The Coachee's responsibilities
• Being consciously aware of limiting self-talk
• Being willing to suspend old thinking and acting patterns
• Getting comfortable with discomfort
• Being open to new insights, ideas, approaches
• Committing to the coaching process
• Making the change a priority
• Following through with agreed upon tasks
• Asking for feedback from the coach and others
• Acknowledging progress and evaluating setbacks
The Coach’s responsibilities
• Providing assistance around awareness raising
• Providing structure for coaching process
• Offering support and encouragement
• Assisting in goal definition and action planning
• Identifying and connecting to resources
• Giving candid feedback
• Holding coachee accountable
• Acknowledging and processing the coachee’s change efforts
"Once I opened myself up to being coached the change came quite easily. A coach is not going to let me get away with things - pushing me to hold myself to a higher standard while offering objective feedback and support. Matt has held me accountable in ways that others have not been able or willing to do in the past and it has been very valuable. I wish I would have made these changes twenty years ago. I would have been a much happier and healthier person."
Coaching is the process of guiding an individual in developing them self from who they are to who they want to be. Or, in some cases, assisting individuals in developing the skills that their organization has identified them needing to develop to be fully able to carry out the duties, responsibilities and initiatives required of their position.
Coaching involves an internal awareness raising process, supported and facilitated by a trained professional that results in people first becoming fully aware of their limitations and obstacles. These limitations may be internal or external.
Once an individual has gained awareness the coach guides the participant through a conscious and intentional process of creating an action plan to develop the insight, supporting resources, and skills necessary to create and sustain successful change and personal improvement. Throughout the engagement the coach supports and holds accountable the person being coached to the objectives and processes identified as necessary to bring about the agreed upon change.
"Liz has such a great way of phrasing thoughts
in a positive and inviting way. I have learned much from her coaching. Thanks for your help.
Hattie, Leadership coaching client
Resolve's coaching process in four parts (competency development):
1. Purpose for seeking out coaching – What am I not satisfied with? What is not working well in my life that I want to change? (Motivation)
2. Raising awareness around limitations and obstacles – What is holding me back or keeping me from being more……? (Understanding)
3. Creation of goals – What do I want to change? How will I do it? By when? (Process)
4. Accountability and support – Am I following through? Is positive change happening? (Evaluation)
Characteristics of a successful coaching engagement include a willingness to:
• Understand and develop a plan to effectively address roadblocks to change (internal and external)
• Make the competency development a priority (schedule action and time)
• Have a clear and actionable plan (specific and based on goals)
• Build in accountability to another person (coaching and colleague relationship(s))
• Consistently work on the competency development (focused and intentional)
Engaging a professional coach in supporting you and holding you accountable will increase the chances of successful change and competency development. The research is very clear regarding our tendency to perform to the highest professional standards when we perceive others will be judging us and/or holding us accountable – that is one of the key roles of a professional coach.
The coach and the person being coached have distinct but complimentary roles and responsibilities: