Get comfortable getting uncomfortable. Ask them questions about their FEELINGS and not so much the logic brain. Often time, the mental movie that humans create in our heads doesn't match reality--which is the root of unhappiness. Be aware that part of your job isn't to convince someone you are worth it; if they don't believe themselves, nothing you do will change that.

Listen actively to understand where that dissatisfaction comes from, show empathy for what he or she feels, then propose a self-reflection exercise to recognize the small advances and propose clear actions that allow him or her to continue advancing in his or her coaching process, motivate him or her by genuinely recognizing his or her strengths and tools that have led him or her to partially achieve the results,

To address a client’s dissatisfaction with coaching progress, start by actively listening to their concerns and acknowledging their feelings. Ask for specific feedback on what isn't working and adjust the approach based on their needs. Set clear, measurable goals together and ensure regular check-ins to track progress. Open communication is key to rebuilding trust and improving outcomes.

When a client expresses dissatisfaction with their coaching progress, addressing it effectively requires a balanced approach of listening, understanding, and providing actionable feedback. Create a space where the client feels comfortable sharing their concerns openly. Listen to their frustrations and ask clarifying questions to understand the root cause of their dissatisfaction, Is it the pace of progress, the approach taken, or unmet expectations? This allows you to gain insight into their perspective and identify any misalignments. Once you have a clear understanding of their concerns, provide objective feedback about the progress made so far, using specific examples to highlight their achievements and the growth you’ve observed.

When a client is unhappy with their coaching progress, it’s a perfect opportunity to reset and refocus. I start by actively listening to their concerns—letting them vent without interruption to understand their perspective. Then, I acknowledge their feelings and invite them to collaboratively revisit their goals, asking questions like, “What changes would help you feel more on track?” This way, they’re part of the solution. From there, I adapt our plan, adding clear short-term milestones to boost momentum and confidence. Turning challenges into opportunities? It’s all about transforming feedback into a new game plan!