Your coaching client is unhappy with progress. How will you turn their dissatisfaction into motivation?

The first approach to any problem is to deeply understand why it exists in the first place. With understanding, you can go forward to brainstorm on the best ways to tackle it. Do not assume you know and listen actively to the concerns of your clients. And this goes beyond coaching and mentoring. It can be applied to any field. Go into a conversation to really understand things from the perspective of your client. Ask clarifying questions to make sure you understand. Speak from a place of concern and do not go defensive. When you've gathered enough information, you can then proceed

The first thing I would do as a coach is understand the cause of their dissatisfaction. This will help you have an idea of how best to handle the current situation.

When a client expresses dissatisfaction, it's essential to delve into their concerns deeply. For instance, I once had a client who felt their progress was stagnating. By actively listening and asking open-ended questions, I was able to uncover specific areas where they felt stuck. This understanding helped me tailor my approach to address their unique needs.

Listen very closely to what it is they express about their concerns - this is key. Give them the full space to express their dissatisfaction. Ask them what they think has contributed to this experience. What would they do differently if they had the time again and what do they want to do about their dissatisfaction moving forward. Remember as a coach to be checking in regularly on their goals throughout their journey and holding them accountable. Expanding their awareness will allow them to also think outside the box and stay motivated. As you gain more experience, you will usually be able to have the conversation with your coachee, before your coachee has it with you. Any win along the journey should also always be celebrated!

I like it when a client expresses their opinions because I still find it difficult to give negative criticism. I thank them for being so brave and respect their honesty by saying things like, "Thanks for bringing this up." In addition to emphasizing the advantages (such as sharing your assessment demonstrates your commitment to your progress and organized feedback enables us to collaborate on solutions), it requires genuine accountability to express displeasure, even when it's constructive. Then I shift the focus: we jointly evaluate the progress—or lack thereof—and celebrate tiny but significant wins. I always urge my clients to be very specific and concrete. This establishes a foundation for comprehending the causes of concerns.

When a client is dissatisfied with their progress, it's important to pause and reassess. Have a candid conversation about their expectations and help them reframe their perspective. Work together to set realistic, achievable goals that align with their abilities and resources. Break down larger goals into smaller, actionable steps they can accomplish in the short term. Celebrate each milestone, no matter how small, to build momentum and motivation. Remind your client that progress is rarely linear. There will be ups and downs, but what matters is consistent effort and learning from setbacks. Help them develop a growth mindset, focusing on the process rather than just the end result.

Sometimes its a matter of meeting them where they are at. If a client is unhappy, it's important to find out the underlying reason why. Are they truly ready for the change, are they giving the work the time and energy it needs, or maybe the expectations are too high for where they are right now? All of this is ok, but it's important to figure out and set goals that are a stretch but reachable. Those are the ones that matter.

Setting achievable, short-term goals can provide a sense of accomplishment and forward momentum. With my dissatisfied client, we broke down their larger goals into smaller, manageable tasks. This made the journey less overwhelming and allowed them to see tangible progress more frequently, boosting their motivation.

To improve client satisfaction and motivation, start by setting goals that match their abilities and situation. Unrealistic goals often lead to frustration and disengagement. Begin with a thorough assessment of their strengths and limitations, then work together to establish goals that are ambitious yet attainable. Break these goals into smaller, clear milestones, providing a step-by-step plan. This not only makes progress visible but also allows for adjustments along the way. Regularly review and celebrate these milestones to maintain momentum. This approach ensures continuous progress, keeps motivation high, and aligns the client’s efforts with realistic, achievable outcomes.

This usually comes down to two things: 1) setting the wrong expectations during onboarding 2) the coach not being competent enough to solve the problem If both of the above are done right, then realistic goals would have been set and the obstacles would have been anticipated and dealt with. Time is a big obstacle as well, the client sometimes just needs time to do the task to get the result.

A reframe can be a powerful thing. I had a client recently who was truly petrified of going back into the office after a prolonged skin leave. To the point where she was job hunting for somewhere else to work. We dug deep and reframed looking at the office dynamic from the manager's perspective and how certain goalposts had changed in her absence. She quickly came to realize what an asset she was and couldn't wait to get back into the office.

Dissatisfaction with progress often times is motivation in its own right. It's an opportune time to check-into what "progress" means... and to help your client see that—even with your help—*they* are accountable for the progress.... or lack thereof.

Sometimes, clients focus too much on what hasn’t been achieved rather than what has. I encouraged my client to shift their perspective by keeping a progress journal. Documenting their small wins helped them appreciate their journey and stay motivated. This reframing of their mindset was crucial in maintaining their enthusiasm.

Encourage clients to focus on what they've learned rather than what they haven't achieved. Teach them that setbacks are normal and can help them grow. Foster a growth mindset that sees challenges as opportunities to build skills and resilience. This shift can turn feelings of failure into motivation to improve.

Encourage clients to take charge of their progress by setting clear goals and checking in regularly. They can create a plan with deadlines or team up with an accountability partner. When clients know they're responsible, they stay committed and motivated to achieve their goals.

This is the key element of the coaching contract : the client has to commit at the beginning to put themselves into action. The coach is responsible of the process, not of the results. At that point the coaching objectives can be reviewed if needed.

Increasing accountability can drive progress. I introduced regular check-ins and set up a system where my client had to report their weekly achievements and challenges. This consistent accountability not only kept them on track but also made them more aware of their progress, fostering a sense of responsibility.

Accountability is a powerful motivator that can significantly enhance a client’s commitment to their journey. By setting clear expectations and regularly monitoring progress, you provide a framework that helps clients take ownership of their goals. This might involve creating a detailed plan with deadlines or establishing an accountability partnership. When clients understand that they will be held accountable, they are more likely to stay dedicated and take consistent action. This sense of responsibility not only reinforces their commitment but also can reignite their passion and determination. Jack Welch, former CEO of General Electric, famously said, “Control your own destiny or someone else will.”

When progress stalls, it may be time to refresh your approach by introducing new strategies or techniques. This could involve adjusting current methods, acquiring new skills, or changing routines to reignite motivation and provide a new perspective. Experimentation and creativity are crucial in finding effective solutions. Jeff Bezos said, “If you double the number of experiments you do per year, you’re going to double your inventiveness.” Embracing fresh strategies and being open to change can help overcome obstacles and keep the journey toward your goals dynamic and engaging.

When a coaching client is dissatisfied with their progress, I see it as an opportunity to motivate them by introducing tailored strategies. First, I listen empathetically to understand their concerns, then adjust our action plan to include diverse exercises and innovative methods that might better engage and challenge them. I also set short-term, achievable milestones to provide quick wins and maintain motivation. Regular feedback sessions are integrated, allowing clients to see the impact of these new strategies and feel involved in reshaping their journey. By adapting the approach and actively involving the client, I transform their dissatisfaction into renewed motivation and commitment, reinforcing their trust in the coaching process.

When old methods aren’t working, it’s time to innovate. We explored new strategies and tools tailored to my client’s learning style and preferences. Introducing interactive elements and diverse approaches helped reignite their interest and motivation. For example, using visual aids and interactive sessions made the coaching process more engaging.

At times, clients focus on the big wins (which may take time) and tend to overlook the small steps they are taking in their journey. As a coach, while its crucial to listen and understand their concerns on progress made (meet them where they are), its equally important to bring their attention to the small shifts made by them. Use tools such as Appreciative Inquiry to work with a positive core as they continue pursuing their goals through the coaching journey.

The coaching process is not linear. I remember once nothing happened until the 4th session (when I say nothing, it was nothing). But even though it looks like nothing happens, the client is processing … up to the point when they realise something big. And depending on the person, the situation, the coach, this breakthrough can come quicker or on the opoosite slower. This is also something to discuss at the forefront of the coaching with the company and the coachee, to manage expectations.

To turn a coaching client's dissatisfaction into motivation, first actively listen to their concerns and validate their feelings to show understanding and empathy. Conduct a thorough review of their goals, progress, and challenges to identify any gaps or misalignments. Collaboratively adjust their action plan, setting clear, achievable milestones to create a sense of direction and momentum. Highlight their past successes to reinforce their capabilities and remind them of their potential. Finally, provide consistent encouragement and support, celebrating small wins to build confidence and keep them motivated towards their ultimate goals.