Leadership development coaching is a powerful way to help your clients grow their skills, confidence, and impact as leaders. However, sometimes you may encounter a client who is not meeting your expectations or their own goals. How can you manage this situation effectively and ethically? Here are some tips to help you.
The first step is to assess the situation and identify the root causes of the performance gap. Is it a lack of motivation, commitment, or clarity? Is it a mismatch between the coaching style and the client's preferences or needs? Is it a conflict with other priorities or stakeholders? Is it a personal or professional issue that is affecting the client's ability to learn and apply new behaviors? By asking open-ended questions, listening actively, and providing feedback, you can gain a deeper understanding of the situation and the client's perspective.
Bring the client back to purpose and have the client explore intentions, motivations and desired outcomes. Once clearly articulated, have the client embody the leader of choice that honors the values that will live into that sense of being and doing to achieve the desired outcome. It can be natural to want to take control as the coach and move in to consulting and mentoring; however, it is important that the client stays in the drivers seat and work from a place of awareness and agency.
Causes for not meeting expectations : - Poor Attendance or Punctuality - Low Productivity - Lack of Accountability - Poor Interpersonal Skills Manage to meet expectations - Ask before telling. Start by asking your client how they think they're doing on their goals. ... - Clarify non-negotiables. ... - Connect to the employee's goals. ... - Describe specific behaviors. ... - Graft a plan together.
The second step is to review the coaching contract and the expectations that you and the client agreed on at the beginning of the coaching process. This includes the goals, outcomes, indicators, methods, frequency, duration, and evaluation of the coaching. It also includes the roles, responsibilities, boundaries, and ethics of both parties. By reviewing the contract, you can remind the client of the value and purpose of the coaching, as well as the mutual commitment and accountability that it entails.
The third step is to realign the coaching goals and outcomes with the client's current situation and needs. This may involve revising, refining, or redefining the goals, or setting new ones that are more relevant, realistic, and measurable. It may also involve adjusting the coaching methods, tools, or resources to better suit the client's learning style, preferences, or challenges. By realigning the goals, you can help the client regain focus, motivation, and confidence in their leadership development journey.
The fourth step is to reinforce the support that you provide to the client as their coach. This includes acknowledging their strengths, achievements, and progress, as well as their challenges, difficulties, and setbacks. It also includes encouraging them to celebrate their successes, learn from their failures, and seek feedback from others. It also includes challenging them to stretch themselves, take action, and experiment with new behaviors. By reinforcing the support, you can help the client feel valued, respected, and empowered as a leader.
The fifth step is to resolve any issues or concerns that may arise during the coaching process. This may involve addressing any misunderstandings, conflicts, or ethical dilemmas that may affect the trust, rapport, or quality of the coaching relationship. It may also involve referring the client to other sources of support or assistance, such as mentors, peers, or professionals, if the coaching is not sufficient or appropriate for their needs. By resolving the issues, you can help the client overcome any barriers or obstacles that may hinder their leadership development.
The sixth and final step is to review the results and outcomes of the coaching process with the client. This involves measuring and evaluating the impact of the coaching on the client's leadership skills, behaviors, and performance, as well as on their satisfaction, confidence, and well-being. It also involves identifying and acknowledging the key learnings, insights, and feedback that the client gained from the coaching experience. It also involves planning and agreeing on the next steps, actions, or follow-ups that the client will take to sustain and enhance their leadership development. By reviewing the results, you can help the client appreciate and celebrate their growth and achievements as a leader.