Why do we make plans, and take actions? We should be doing these things to receive results. The seventh, and final step in the ASCEND COACHING METHOD© is the fruition of all previous work; it is the delivery of goals. High level we move from past state to future state. For some background, the assumption for this new coaching method, is that certain processes, and methods from technology development, can be married with best practices in the coaching discipline by professional coaches to improve client’s lives. Informally, I have been using this new approach in my career, and executive coaching practice for several years. I organized this approach, and have published an outline of its steps over the last few months. In this final step in the ASCEND COACHING METHOD, we see stated goals delivered to the client. Before I share some thoughts specific to this step, it is worth a short recap of the previous steps. It is important to state the new coaching method is sequential. That is, each step relies on work done in the previous step.
PREVIOUS STEPS SUMMARY: The first phase or step in the ASCEND COACHING METHOD, the coach will “Ask Questions”. High level, the coach interviews the client in a specific way. The goal in this step is to understand the client’s vision, current state, time-lines, and expectations. The best way to conduct these client interviews are by using open-ended questions; questions that encourage clients to open up to discuss their dreams, or visions, their expectations, and any concerns. When step one is completed successfully, we will understand the client’s vision, or as we say in IT, the “future state”.
After capturing of the client’s vision, coach and client can move on to the second step in ASCEND COACHING METHOD the “Assessment” phase. This step is an evaluation of the important information the coach has gathered from the client interview in step one. In the “Assessment” step the coach seeks to compare the client’s vision (future state), to the client’s current state to determine how realistic the vision is, and to map out the effort that is needed to deliver the vision. The coach also determines if any limitations will block progress, and if so, if any of those limitations can be removed, or at least reduced. In this step, the client’s time frame needs to be considered, and discussed. Coach, and client need to determine if the time frame is realistic. Deadlines that are unrealistic can lead to frustration for the Client. High level deadlines need to be discussed, and greed upon by client, and coach.
Once the coach, and client have completed the first two steps, they can move forward to the third step in the method, which is “Set Goals”. For those that have studied the coaching discipline, we know that goal setting is core to the coaching practice. Under the ASCEND COACHING METHOD we will see that in addition to an articulation of the client’s needs, and wants, we will also formalize, and set scope to the work to be done. SMART goal setting format is simplified under the ASCEND COACHING METHOD. The simplified format for goal setting under the ASCEND METHOD becomes: 1) specific goals, 2) measurable goals, 3) include a time frame, and 4) be achievable.
When the client’s goals are captured, and agreed on, under the “Assessment” step, we are ready to move forward to step four in the method, “Create a Plan”. Under this step, the coach initially drafts a plan, but ultimately the Client “owns” the plan. A proper ASCEND COACHING plan includes: 1) A re-statement of the client vision, and the client goals. 2) Identifying of all the resources needed to support execution of the plan. 3) Outline of the action steps to be completed during execution of the plan. 4) Estimate of the time needed to complete the execution of the plan. 5) Calling out of any constraints, or block to completing action steps, and suggested approaches to reduce, or remove blocks. Lastly, the completed plan then needs reviewed, and agreed to by both client, and coach.
With the plan created, reviewed, and agreed upon by all important players, coach, and client can move forward to the fifth next step, “Execute the Plan”. “Execute the plan”, simply stated means completing the action steps. It means doing the work. There is an old Roman expression “Divide, and Conquer”. And we have seen that the Coach can aid the client by breaking down plan milestones, or goals into workable action steps. Action steps are binary; either they are completed, or they are not completed. Completed actions should be celebrated! If an action step is not completed, the coach needs to partner with the Client to identify, remove, or at least minimize any block to completing the action step. Techniques exist to help with procrastination, including the “Five-Minute Rule”, or breaking the work down into time spent versus number of action steps. A good coach will seek to support, and motivate the client to complete action steps. Praise, and accountability are key. Very often, despite best intention, and best planning efforts, there is can arise a need to monitor progress, and reassess goals, and time-lines. This then leads to step six in the ASCEND COACHING METHOD, “next steps”.
