What are the most effective ways to help new leaders set goals and track progress during coaching sessions?

SMART is a good framework to follow, but beyond that, we also need to make sure coachees really want what they say they want. Sometimes the goal is set (especially at work) in order to hit someone else's goal, so a coach can help the coachee by creating time and space to really connect with their inner motivation and values.

Helping new leaders set goals and track progress during coaching sessions is crucial for their development and success. You can create a comprehensive and effective framework for helping new leaders set goals and track their progress during coaching sessions. Clarify Objectives SMART Goals Collaborative Goal Setting Prioritize Goals Break Goals into Actionable Steps Regular Check-Ins Provide Feedback Adjust Goals as Needed Utilize Technology Encourage Reflection Accountability Partners Celebrate Milestones Continuous Learning Assessment Tools

in my opinion -Feedback -Accountability -Build the relationship -Coach managers -Create clear objectives and goals -Create collaborative goals -Define your development objectives -Employee recognition -Establish team milestones

Great question! The first step is for both the coach and the client to have access to these tasks so the coach can check in and hold them accountable. The second step is asking the client, 'What are you changing, removing, or making more efficient to make time for this?' Sometimes, we think we can keep adding things to our 'to-do', #notime. This question helps you and your client evaluate what can be removed, change or done more effectively. It could mean getting new software to help you get things done faster. It might mean stopping that TV show 30 minutes earlier, ... But it all comes back to that commitment; what are you willing to commit! Think about what that commitment is: 'I will [activity] for 30 minutes every Monday at 9:30."

Creating a goal map with your client is a great solution. Sometimes this is shared with the client and then because the coach doesnt have access to it, they can't really hold them accountable.

The GROW model is a helpful guide for any coaching conversation. The model helps the coachee understand what their goal is, what their current reality is, what options they have to move toward their goal, and which option they want to choose. By asking questions around these areas, you can support your coachee in identifying the main challenge they're facing. You can also support them in finding a way forward that is actionable and trackable.

Love the specific phrase in here 'feedback should be aligned with the goals and expectations of your coachee'. Totally agree with this. We set goals in the beginning and are aligned on how we're going to get there. When you accomplish that goal, it's important it's called out specifically what you did, how you did it and that 'we discussed doing xyz and you accomplished that here.' This builds confidence, it drives a positive mindset in your team and allows them to feel accomplished. It also shows them they're on the right track and building toward what they want to accomplish.

The success of coaching can be gauged based on the progress being made by the coachee. To ensure ongoing alignment & improvement, feedback at the right time & with the appropriate details plays a key role in the coachee gaining from it. Feedback can be in the form of appreciation for an improvement or for achievements. It can also take the shape of constructive feedback where specific behaviour or action needs to be improved. At other times, if the coachee is a senior person, highlighting perspectives that differ from the coachee induce deep thinking for the coachee & coupled with right questioning methods can lead to breakthrough learnings & gains.

What we usually celebrate are milestones. But the time between two milestones can be significant, and many things can happen in between that decrease the motivation and confidence of new leaders. They may get too entangled with their new responsibilities, focusing solely on the challenges ahead, forgetting the success of the past. In these moments, it can be very beneficial to celebrate small achievements so that new leaders are motivated to continue moving forward with enthusiasm.

Recognize and celebrate the achievements of new leaders during coaching sessions. This can be done through verbal praise, acknowledging their progress in team meetings, or providing small rewards as a token of appreciation. Celebrating achievements not only boosts morale but also reinforces the importance of goal attainment and creates a positive coaching environment.

I personally helps my coachees to start from the mindset. After goal setting, you should have a healthy positive mindset to achieve your goals. But what if they have doubt on themselves. Self-doubt is the worst enemy!! So I help them to identify the factors which made them doubt on themselves, segregate it & work on it. Aware of own strengths, weaknesses, emotions, threats & opportunities help them to achieve their goals.