Your executive client is questioning your coaching approach. How can you effectively address their concerns?

An executive’s concerns are rarely about the method—they’re about results. I approach this by scheduling a candid conversation: “Let’s discuss what’s on your mind about the current coaching approach.” I listen actively, noting if their concerns are about pace, focus, or perceived value. Once, an executive was wary about the time commitment, so I adjusted the sessions to be more focused and impactful. Understanding the ‘why’ behind their concerns is the key to finding common ground and turning skepticism into collaboration. It’s not about defending; it’s about aligning.

Quand un client émet des doutes sur l'approche utilisée, il est intéressant d'échanger avec lui sur ce qui lui pose problème, écouter et comprendre ce qu'il se passe pour lui. Il est important de ne pas réagir en mode défensif et au contraire de montrer une ouverture au dialogue, le respect de la perspective qu'il peut apporter. Cela peut ouvrir la porte à une discussion constructive sur certaines croyances ou freins qu'il peut avoir.

Para lidar com as preocupa??es de um cliente executivo, é essencial ouvir atentamente suas preocupa??es e agradecer pelo feedback. Explique claramente como sua abordagem se alinha com os objetivos do cliente e pe?a mais detalhes sobre as áreas de insatisfa??o. Adapte sua abordagem conforme necessário e proponha solu??es que atendam melhor às expectativas do cliente. Reafirme seu compromisso com o sucesso deles e sugira uma reuni?o para revisar e ajustar o plano conforme necessário.

Before presenting your approach, ask questions to gain insight into their specific goals, challenges, and what they aim to achieve through your coaching. This helps you tailor your response.

Each coachee is unique and so is each coach. If a coachee is unhappy or uncomfortable with a coach's methods there is a fertile ground in exploring "Why?", if the coachee is open to exploring. And if so, explore what it is that the coach said, did, asked or suggested (or indeed didn't say, do, ask or suggest!) that made them feel uncomfortable or triggered. Gather the data together first. It's important that a coachee does not feel pressured to give feedback or give feedback in the moment. Some self-reflection time might be helpful. If they feel a failing or loss in trust in any way, only empathy and compassion will enable them to consider re-establishing it.

1. Provide a high-level overview of your coaching process, making sure to align it with their business context. Emphasize measurable outcomes and a collaborative approach. 2. Showcase how you integrate agile principles into leadership coaching, particularly in areas relevant to the executive’s priorities, such as transformation, culture, or innovation. 3. Share relevant success stories or case studies that demonstrate how your coaching has delivered results in similar contexts.

Pour adapter au mieux son style de coaching, il est important de faire connaissance, de questionner très t?t sur les attentes, les besoins, les pré-requis, les must have. La position meta du coach en séance permet de se rendre compte s’il y a un dysfonctionnement et peut renvoyer la question à son coaché pour obtenir du feed-back et se rajuster au besoin.

Emphasis on personalization demonstrates respect for individual differences and increases coaching effectiveness. Inviting clients to discuss their preferences demonstrates a collaborative approach and strengthens the coach-client relationship. Flexibility: A willingness to adjust coaching techniques demonstrates the coach’s flexibility in adapting to the client’s needs. Personalization helps rebuild trust and demonstrates the coach’s commitment to the client’s success.

Effectively addressing your client's concerns involves showcasing the value of your coaching approach. Share success stories where your methods aided others in reaching their goals, drawing parallels with your client's circumstances. Emphasize the long-term benefits of the acquired skills and insights, which might not be instantly noticeable, but prove instrumental in their professional development journey. By reassuring your client of your approach's merits, you can foster a trusted coaching relationship and motivate continued progress.

The importance of using concrete examples to demonstrate the value of coaching. By complementing it with the suggested elements, it is possible to create an even more persuasive and inspiring narrative that strengthens the relationship with the client and motivates them to achieve their goals. By sharing success stories from other clients, the coach demonstrates the value of his/her approach. By highlighting similarities with the client's current situation, he/she demonstrates the relevance and applicability of coaching techniques. Emphasizing the long-term benefits, the development of transferable skills and the building of a growth mindset, helps the client understand the investment in their own development as a transformative journey.