The core to step six, “next steps” is evaluation of progress, and adjustments to the existing coaching plan, and associated action steps. This step is a tracking, and consideration of the next best steps, as part of progress monitoring, or when execution of the coaching plan varies from what we expected. On the one hand, “Next Steps” is simply a monitoring of progress, and a positive thing. It may not indicate any particular problem – just a maintenance piece in the process. But if significant gaps develop, coach and client need to discuss if a reassessment of goals, or time-frames is needed. Some of the reasons that coach, and client may need to consider a change in coaching scope, or time-frames include: Missed deadlines (this is the most common reason based on my coaching experience), Client motivation, or lack of resources (this can mean money, and or bandwidth). Whatever the underlying cause, if significant gaps start to develop, coach (or client) need to call out the need to reconsider the original goals, action steps, or plan. An experienced coach can work with the client to understand what the gaps are, and employ the best techniques to get work back on track, and adjust the coaching plan if need be. Step six, “Next Steps” in addition to a monitoring of progress, provides a way to reconcile actual work, against planned work as outlined the coaching plan. It supports keeping momentum moving forward to deliver the client’s goals and vision. Under this step, the coach can continue to provide value to the client, and help deliver the client’s vision, and goals that are more realistic, but still inspire the client.
STEP SEVEN – DELIVER GOALS: This final step in the ASCEND COACHING METHOD, "deliver goals" is the fruit of all the previous steps. Ideally, it is the realization of the Client’s vision. Of course, this is the most rewarding step for the Client, but can be rewarding to the coach as well. The coach has invested time, effort, and sometimes patience in working with a client. I can say from first-hand experience to see a Client’s goal realized is a wonderful thing to be part of. Below are some reflections regarding this final step, based on my years of experience as a Career, and Executive Coach.
DELIVERY MAY COME IN STAGES: This is especially true when the client lays out goals that are across many different life areas. A desired relocation to a different part of the country, or world, may be realized at a time-frame different that say attaining an executive position with an international corporation. But a single client can certainly have these two goals as part of their life vision. Another very common example of delivery coming in stages can be found in some common executive coaching goals. For example, “improve my leadership” is a common goal in executive coaching. But this is a dynamic goal, and there is never truly a point at which we want to say “I have improved enough”. This is also a great example of how a good coach can help the client by translating the long-term goal into smaller, realistic steps. Delivery of the goal comes in stages such as: Learn a new management style, take on a board position for a charitable organization, or Be promoted to a senior management position
DELIVERY MAY BE PARTIAL: In the world of career coaching, most of my work involves job searches. In the current economy, this is most often a situation where a client has a job, but there exists a gap for the client. More often than not, the client does not feel fulfilled, or does not have passion for the work, or the company mission. In working with a client on a job search, at some point I usually have the client put down on paper what the requirements are for their next position. This often includes salary, along with other requirements as reported by the client, such as flex hours, or the ability to work remotely. To my I experience I have had clients that obtained their “perfect job”. But it is more often the case that the next job is an improvement, and a very positive change, but may fall short in one or two requirements. Hopefully these are low priority gaps, and the client is still very excited for the new opportunity; and they are. In this example the overall goal of “find a new job” is satisfied, even if it may fall short of the ideal. Strictly speaking, the goal was delivered, but not 100% aligning to the client vision. I still consider this scenario a success, and delivery of a major goal.
GOALS CAN CHANGE: As discussed in an earlier step (step 6) as time goes on, and especially when the client’s life situation changes, the original stated goals may change. Goals might need to be reassessed, and reconsidered if there are changes in resources, unforeseen blocks, or if the motivation of the client changes. This is not a failure, in fact changes are an attempt to overcome a problem. My context under step 7, is that “delivery of goals” may not be the original goals. It may be the revamped goals that were established in an earlier step.
DELIVERY OF GOALS TAKE TIME: In the course of the previous steps, a good coach tries their best to keep expectations, and time-lines realistic. But it can happen that the client goal is delivered later than expected. Sometimes, a lot later. After the client – coach relationship has ended. As a career coach, I have seen client accept their new job before we have finished our first month together! But I have also seen clients continue with their job search after our relationship has ended. One thing (one of many things) a career coach can not control is the specific job market. We also need to recognize that unless the client is miserable, we want the change to be a position one. A marked improvement. It may not be wise to accept the first position that is offered. This is where a good coach can provide some objectivity, and insights. When a position is offered, this is a good time to revisit the original job requirements that I mentioned earlier.
