John Maxwell Team
- Welcome – express keenness to work with participant
- Explain session will proceed – amount of time, taking notes, what’s covered (basic rudiments, exercises for balance)
- Discuss coaching and how it’s developed as a profession. Talk about your experience and benefit from coaching. Outline tools you will use- primary focus, wheel of life, action & planning logs, coaching preparation forms etc.
- Outline structure of coaching - x number of sessions with feedback at end from participants
- Give overview of unique coaching relationship and highlight it is a designed alliance
- Discuss your background – ask permission to coach participant
- Describe confidentiality and impact on coaching, trust is critical, speak of asking permission and attendance
- Explain coaching is a designed alliance and the participant grants power to it the alliance to achieve where they want to go. It is a relationship based on equality.
- Give examples of how you will work with them - accountability remains with them, brainstorming, the amount of attention to the clients personal life etc
- Completeprimary focus. It is useful to include personal areas of focus from personal life/personal development – here participant appreciates coaching is not just about
- the job – it is personal. This is where the individual will discuss what’s really important to them.
- Review other forms/tools you may use. Give Wheel of Life to either complete in session with you or as an assignment. Explain the participant is the architectof action plans, and accountable for their completion. Explain the coach is not a disciplinarian, but will challenge the participant if not following through with action (to understand what is preventing success).
- Discuss self-doubt, the self – saboteur (paradigms) and the corresponding highs and lows of coaching (loss of enthusiasm that often occurs four to eight weeks into a coaching relationship).
- Reiterate that the power is the process, not the coach, and that the participant grants the coaching relationship its power, ask that they do so, and mention that you may remind them of this from time to time, particularly if you recognise a paradigm emerging to sabotage the change process.
- Diarise sessions, answer any questions and concerns.
- Close enthusiastically with optimism and faith in the participants’ ability to achieve their outcomes, reminding them they have deep reservoirs of untapped potential that they’re just not consciously aware of yet.
© 2011 John C. Maxwell Certification Program
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