How can you show appreciation for a coachee's progress and achievements?

Say it! If you are in tune with your coachee, and listening intently to what they say, you will notice changes in how they communicate, the words they choose, how they carry themselves, and how they make and execute decisions. Pointing out what you see, and the differences between how they showed up before and now can help them develop awareness of the shifts they were able to accomplish. As your coachee's partner in growth, acknowledging these developments is one way to show appreciation for their hard work.

When you and your coachee outline the goals they want to get out of hiring a coach, you can tune into the small and incremental steps they are taking to get there. It's not about frequency, but about the sincerity of the acknowledgement going into detail about the growth or evolution in an approach. While it's not about false praise on a timed basis, it is important to cite the growth as soon as you notice it, and be sure and reference the growth as you continue to work together so you coachee can build confidence and remember how far they have come.

As a coach, I always put myself in the position of the coachee and strive to manage my expectations during our time together. To ensure success, I believe in providing timely and positive feedback on progress while being transparent about areas that need improvement, even if it means delivering some hard truths. Our goals must be in sync with the coachee's aspirations to achieve success. Celebrating small improvements can make a significant difference in maintaining momentum. Lastly, it's crucial to acknowledge that each individual has different phases of achieving their goals, and we must be patient and persistent in supporting them.

It is for the Coachee to feel that they have progressed or achieved a milestone that is important for them. It's not for the Coach to decide whether there has been progress or an achievement. If the Coachee expresses happiness or satisfaction on these fronts, as a Coach, congratulate them and ask them how they intend to celebrate this achievement or progress and how would they use these learnings going forward. A Coach does not endorse by approving or disapproving. Always remain neutral but happy for the Coachee.

Aducandu-i aminte de unde a pornit. Trecand ?n revist? efortul f?cut. Admirandu-i bravura. Bucurandu-m?, sincer, de bucuria lui.

I love seeing my coachees progress and feel that authenticity and positive energy translates through in my language and tone. My aim is to get them to stop, reflect, look objectively at how far they have come and utilise this positive energy to determine where to next ??

Coachee’s progress is fundamental to the success of a coaching relationship. As a coach, I always checkin with my coachee and help them deeply reflect on the changes they are noticing. When I notice a shift in their energy or tone of voice, it’s an indication that something is shifting inside them. I always call it out and acknowledge how they are committed to their own development. This process of deep reflection and acknowledgment keeps the Coachee motivated in their journey. Sometimes I write to them in between sessions to remind them of the effort and commitment they demonstrate for their personal and professional development.

Provide a safe and supportive space from the onset. It is when that safety and connected zone exists that someone being coached will be able to accept your acknowledgement and let it land.

When praising I believe the key element is that it should be sincere, it should be heartfelt. What is not sincere will never transpire as such. And I believe that as coaches we are in a very privileged position, where we are trusted with the coachees dreams, choices and decisions, so we should be the positive mirror they can reach out to.

Expressing to your coachee how proud you are of them doing what sometimes can be quite hard work as an example, reflecting on things you might have to forgive yourself for. I also ask them to express their feelings before and after the work is done to showcase how the shifts occur and what they feel like. My coachees express that this always helps them integrate their learnings better and feel proud of themselves for having done something that previously felt too hard.

I think aligning your appreciation with their values (i.e. what matters to them) is equally important. This helps them feel seen for who they are as well as what they have accomplished.

When showing appreciation for a client's achievements and and progress, it's important to tie the appreciation to the coaching client's own aspirations that have been uncovered and defined throughout the coaching engagement. "Wow, what an incredible update, thanks for sharing. It sounds like you've really struck a balance with being influential in driving change internally, while continuing to invite diverse and inclusive perspectives. Remember when we first started working together, and you let me know how important finding this balance was? You're doing it! Massive kudos for your tremendous growth in this area - really appreciate your effort and commitment to growing in the ways you aspire to!"

As a coach, one of the most impactful ways of communicating with your client is to help tie what you hear them telling you to the goals they set for themselves. Often, they don't even realize their actions are moving them in the direction they want to go. That realization is fuel for greater engagement and progress.

Effective appreciation is closely tied to the coachee's goals and aspirations. The coach should align their expressions of appreciation with the progress the coachee has made towards achieving their objectives. By highlighting how their achievements contribute to their overarching goals, the coach reinforces the coachee's sense of purpose and motivation, making their progress feel more meaningful and rewarding.

This is really important. One person's reward is another person's punishment. If you "reward" someone by giving them a speaking spot in front of the whole company in order to highlight great work they have done BUT they absolutely loathe public speaking, then it has become a punishment. What means to most to them and frame the feedback or the appreciation in those terms.

I truly enjoy and find it very impactful to show appreciation by inviting the client to reflect on their sense of accomplishment, insights, and strengths. This approach also aligns well with the fundamental philosophy of coaching: client-directed exploration.

