When starting a coaching conversation, the coach observes from the sidelines and arouses their curiosity and amazement as they observe the client. Many coaches find it a little difficult to “establish the training agreement”, as it often feels like a choice between participating in the training flow or following the steps or indicators to establish a tangible result for the training session. If the client's goals aren't concrete or seem vague despite your efforts to gain clarity, there's a temptation to abandon establishing the coaching agreement altogether. The second phase is the so-called cultivation phase.
This part of the coaching journey is the actual implementation of the agenda planned in the initiation stage. The basis of cultivation is preparation, which creates a set of circumstances that allow the various tools and techniques of coaching to lead to genuine growth. Addressing motivation, preparation and the coaching relationship are key elements in obtaining the best possible impact from the coaching experience. For WeCoaches, the cultivation phase means adapting opportunities to your coach so that they encourage their growth and, then, providing them with the encouragement and agreeing on the resources that will allow them to succeed and be more independent.
Setting objectives is actually a crucial task in a coaching process, since it is the only way to ensure a successful evaluation of the results of coaching learning. The coach must also estimate the resources she needs to invest (physical, financial or emotional) and what the consequences are for the people around her. The most relevant literature on coaching strongly suggests setting objectives and arriving at a shared understanding of what needs to be addressed (see Setting an agenda) in coaching relationships. The function of WeCoach is to detect what type of approach the coach is taking to achieve her objectives: a coach could only be goal-oriented and underestimate the importance of the process and the small achievements she achieves, or she could rush towards her goal, without taking adequate time to understand the achievements and actually adopt them.
In this step, the coach shares observations for the client to consider regarding where the gap exists between the current and the desired situation. The Kirkpatrick model is an effective evaluation tool and is particularly effective in evaluating coaching because the coach can actively participate in the design of the evaluation process and can collaborate with the WeCoach in the evaluation stage. Therefore, although it is a challenge, it is extremely important to define the objectives and expected results of the training program right at the beginning of the relationship. Some scholars also consider the so-called redefinition stage, which only occurs when the coach and coaches decide to continue the relationship after having achieved the predefined objectives.
When the time comes when the client and the stakeholders agree that the executive coaching process has met expectations, the coach begins a period of “gradual reduction” in which the client must perform more and more of the objective behaviors on their own, with an ever decreasing need for individual advice. In this initial phase, the coach may be wondering what to expect from the coach and both parties will need to be open to getting to know each other and learning to know each other. To start the training process and move on to the next phases, WeCoaches must consider what are the most relevant aspects to consider and check to ensure the success of the training process. For WeCoaches, it is interesting to determine if their coaches have achieved successful results in their business careers, such as obtaining a scholarship or an investor, achieving a more balanced work and personal routine or greater self-esteem.
The coach and the client work together to explore the closet, side by side, with the client moving the contents of the closet, examining it and making decisions about what will allow them to achieve what they want. It is important to note that technical and professional skills are not the only thing that matters to be a WeCoach, in fact, coaches will choose a coach who has the personal characteristics and communication style that inspires more confidence. .
