Closing the Coaching Session

Closing the Coaching Session
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Closing the Coaching Session
Based on the Goal, Reality, Options, and Wrap-up (GROW) model, coaches should assess whether they have achieved their objectives at the end of every coaching session. In other words, wrapping up helps to know if the coachee has achieved the set goals (Passmore, 2021). In some cases, the coach might think that the client had a powerful realization, but the individual did not. That is why it is essential to wrap up the coaching session and learn from the client what he or she has achieved. The answer provided by the coachee during the wrap-up session enables the coach to know whether it is the right time to terminate the relationship or move on to a new coaching experience.
What Did the Coachee Learn?
In particular, asking the coachee what a person has learned from the coaching session is crucial. A client might say that he or she has understood the dynamics of teamwork and that one is ready to interact with other members to achieve the set goals. On the contrary, the coachee might realize that the lack of motivation in teamwork is due to numerous conflicts that occur between the individual and others.
How Will the Coachee Deal With People and Situations Differently?
Since the coachee has realized that conflicts and the lack of motivation and togetherness are the primary issues that affect his or her performance in the team, the individual will deal with team members and situations differently (Passmore, 2021). For instance, the coachee said that he or she is ready to interact with all group members and offer support to them when the need arises. Moreover, the person will create time to socialize informally with other team members to understand them better and avoid unnecessary conflicts.
What Priorities Have Been Set and What Still Needs to be Accomplished?
The set priorities include promoting team members' interaction and helping them realize that they should work together to achieve established goals. However, the primary thing that needs to be accomplished is implementing strategies to prevent irrelevant conflicts that might divide the group members. That is why the coachee realized that he or she needs to create time to interact with others and get to understand them better.
Whether to Terminate the Coaching Relationship or Continue Working Together on a New Coaching Issue?
The coach and coachee agreed to terminate the coaching session since the latter noted the problem that affected how he or she perceived others and situations. In that light, the most significant thing is for the coachee to change toward the best and ensure to avoid hindrances that limit his or her contributions to the team. As such, it was found that terminating the coaching session will help the coachee overcome existing challenges to promote teamwork and productivity.
Pre-Coaching Plan for a Final 45-50 Minutes Session
What are the Goals for this Session?
The primary goal is to wrap up the coaching session.
To ensure that the client understands hindrances in team engagement, performance, and productivity.
To help the individual realize his or her strengths and weaknesses.
To reflect on how things can be done differently to facilitate the success of the team.
To understand the right process to follow when an individual encounters problems that require the support of other team members.
How Will You Know If You are Successful?
The coach will know whether one has succeeded or not if the coachee admits that he or she has to change how the person perceives things. For instance, the coachee might say that he or she has recognized how resistant one is when it comes to interacting with other members of the group (Emma-Louise, 2021). Specifically, individual changes to become the best version of himself or herself when one realizes things that have been hindering him or her to pursue set objectives. That marks the beginning of a positive change.
What Skills Will You Use?
The most significant skills that will help my coachee realize his or her problems include listening actively, reflecting on the duties of team members, thinking rationally before giving feedback, being empathetic, transparency, and authenticity. As the coach, remaining open to my coachee creates and maintains a trusting relationship that enables both parties to learn more about each other. That way, it becomes easy for the coach to identify problems that hinder the productivity or success of a team. As a result, the coach and coachee can together come up with solutions to address the issues at hand.
How Will You Go About Doing This?
The most effective way to initiate change is by developing trust with the coachee. Indeed, it is the only way that the person can open up so that the coach can identify the existing problems and provide effective strategies to address them. On that note, it is essential to listen actively to the client to understand various things that demotivate team members or hinder the success of the team. The coach should share scenarios that relate to what the client is going through to portray that one can overcome them.
What Questions Will You Ask?
How do you think you fail your team?
Do team members interact informally?
Do they consult each other when faced w...