Breaking Through: Sarah's Journey to an Impossible Future

Sarah, a mid-level manager at a tech company, who’s been struggling with feeling stuck in her career.

She’s been working hard but hasn’t had the recognition or opportunities she believes she deserves.

She often tells herself, “I’ve been here for so long, and nothing is changing.

Maybe this is all I’ll ever be able to do.”

This is what we would call a "rut story," a narrative that keeps her trapped in her old way of thinking.

One day, Sarah decides to work with a coach, Emma, to break through this sense of stagnation.

In their first session, Sarah shares her frustrations—how she feels overlooked at work, how her efforts haven’t been acknowledged, and how she’s convinced that this is the limit of what she can achieve.

Emma listens carefully to Sarah’s story, but instead of just nodding along, she asks, “Sarah, if you could design an ‘Impossible Future’ for yourself, one that seemed completely out of reach, what would it look like?”

Sarah looks confused. “Impossible future? I don’t know, Emma. I’ve been trying for years to just get noticed. It’s hard for me to think beyond what’s happening now.”

Emma smiles and reassures her. “That’s okay. What I’m asking is: What’s the next level for you, even if it seems too big or too far away right now? What would you be doing in a year if there were no limits on your success?”

After a pause, Sarah begins to imagine. “Well, I guess if I really believed anything was possible, I’d be leading my own team by next year. I’d be taking charge of projects, making key decisions. I would be the one others turn to for advice and guidance.”

Emma’s eyes light up. “That sounds incredible, Sarah. And now, let’s think about what’s getting in the way of that. What are the beliefs or stories you’re telling yourself that might be keeping you from taking action toward this new future?”

As Sarah reflects, she realizes that she’s been telling herself for years that she’s too “junior” to lead. She’s also been blaming her company for not recognizing her potential. But after Emma’s question, Sarah starts to see that her old stories—about being stuck in her current position, about waiting for someone to recognize her—are limiting her progress. They’ve been keeping her in the same place, like a hamster on a wheel.

Emma then introduces Sarah to the idea of “Triple Loop Learning.”

She explains that the first step in transformation is to change how Sarah sees herself.

“This is about more than just adding skills or getting better at your job. It’s about shifting who you are as a leader, at your core. If you want to move toward this ‘Impossible Future,’ you have to stop seeing yourself as someone who is stuck. You need to start seeing yourself as a leader, even before you’ve reached that title. And that means changing how you act, what you believe, and how you show up.”

Sarah is intrigued but unsure. “How do I do that?”

Emma guides Sarah through a simple but powerful exercise: They reframe her rut story. “Instead of saying, ‘I’m stuck, and nothing is changing,’ you could say, ‘I am on a journey to becoming the leader I want to be. I’m learning and growing every day. I am capable of achieving things I never thought possible.’”

By shifting her story, Sarah begins to change her mindset.

She starts to see every challenge as an opportunity to grow, every setback as a lesson in leadership.

She begins taking on small projects with more confidence, seeking out mentorship, and volunteering for leadership opportunities within her team. The old beliefs of being “too junior” start to dissolve, replaced by a new narrative: She is already a leader, taking steps toward her “Impossible Future.”

Over the next few months, Sarah’s transformation is visible not just to her, but to others. She starts taking more initiative, offering solutions in meetings, and becoming more visible to senior management.

Eventually, Sarah does get the promotion she once thought was impossible. She leads her own team and even starts mentoring others. What once seemed unreachable has now become her reality.

Looking back, Sarah realizes that the turning point was when she shifted from telling herself she was stuck in her old story to declaring a future that was much larger than she ever imagined.

She didn’t just take action toward a new role; she redefined who she was as a leader, and that made all the difference.

This real-time coaching example shows how a coach can help someone like Sarah not just improve their skills but transform their identity and beliefs.

By shifting their perspective, challenging limiting stories, and helping them declare a bold, seemingly impossible future, the coach enables lasting, profound change.

It’s a reminder that true transformation begins when we step beyond our current reality and imagine the person we can become.

Several key coaching questions have been addressed.

These questions are designed to help the coachee (Sarah) reflect, shift perspectives, and break through limiting beliefs to create a transformative outcome. Here are the coaching questions that have been addressed:

1. “If you could design an ‘Impossible Future’ for yourself, one that seemed completely out of reach, what would it look like?” This question encourages Sarah to dream beyond her current limitations and envision a future that feels impossible but inspiring. It helps her expand her thinking and create a bold vision for what she truly wants to achieve.
2. “What’s the next level for you, even if it seems too big or too far away right now? What would you be doing in a year if there were no limits on your success?” This question helps Sarah push past her current beliefs about what's possible and think expansively about her potential. It forces her to step outside of her comfort zone and imagine an ambitious future without restrictions.
3. “What are the beliefs or stories you’re telling yourself that might be keeping you from taking action toward this new future?” This question invites Sarah to examine the limiting beliefs and “rut stories” that have been holding her back. It encourages self-awareness of the narratives that keep her stuck and helps her see how they influence her actions (or inactions).
4. “How do you see yourself as a leader now, and how do you want to see yourself as a leader in the future?” This question helps Sarah reflect on her current self-image as a leader and prompts her to think about the transformation she needs to undergo to become the leader she wants to be.
5. “What steps can you take to start acting like the leader you want to become, even before you have the title or role?” This question encourages Sarah to shift from thinking of leadership as a title or position to understanding it as a mindset and set of behaviors. It helps her identify actions she can take now to step into the leadership role she envisions.
6. “What new stories could you tell yourself that will support your growth and transformation?” This question guides Sarah in reframing her "rut stories" into empowering, growth-oriented “river stories.” It helps her adopt a new narrative that supports her transformation and progress.
7. “How can you start seeing challenges and setbacks as opportunities for growth?” This question helps Sarah shift her perspective on difficulties, encouraging her to see them as learning experiences rather than obstacles. It fosters resilience and a growth mindset.
8. “What are the key actions you can take today to move toward your ‘Impossible Future’?” This question grounds the conversation in practical action. It helps Sarah identify concrete steps she can take immediately to start making progress toward her bold vision.
9. “What will it take for you to declare that you are already the leader you want to be?” This question is a prompt for Sarah to commit to her transformation and step into her identity as a leader, even before the outward achievements have materialized. It encourages her to declare her intentions and own her new self-image.

