coaching, actions cannot be predetermined as they emerge organically from the client's discoveries and insights throughout each session.

Zentral erscheint mir, dass die Kommunikation offen ist und sich Coachee und Coach stets auf Augenh?he begegnen (vgl. Erwartungen Punkt 3). Denken wir nochmals an das COACH Modell C: Come together (Contact) O: Orientation A: Analyse -> was ist das Ziel, wie sieht das Umfeld der Coachees aus? C: Change -> Ver?nderungsphase H: Harbour -> Zielerreichung & Abschluss Es ist gut m?glich, dass im Verlauf des Prozesses eine Sackgasse erreicht wird. Es ist absolut natürlich wie meine Erfahrung zeigt, dass im Coaching selbst das Ziel angepasst wird, weil sich durch den Prozess neue Perspektiven er?ffnet haben. Dann geht man nochmals in die Analyse und arbeitet sich wieder zur Ver?nderungphase (Change) vor.

Knowing yourself is the beginning of all wisdom. There are plights you simply want to keep to yourself and let them remain inside. There might be times you hear strange versions of your sufferings that fail to align with what you know from personal experience. But your truth is not a lie inside and it gathers the facts of what you know and endured and lived through. Always remember that human behavior is often driven by values, emotions, and cultural contexts that cannot be easily quantified, so it is very much essential to recognize and accept that there is a challenge or problem that needs attention and hence sharing the same with your coach/mentor becomes extremely important in the beginning itself.

Keeping in mind that coaching and mentoring are both completely about the person being coached and mentored, ask thought-provoking questions of the mentee/coachee. These questions need to be geared to get them to identify their goals and how much effort they're willing to put into the relationship. In addition, tactical questions such as when and where the meetings will occur, such as online, in-person, etc., and what "assignments" will be provided need to be sorted out as well. As a coach and mentor, knowing your own bandwidth is important in negotiating a relationship that works with both parties.

coaching and mentoring are completely different processes and have different objectives, goals, and expectations. While goal setting will work the same in both situations i.e. the client and the coach or mentor will agree on SMART goals but the interaction and expectations will be different and the process to achieve them will be different too. See below the differences. 1) In mentoring, the mentee will be looking upto to the mentor considering their experience and will be expecting advice 2) In coaching there will be no advice coming from the coach. The foundation of coaching is that the clients are resourceful, intelligent, smart, capable, and therefore the process will be collaborative and co-active. The coach will act as a catalyst.

To build a clear goal at the start of coaching or mentoring - in addition to various approaches, methods and methodologies - I'd consider asking when they were lost successful and how they set goals on that occasion. Id also ask what others closet to them would say they needed in order to achieve a goal and look at what's been missing when they haven't achieved a goal. the context which sits around a goal and the factors which will hinder or help the goal attainment may actually end up being the goal to attain or challenge to overcome rather than the perceived goal itself. I would also consider input goals as well as output based measures - one is much more likely to lead to goal Attaining behaviours.

It's important to evoke awareness before settling goals. Many times clients come with specific goals which may turn to a just a corrective measure without dealing with deep underlying issues