What techniques can you use to help adult learners identify their learning goals during coaching?

1 ) Ask for the Big Why? The purpose for which they are learning? 2 ) Identify the pain and pleasure motivators for learning 3 ) Understand how the adult learner wishes to put to use the knowledge gained from this new learning 4 ) Check for barriers to learning and/or boundaries which the adult learner will not want to cross for the sake of learning

I agree, open-ended questions are an excellent inquiry tool for goal setting. By removing the simple yes/no answer, a coach invites deeper reflection around a goal. The opportunity for the coach is to listen deeply and respond to different elements of their coachee’s answer. An open-ended question keeps the conversation going and can lead to more powerful work.

Adult learners crave meaningful growth. Here are 2 powerful techniques to spark learning goal clarity in your coaching: 1. WHY before WHAT: Uncover their aspirations. Ask powerful questions like "What excites you professionally?" or "What impact do you want to make?" Connect their ambitions to specific learning goals. 2. Bridge the Gap: Explore the current reality. Ask questions like "What skills feel like roadblocks?" or "What challenges do you face?" Identify the knowledge or skills needed to bridge the gap and achieve their goals. By focusing on purpose and progress, you'll empower adult learners to define learning goals that ignite their potential.

Three routes work best for me 1) Powerful questions - always a coach's best arsenal :) such as - what would you like to change / be better in your life? career? impact? stakeholder engagement? team outcomes? Why are you here? Where do you want to get to? Who is your role model? Who would you like to be? Where do you face the biggest/ least challenges? 2) Assessments - to reveal blind spots and opportunities for growth. My clients love StrengthFinder/ StrengthsProfile, MBTI, Primary Limbic preference, Values, Cognitive preferences, Leadership Wheel, Energy Leadership Index, Inner Gremlins 3) Feedback channels - 360 degree/ performance review/ sponsor feedback/ employee engagement in their team - these are excellent routes.

Empowering adult learners to pinpoint their learning goals begins with a blend of introspection and strategic planning. I guide clients through a reflective process, asking targeted questions to unearth their true aspirations. Together, we then craft SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals, ensuring each objective is clear and actionable. The journey towards these goals is marked by regular check-ins, adjustments as needed, and celebrating milestones, keeping motivation high and progress on track. It's a collaborative effort, where the learner's voice leads the way, supported by tailored strategies to turn their vision into reality.

The GROW model is a powerful tool that I often use. Here's how you can integrate it: Goal: Instead of dictating goals, ask open-ended questions that help self-reflection, like "What do you ultimately hope to achieve through this learning experience?" Reality: Guide the learner to build self-awareness. Ask questions like, "What are your strengths and weaknesses in this area?" Options: Brainstorm potential learning paths. "What resources/courses/experiences could help you bridge the gap between here and where you want to be?" Will: Empower the learner through a concrete action plan, fostering accountability and increasing the chances of success. Ask "What steps will you take to achieve your goals? How will you measure your progress?"

Appreciative inquiry is an effective approach., especially with clients who might be feeling stressed, or hesitant and cautious about learning and growth.

At the start of your coaching session, ask them what they would like to be different after the discussion. You might not get there in the exact way they describe or envision, but it puts down an anchor for reference. It also enables you, as an executive coach, to gain a deeper understanding of the topic reverberating in their mind. This allows you to ask questions that are more targeted so you stay on track. You can still go in a tangential direction because sometimes the initial thought isn't actually what's deeper inside. But when you allow them to express a direction or starting point, you can get to the destination faster.