These coaching questions serve to guide Sarah through a reflective process that leads to greater self-awareness, the identification of limiting beliefs, and the declaration of a bold, transformative future.

They are designed to encourage deep thinking, shift mindset, and inspire powerful action toward growth and change.

Several key coaching tools are employed to facilitate Sarah's transformation.

These tools are designed to support self-reflection, mindset shifts, and actionable progress toward achieving an "Impossible Future." Here’s a breakdown of the coaching tools used:

1. Impossible Future (Visioning Tool)

• Purpose: This tool is used to help Sarah envision a bold future that seems out of reach but is aspirational. It encourages the coachee to think beyond their current limitations and set a visionary goal.
• How it's used: The coach prompts Sarah to imagine what her life or leadership would look like in the future, with no restrictions on her success. This shifts her perspective from what’s currently achievable to what could be possible if she were to challenge her old assumptions.

2. Rut vs. River Stories (Narrative Reframing Tool)

• Purpose: The tool distinguishes between limiting “rut stories” (old, unhelpful narratives) and empowering “river stories” (stories of growth and transformation).
• How it's used: Sarah is encouraged to identify the stories she’s telling herself that may be keeping her stuck in a rut (e.g., “I’m not a good leader,” or “I can’t change”), and then reframe these into river stories that support her personal growth (e.g., “I can become the leader I want to be” or “I am learning and evolving”).

3. Triple Loop Learning (Learning Framework)

• Purpose: This tool provides a framework for identifying three levels of learning that can drive transformation: shifting context, reframing mental models, and changing actions.
• How it's used: The coach addresses Sarah’s context and mindset through the three levels of learning: Triple loop learning: Changing who Sarah is as a leader. Double loop learning: Reframing mental models that limit her potential. Single loop learning: Identifying practical actions she can take immediately.

4. Coaching Questions (Reflection and Inquiry Tool)

• Purpose: A central coaching tool used to guide reflection and provoke deeper thinking. Powerful, open-ended questions help Sarah examine her beliefs, motivations, and next steps.
• How it's used: The coach asks Sarah questions such as, “What are the beliefs or stories you’re telling yourself?” and “What new stories could you tell yourself that will support your growth?” These questions help Sarah reflect on her current state, challenge limiting beliefs, and encourage new perspectives.

5. Strengths-Based Coaching (Resource Identification Tool)

• Purpose: This tool focuses on recognizing and leveraging the coachee’s strengths to support transformation. It helps Sarah identify her existing capabilities and apply them to the new goals she’s setting.
• How it's used: The coach might ask Sarah to reflect on past successes or times when she felt confident in her leadership, helping her connect these moments to her current transformation journey.

6. Action Planning (Implementation Tool)

• Purpose: This tool involves creating actionable steps toward achieving the "Impossible Future." It’s used to break down big, transformational goals into smaller, actionable tasks.
• How it's used: The coach works with Sarah to identify the next steps toward her vision. These steps might include leadership actions she can take immediately, such as leading a team meeting differently or engaging in a learning opportunity, with specific milestones to track progress.

7. Commitment and Declaration (Empowerment Tool)

• Purpose: This tool involves asking the coachee to make a declaration of their new identity or future goal. This act of commitment helps solidify the transformation.
• How it's used: Sarah is asked, “What will it take for you to declare that you are already the leader you want to be?” This statement of commitment helps anchor Sarah in her new identity, empowering her to step fully into her leadership role and begin acting accordingly.

8. Feedback (Continuous Improvement Tool)

• Purpose: Feedback is used to assess progress and make adjustments. The coach provides Sarah with ongoing feedback on her actions and growth.
• How it's used: The coach provides constructive feedback based on Sarah’s actions and challenges, helping her learn from her experiences and adjust her approach as she moves closer to her Impossible Future.

9. Emotional Energy Awareness (Emotional Intelligence Tool)

• Purpose: Recognizing and using emotional energy is essential for transformation. This tool helps the coachee tap into their emotions to fuel change.
• How it's used: The coach helps Sarah explore how her emotions—both positive and negative—can be used as a source of motivation or resistance. By acknowledging these emotions, Sarah can either use them to propel herself forward or address blocks that may be preventing her growth.

10. Self-Reflection (Self-Awareness Tool)

• Purpose: This tool helps the coachee reflect on their own behavior, beliefs, and thought patterns to identify areas for growth.
• How it's used: The coach encourages Sarah to reflect on her leadership journey, recognizing patterns in her thoughts, actions, and feelings. This allows her to understand her current limitations and unlock her potential for change.

By employing these coaching tools, the coach helps Sarah shift from her old limiting beliefs to a powerful new mindset and set of behaviors, enabling her to make bold moves toward her Impossible Future.