Coaching and Goal Setting

Coaching and Goal Setting  

By Jake kohl

     Goal setting is important in Life Coaching because it allows both coach and client to have direction of where they are going.  Setting goals employs a trust for the client in knowing that a plan of action is in place and the willingness for the coach to invest time and commitment with them.  Being able to set goals makes a successful coach.  Goal setting gives you a starting point and something to aim for, systematically working to reach each goal.  (Collins, 2009, p. 203)  Having goals in place also allows the process to move forward.  By setting goals, it gives targets to aim for that would otherwise cause barriers by not having these in place.

     Working with a client to implement a plan to achieve their goal involves “four overlapping steps involved in the coaching process: becoming aware of the present and the person, focusing on the vision for the future, planning and taking action to reach the goals, and dealing with obstacles that get in the way.”  (Collins, 2009, p. 165)  By implementing a seven-step action plan, it also allows for a systematic transition into the next goal.  Collins (2009) gives a good reference of a seven-step plan to put in place.  These steps are as follows:

1. Clarify and agree on the result or desired outcome. 

2.  Put this on paper.  You can revise later.

3.  Start with the desired outcomes; work backwards, mutually brainstorming about some possible interim goals.

4.  Agree which of the alternative interim goals you will pursue.  Recast each of these as SMART goals: specific, measurable, attainable, and realistic and deadlines.

5.  Arrange the agreed-upon goals in order of priority starting from the first and most realistic result.

6.  Write down indicators that show when goals are completed.  Do this with at least the immediate goals.  The others come, as you get closer to the end goal.

7. Put this list on paper (Collins, 2009, p. 207)

Using this seven-step plan allows the life coach and client to be able to achieve their desired goals together.

     Many obstacles however, can prevent the coach and client from setting goals.  The many different obstacles to name a few are external barriers, which generally come from outside people and events that we cannot control.  Coaches can also cause external barriers by not prioritizing their own lives.  Some external barrier would include, difficult people, to many demands, and distracting life events.  (Collins, 2009, p. 222)  Internal barriers is another obstacle that is often caused by the client by means of their habits, fears, insecurities, boredom and other self-created roadblocks which can prevent the setting of goals.  (Collins, 2009, pg. 226-227)  Finally, the coach themselves can have obstacles that can prevent goal setting such as lacking confidence in being able to help the client.  (Collins, 2009, pg. 231-232)  These barriers cannot only prevent setting goals but can also hinder the overall progression of the coaching relationship.

     To overcome these barriers, we must first become aware and acknowledge these barriers.  Paying attention to language the client portrays both through verbal as well as through gestures and body language helps in making the coach become aware.  Asking both, curiosity and open-ended questions can help in bringing out any hidden obstacles that coaches do not recognize with the client.  We also appeal to their emotions when we are able to talk with them – showing them understanding.  Expressing support and encouragement continues the building of a trusting relationship.  (Collins, 2009, p. 231)  As coaches, we must expect these barriers to arise at times, and being able to address them as them come.   

Reference

Collins, G. R. (2009).  Christian coaching: Helping others turn potential into reality.  Colorado Springs, CO: NavPress.