What are the most common obstacles in achieving personal coaching goals?

Clarity in your goals is your compass to success. When your 'why' is crystal clear, distractions fade. Therefore goal clarity is your path to 100% commitment. Distractions often stem from unclear goals. If they persist, your coach's role is to keep you accountable, reminding you of your essential need and goal.

Clarity on the scope of responsibility and how to measure the same becomes the first step for clearing the obstacles. One should ask questions and the manager should spend dedicated time and have a formal induction planned for the new joinee

Consistency is the key to success. It's easy to start something. But to keep it going is tougher than one realizes, especially when it comes to personal coaching, which might seem like a luxury, not a necessity. Leaders can point to their busy calendars as justification for giving up on coaching, just as they are about to make important breakthroughs.

The "why" here is super important - and as a coach probing to help the coachee go deeper and self-examine this is important. This ensures that the why emanates from deep thought/desires which in turn increases the chances of commitment towards achieving the set goals.

One obstacle I often observe is ‘congruency’. Most people identify goals they want to achieve but they don’t always act in a way which supports the chance of that goal being achieved. In other words they aren’t congruent with the activity necessary to meet that goal. I don’t share this as a criticism. I share this as an observation that people set a goal and then believe they need to know all the steps, work out all the ideas to reach that goal immediately. They don’t. They just need to take the first step and be congruent with the ‘intent’ to succeed.

When I am coaching someone who is resistant to change, I often use a technique where I mirror their attitude by repeating their point of view and emphasizing the importance of their concerns. This approach often prompts them to question their own position, effectively challenging their initial opinion. As they engage in this introspection, they begin to think more deeply about their perspective, which often leads to a shift in their mindset.

Your own patterns and programing are your biggest obstacles. You are where you are today as a result of stories you have told yourself and beliefs you have carried for a very long time. Now if you are seeing a different vision for your life, you may need different patterns and programs to support this vision. Old beliefs may no longer serve who you are becoming. Yet moving fully into the next version of you can be scary. And changing those beliefs, those patterns and those old programs may be hard. You may actively resist. Asking yourself how you can be more open and less resistant is so very important.

I have found that people tend to hide the true reason for their resistance. Fear and doubt oftentimes presents itself as nonchalance and criticism. The hard part is finding ways to dig past the outward emotion and expose the root cause. This is the only way to achieve progress.

With a recent client, I sadly started to understand the notion of someone being "Un-coachable". The resistance to change was deeply linked to the fear of loss of identity, and more importantly to changing habits developed to deal with a highly traumatic life situation. To overcome this resistance, I had to lead my client to the understanding that her destructive habits were not born from her personality, rather stemmed from "fight" habits she had developed to deal with her trauma, and showed her that she had in many ways become the Hyde to her Jekyll. Habits, the stories we tell ourselves, are often tremendous hinderances to change, they become our crippling truths.

On delivering coaching, I've found that understanding 'who's agenda is this?' is often why there is resistance. If a coachee has been 'sent' for coaching then resistance is high, but if they have sought out a coach, then they have aldready opened the door to change. Even if the coachee has been 'sent' for coaching then a good way to break down the resistance is looking for options around the area to change. Keeping curious as to different options, offering scenarios on more options and then asking 'which of these interests you most?', can breakdown the resistance. Be wary of replacing 'interests you most' with 'which is more important' as this can bring outside influence to bear as the coachee might apply another's agenda to importance.

For accountability to work one has to set the right goals and milestones and be willing to put in the work. The coach can work with the coachee to come up with an accountability plan that they can stick to!

This is often a big challenge many face, when considering coaching - what can a coach offer that I cant do myself, accountability is key ! Having someone ( perhaps a coach) who will agree timescales, progress reviews and keep you on track can make all the difference, and usually offer challenge and help you find solutions that you may not come to realise on your own

Regularly schedule check-ins with your coach and possibly with an accountability partner, such as a friend or family member. These check-ins can help you stay on track, receive feedback, and adjust your actions as needed. Additionally, set specific deadlines and milestones to measure your progress.

Reaching a goal is the individual's accountability. That said, having a coach to be accountable to and checking in with to give progress reports, whiteboard ideas and discuss challenges and obstacles can make or break reaching those goals. Scheduled check-ins with a coach help to drive individuals to "get it done". Breaking down the goals into bite-sized chunks and acknowledging success is key to keeping the motivation to achieve the overarching goal.

On the topic of accountability, our experiences have shown really good results when leaders and HR step in. By involving them, you not only align the coachee's development with the organization's expectations but also actively engage them in the coaching journey. This added layer of oversight often means employees try harder, stay focused, and are more dedicated to their goals. From the organization's viewpoint, this approach helps push the company forward.

When setting goals, be honest about your current capabilities and resources. Your coach can help you assess these factors objectively. Also, focus on the journey of self-improvement rather than comparing yourself to others. Recognize that it's okay to adjust your goals as you gain more experience and understanding.

Keep it real. Setting a grand goal with too short a timeframe is a recipe for losing motivation and losing self-esteem to achieve the goal. It is better to break down a goal into tiny chunks with generous time blocks. Every achievement, no matter how small in reaching that goal is important to acknowledge and celebrate. Revisit and re-estimate your timeframes regularly and be kind to yourself when a milestone is missed or a timeline underbaked

This has been a big hurdle for many of my clients in the beginning. They look at the big goal and make goals that get them done in the quickest amount of time, but they don't weigh the effort needed for each milestone goal. Once they experience the workload of their chosen goal, they are usually ready to discuss a plan to break their existing goals into smaller, more achievable ones as we advance.

To me this is the biggest detractor for people in reaching their coaching goals. And why understanding the meaning behind why they are setting the goal is of ultimate importance. If the goals are too lofty, or not timely the person is set up for failure, not success.

We live in a world of instant gratification, we all live here. Some people may set goals that are unrealistic, unconsciously, so they do not commit to them. They 'know' they are impossible, when in fact they are not giving themselves the time to let these changes sink into their everyday life.

Distractions can easily pull us off track, but there are methods to counteract them. One of my favorites is the Pomodoro Technique. How it works: Choose a Task: Pick what you'll focus on. Set a Timer: 25 minutes, known as one "Pomodoro." Work: Engage in the task for the full 25 minutes. Short Break: After the timer, rest for 5 minutes. Repeat: After four "Pomodoros" (100 minutes total), take a 15-30 minute break. This technique maintains focus by breaking tasks into manageable periods with regular breaks. It's an effective way to enhance productivity and diminish distractions.

Clarity in your goals is your compass to success. When your 'why' is crystal clear, distractions fade. Therefore goal clarity is your path to 100% commitment. Distractions often stem from unclear goals. If they persist, your coach's role is to keep you accountable, reminding you of your essential need and goal.

I think it’s important to acknowledge here that sometimes distractions and interruptions are, for example, young children. Because this can often be the case for me and a vast number of my clients, I suggest that SMART goals are set not day to day, but rather week to week. A day can be easily interrupted and derailed. However, if you’ve said at the start of the week, “this week I’m going to complete X, or write X words”, then you won’t be as disheartened if one day doesn’t go to plan - you’ll be able to make up up the time during a day of the week which more easily goes to plan. ??

Distractions and Interruptions will always be there, are you observing them or using them as an excuse? The mind is very tricky, it doesn't like changes, and it doesn't like the unknown, so before setting goals, this needs to be explained, the mind will play its tricks to keep you in the same position. To learn to observe is key.

Distractions and interruptions can most definitely derail your focus and rob you of the clarity and momentum you need to achieve your goals. Again, setting the scene for what the change process will entail and making the client aware of the common potential distractions that may surface is helpful. It also future paces the client, so they can plan for challenging times. I like to go through the process of time-blocking. Time-blocking also helps to structure the day for the client, and they feel more successful when they have accomplished their ‘actions’ or ‘tasks’ for the day that lead them towards their goals and helps to elevate distractions.

An added obstacle in the coaching journey is the expectation for quick results. Many of us are accustomed to instant gratification, and when immediate outcomes aren't visible in coaching, it can lead to feelings of disappointment and decreasing motivation. It’s important to understand that coaching is a process of trying, stumbling, and rising again. I advocate breaking down the journey into manageable steps and emphasizing the importance of celebrating even the small victories. Recognizing and rewarding these moments, no matter how minor, can be very beneficial in maintaining motivation and momentum.

UN-RESOURCEFUL BELIEF SYSTEMS Coaching often needs to go deeper than goals, actions & shared commitment. Despite the clients best efforts sometimes things are hard & progress isn’t made. This is often because there is something un-resourceful going on deep inside, often this can be a belief which can lead to the client constantly challenging themselves with unsupportive self talk. Turn this belief around and the client makes progress. Sometimes it is deeper still it can be a deeply held value … in this situation as a coach you will know that you rarely change a life value as it is an intrinsic part of someone’s identity …. Here it is generally best to re-evaluate the goal - if it conflicts with a value it is probably the wrong goal.

Hiring a coach that doesn't suit your requirement could be the biggest hurdle in your coaching journey. Selecting the right coach is vital. It's about the perfect fit for your unique needs. Quick Tips: - Diagnose your goals: Know what you want to achieve and your challenges. - Understand the various coaching specialties and seek recommendations from your network. - The chemistry session is where the magic happens. It's not just a formality; it's your chance to see if the coach's approach resonates with you. - Ask about their style, methods, and past successes. - A capable coach helps you diagnose your need well, helps you clarify your goals and offers a clear plan that clicks!....you will know. The right fit is key. So be aware.

Lack of confidence (Imposter syndrome) can be a real challenge. Believing that 'you can', believing that it's possible, and finding a coach that believes in you, as well as offering constructive challenge, can make a huge difference. If you believe you can't you won't, if you believe it's possible you might just surprise yourself !!

Without taking consistent and deliberate action towards your goals, it's unlikely you'll ever reach them. This can result in being trapped in a cycle of procrastination, distraction, or perfectionism, draining your time and energy. To conquer this hurdle, it's crucial to break your goals into achievable steps and design a practical and adaptable plan. Additionally, prioritize your tasks and schedule your time, following through with your commitments. Continuously monitor your progress and make adjustments as necessary, and don't forget to reward yourself for your efforts along the way.