The critical question in the coaching work is how to measure the progress.

Is it possible to achieve tangible results in the coaching flow?

Coaching is an Art and Science. 

Coaching is a perfect combination of art and science; one can not exist without another. Exploring both realms with a client, be it an individual, a group of people, a company or an organisation, requires philosophical thinking, belief in change and transformational actions.

ART

The creative side of coaching brings art, philosophy, the embroidery of conversation, dreams and magic together.

It is not possible to fit all of this into the working coaching models, patterns, and rules. A talented coach is going through the coaching session like a captain in the ocean’s stormy waters, keeping the flow, observing, noticing, finding new horizons and checking the compass.

Art in the coaching process can not be underestimated or defined.

SCIENCE

Science on the other hand is about tangible results. “Coaching not only benefits from scientific rigour but requires it in order to grow and improve as a behavioural change intervention”.*

How to achieve tangible results?

There are three key stages for a coaching session to make it countable and to be able to establish measures in overall coaching progress. I call them MUSTs, though the coaching process is such a creative flow that MUST sound too demanding. Wearing a scientific hat for now let’s explore together – the three MUST for tangible results.

Three MUSTs

MUST I – Introduction: What is the purpose of coaching for a client/organisation/company?

Spending time reflecting on the desired outcome, transformational change, and ideal case scenario will add power to the coaching process. It will clarify expectations, and possibilities, allowing space for creativity and exploration. It is a time to establish the vision, to listen and to be heard.

MUST II: After establishing the purpose of coaching coachee might choose the desired outcome for each session.

A client might prefer to develop three actions, or a solid strategy, to introduce new habits, or to practice empowering behaviour.

The learning points are clearly pronounced as the guidelines for an organisation or a company.

A good start defines the flow of the session, gives structure, and charges a mindset.

MUST III: Check if you have achieved the original purpose by the end of the session.

What was the original session’s goal, and what have we achieved today?

Asking the coachee to go through the agreed action plan – item by item, defining the date for each action.

It would be vital to clarify the coachee’s determination to complete this action plan.

Using those MUSTs will make coaching effective for a client or an organisation. They will be goalposts to refer to and to observe the starting point of coaching and the finishing line for the given time frame.

To discuss the variety of coaching strategies get in touch:  info@kogancoaching.com

* Windy Tshepiso Maledu – Senior Behavioural Scientist