Nourrir son coaching avec des exemples de vécus clients en détaillant des situations similaires et alimenter avec des études peut être très puissant dans l’accompagnement en coaching. Le coaché a besoin d’un ancrage, de savoir qu’il est pas seul à vivre cette situation. Que d’autres ont réussi à s’en sortir, à progresser, à changer grace a notre approche, nos outils, notre présence bienveillante et accueil inconditionnel.

Totally agree with setting milestones! Setting clear markers and goals is like giving your clients a roadmap to success. It not only builds their confidence in the process but also keeps them motivated as they see tangible progress. Clear goals = clear wins!

To further enhance these client relationships, consider the following: Incorporate SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) when setting goals to ensure they're realistic and result-oriented. Maintain open communication, encouraging feedback and adjusting your approach as needed to accommodate client preferences, pace, or shifting priorities. Celebrate accomplishments and encourage self-reflection at each milestone, helping clients appreciate their progress and strengths gained through your coaching partnership. By offering a clear roadmap and flexibility, you ensure coaching remains goal-focused and meaningful for your clients.

Les étapes sont une proposition intéressante mais attention à ne pas enfermer le coaché. Tous les coaches sont différents et ils n’avancent pas au même rythme. Par conséquent, il ne faudrait pas faire sentir au coaché qu’il est en avance ou en retard, chacun dispose de son rythme et c’est à respecter. Les jalons peuvent être citer à titre d’exemple sans injonction. Si c’est un élément qui rassure le client et qu’il en a fait la demande alors oui proposer des étapes comme un bilan de mi parcours peut avoir du sens pour voir ou en est l’atteinte de l’objectif fixé et voir le reste du chemin à parcourir

Quand l’objectif du coaching est posé, il est intéressant de demander au coaché de faire son auto diagnostic avec des questions guidées par le coach. Les notes sont à conserver précisément. Au moment du bilan, ces mêmes questions peuvent être posées à nouveau, le coaché procède à son auto évaluation. L’objectif est de comparer les résultats et voir précisément ce qui a bougé et ce qu’il reste à bouger. Le coaché pourra se féliciter pour ses progrès et raconter ses succès. Il pourra aussi voir peut être qu’il reste certaines zones d’ombre à travailler.

It's always important to get your client to do some reflection upon their progress so they can see how far they've come with your sessions. Looking at their growth can help them understand their future journey even more.

Executives thrive on insight, not just action. I encourage them to take a step back and reflect: “What’s one unexpected insight you’ve gained so far?” This reflection not only reinforces the value of the coaching but also helps them see their growth trajectory. In one case, an executive realized that small shifts in their communication style were already transforming team dynamics. Reflection helps them connect the dots between coaching and real-world impact, turning initial skepticism into appreciation.

Suggest to get the initial reflection through surveys or assessments . It could be a simple basic initial assessment or a pilot engagement, or a series of executive workshops. By framing your approach in a strategic, outcome-focused manner, you demonstrate your ability to provide value and align with the executive’s goals.

When I encounter such a challenge as a coach, I will be able to ask the coachee Who do I represent in my client's life in his system? With the answer to this question, we can discover that this resistance is not against me, but an image reflected here from the client's personal history. Most of the time, it's not about the coach, it's about the meaning he attaches to the coach.

Coaching isn’t a one-and-done; it’s an evolving journey. I provide ongoing support through follow-up emails, resources, and quick check-in calls to address any emerging concerns or shifts in focus. I remind them, “This is a partnership, and adjustments are part of the process.” Ongoing support reassures them that coaching is adaptable and responsive to their needs, reinforcing that they are not alone in their leadership journey but have a dedicated partner committed to their growth.

Maybe consider that your coaching style and approach may not be a match for this particular client. Ask yourself "Am I willing to let this client go?" One of my long term clients had several coaches before hiring me! Coaching that client was very challenging because of a random traveling business schedule and outer directed personality demands! Some clients are a typical! Get over it! The additional business that client sent me exceeded over $50,000.00.