Many leaders who coach, have a real passion for motivating their employees, helping them grow, seeing them more engaged and watching their careers advance, but they often admit that the goal setting is the hardest part. It feels like they are interrupting all that support and forward momentum with performance metrics and measurements. While that might seem that way, it is important to remember that goal setting, more specifically goal achieving is the bigger reason behind coaching. Coaching relationship always needs to be rooted in purpose to elevate the employees' skills, improve their performance, and prepare them for work at a different level. The quantifiable part is essential. To pursue the goal setting function of coaching, here are four strategies we can apply. 1. Let colleagues participate in goal setting process. If coach just set the goals without colleague’s input, they may find it hard to commit to reaching them. The lack of control might even increase the negative sense of pressure. If colleagues are involved in every aspect of goal setting they automatically feel a greater sense of responsibility for meeting those goals, they're more engaged when they participate in determining what's possible and setting deadlines.
Made with FlippingBook - Online catalogs