The feedback on their own actions and the results of it is soooo key. This will never be emphasized enough. When the coachees shared the steps taken, and the development of those, I love to ask "what did you learn from it?".

In addition to expressing appreciation, coaches should invite coachees to share their thoughts and feelings about their progress and achievements. By actively seeking feedback, the coach demonstrates their genuine interest in the coachee's perspective and experiences. This not only strengthens the coach-coachee relationship but also provides valuable insights that can inform future coaching sessions and adjustments to the coaching approach.

I would usually use the term 'reflection' rather than 'feedback' in this instance. Reflective practice is an important skill that many executives, despite their seniority, often fail to engage with and yet it's such a powerful tool for personal development.

Retrospectives are really important and sometimes easy to forgo or skip them to move on to the next goal on the checklist. In addition to reflecting on the DOING of the goal... the BEING during the process is essential in the coaching retrospective process. Some questions to consider: - How did you gain awareness about X during this process? - What did you learn about yourself (your tolerance for patience, etc) when you had X challenge? - What stress relief techniques did you apply before going into high stakes meetings? I advocate using these kinds of questions throughout the coaching process and not only during a goal achievement retrospective as retrospectives should happen throughout a coaching process.

There is an amazing and transformative coaching exercise that can help coaches transition from the "old story" that may be limiting or disempowering them to a "new story" that is empowering and aligned with their desired future. The exercise is deeply introspective and encourages clients to reflect on their narratives, identify what no longer serves them, and create a new narrative supporting their growth and goals. It can also be a beautiful moment of celebration of all the progress that the coaches have made, and we can do it in the middle or at the end of a coaching process.

Remind them to slow down and celebrate with them as it is often to easy to speed on to the next thing. The best is when the coachee shows up ready to celebrate!

At the earlier stage of the coaching journey I would normally ask my coachee to write a letter to his/her future self, making special mention of the goals s/he wants to achieve. How s/he wants to celebrate the achievement of the goals will be described too. It could be a bottle of wine, a bouquet of roses, a movie treat, in fact, anything that is doable and meaningful to the coachee. The envelope is sealed and I will be the keeper of the letter. When the dedicated time to achieve these goals is reached I will return the letter to my coachee. The letter to self will be read out loud and I, together with the coachee, will help make the celebration happen.

Acknowledge the qualities at the heart of the achievement. Really SEE them and their highest and best qualities. Thank the person for dedicating themselves to changing. Acknowledge their resilience in overcoming setbacks. Only say it if you truly mean it and say it from the heart.

Celebrate with them and get them a tangible gift - a book related to their career, or a book that really helped you, a gift card to their favorite coffee bar or something they love to do. Get to know the PERSON and continue to help them through good times and bad. Provide a reference.

A coach is a cheerleader. But no sugar coating. A coach is expected to respectfully challenge the coachee too. The coachee maybe successful, HiPo. Still the coach has to challenge, in the service of the coachee. An executive coach thus helps to remove the ‘blinkers’ too! We all have blinkers:)

Coaching is a systematic process through which the coach generates awareness and understanding about the development of skills & performance of the coachee. The ability of the coach is not limited towards drawing the conversation towards performance gaps & improvements in behaviour, but involves timely appreciation to reinforce the positive actions and efforts of the coachee by celebrating their progress on achievement of milestones. Its a fact that people learn more through success than through failure. Immediate attention for good performance can lead to encouragement to continue doing the good job. A coach who is sincere, specific and succinct in appreciating the efforts will have a positive and inspirational effect on the coachee.

From my perspective, the first step for a coachee to celebrate his own transformation is to articulate himself this transformation, or express self counciousness of the changes. Once the coach has enabled the coachee to articulate his own transformation, the coach can ask him what he would like to celebrate now and reinforce behaviors that have led to the changes.

Gratitude expressions help people feel socially valued, as they relate to motivations. Gratitude and appreciation for their intentions, for implementing agreed-upon strategies, for following through with commitments, and for working to progress toward their goals. Showing appreciation is a demonstration of how your sense of success is tied to their progress and well-being. When we feel valued and appreciated, we are more likely to feel motivated to continue working toward our goals. By communicating that we take notice of and appreciate their efforts, we can help clients stay motivated and committed to their professional and wellness goals.

During coaching, it is important to establish, specific & time bound goals, so that both are on the same page. Post that in every session one must ask the coachee how s(he) is feeling about the progress on the goal. A good question could be on a 10 point scale where do you think you were & where are you now?. If the current scores are high, a follow up could be, what has happened to reach this score. If the current scores are low, the question could be, what could be done differently to improve this score. Once the coach is convinced that basis the effort & progress achieved, it needs appreciation, one must be genuine & direct in complimenting the progress, with examples. A good question here is, what will you do to keep it at this level.