What is your strategy for coaching coachees with competing agendas?

1 Clarify the coaching purpose

The first step is to clarify the purpose and scope of the coaching engagement, and to align it with the coachee's goals and expectations. You may need to revisit the coaching contract, and involve the coachee's sponsor or manager, if applicable, to ensure that everyone is on the same page about the desired outcomes and measures of success. You may also need to explore the coachee's motivation and readiness for coaching, and address any potential resistance or ambivalence.

2 Identify the sources of conflict

The next step is to identify the sources and nature of the competing agendas, and how they affect the coachee's performance and well-being. You may need to use various tools and techniques, such as stakeholder mapping, force field analysis, or SWOT analysis, to help the coachee assess their situation and understand the perspectives and interests of different parties. You may also need to help the coachee recognize and manage their own emotions, beliefs, and biases, that may influence their decision-making and behavior.

3 Facilitate the coachee's learning

The third step is to facilitate the coachee's learning and development, by providing them with feedback, challenge, and support. You may need to use powerful questions, active listening, and reframing, to help the coachee generate insights, options, and actions, that are aligned with their goals and values. You may also need to use coaching models, such as GROW, SMART, or OSCAR, to help the coachee structure their thinking and planning, and to monitor their progress and results.

4 Encourage the coachee's collaboration

The fourth step is to encourage the coachee's collaboration and communication, with their stakeholders and other relevant parties. You may need to help the coachee develop their interpersonal and influencing skills, such as empathy, assertiveness, and negotiation, to build rapport, trust, and mutual understanding. You may also need to help the coachee design and implement effective strategies, such as stakeholder engagement, conflict resolution, or win-win solutions, to address the competing agendas and achieve their desired outcomes.

5 Review and celebrate the coaching outcomes

The final step is to review and celebrate the coaching outcomes, and to acknowledge the coachee's achievements and learning. You may need to use various methods, such as feedback surveys, 360-degree feedback, or self-assessment, to evaluate the coachee's performance and satisfaction, and to identify the areas of improvement and growth. You may also need to help the coachee celebrate their successes, and to recognize the contributions and support of their stakeholders and other parties.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?