Step seven, “Deliver Goals” is the final step in the ASCEND COACHING METHOD©. It is the product of all the previous steps in the methodology. It is the step where the fruits of the work between Client, and Coach are manifest. It is closure. Both Client, and Coach can feel some satisfaction, and they are justified in doing so. Even if the work takes longer than first anticipated, or if the goals realized do not reach the ideal, there is improvement, and this will rightly be celebrated. Through the process, Client, and Coach has completed assessment, planning, as well as action steps, that improve the life of the Client. Client, and Coach remained committed to the process, and made adjustments to time-frames, and goals as warranted, to keep the process moving. Where does this leave the Client? It should leave the Client in a better state. That we surely must recognize. But does culmination of the process mean an end to striving? An end to the Client’s vision? An end to dreaming? The answer lies just beyond the horizon.
AUTHOR: Brian Kail, MBA, CPC is a certified Career, and Executive Coach. For more information see AscendProCoach.com
PREVIOUS STEPS SUMMARY: The first phase or step in the ASCEND COACHING METHOD, the coach will “Ask Questions”. High level, the coach interviews the client in a specific way. The goal in this step is to understand the client’s vision, current state, time-lines, and expectations. The best way to conduct these client interviews are by using open-ended questions; questions that encourage clients to open up to discuss their dreams, or visions, their expectations, and any concerns. When step one is completed successfully, we will understand the client’s vision, or as we say in IT, the “future state”.
After capturing of the client’s vision, coach and client can move on to the second step in ASCEND COACHING METHOD the “Assessment” phase. This step is an evaluation of the important information the coach has gathered from the client interview in step one. In the “Assessment” step the coach seeks to compare the client’s vision (future state), to the client’s current state to determine how realistic the vision is, and to map out the effort that is needed to deliver the vision. The coach also determines if any limitations will block progress, and if so, if any of those limitations can be removed, or at least reduced. In this step, the client’s time frame needs to be considered, and discussed. Coach, and client need to determine if the time frame is realistic. Deadlines that are unrealistic can lead to frustration for the Client. High level deadlines need to be discussed, and greed upon by client, and coach.
Once the coach, and client have completed the first two steps, they can move forward to the third step in the method, which is “Set Goals”. For those that have studied the coaching discipline, we know that goal setting is core to the coaching practice. Under the ASCEND COACHING METHOD we will see that in addition to an articulation of the client’s needs, and wants, we will also formalize, and set scope to the work to be done. SMART goal setting format is simplified under the ASCEND COACHING METHOD. The simplified format for goal setting under the ASCEND METHOD becomes: 1) specific goals, 2) measurable goals, 3) include a time frame, and 4) be achievable.
When the client’s goals are captured, and agreed on, under the “Assessment” step, we are ready to move forward to step four in the method, “Create a Plan”. Under this step, the coach initially drafts a plan, but ultimately the Client “owns” the plan. A proper ASCEND COACHING plan includes: 1) A re-statement of the client vision, and the client goals. 2) Identifying of all the resources needed to support execution of the plan. 3) Outline of the action steps to be completed during execution of the plan. 4) Estimate of the time needed to complete the execution of the plan. 5) Calling out of any constraints, or block to completing action steps, and suggested approaches to reduce, or remove blocks. Lastly, the completed plan then needs reviewed, and agreed to by both client, and coach.
With the plan created, reviewed, and agreed upon by all important players, coach, and client can move forward to the fifth next step, “Execute the Plan”. “Execute the plan”, simply stated means completing the action steps. It means doing the work. There is an old Roman expression “Divide, and Conquer”. And we have seen that the Coach can aid the client by breaking down plan milestones, or goals into workable action steps. Action steps are binary; either they are completed, or they are not completed. Completed actions should be celebrated! If an action step is not completed, the coach needs to partner with the Client to identify, remove, or at least minimize any block to completing the action step. Techniques exist to help with procrastination, including the “Five-Minute Rule”, or breaking the work down into time spent versus number of action steps. A good coach will seek to support, and motivate the client to complete action steps. Praise, and accountability are key. Very often, despite best intention, and best planning efforts, there is can arise a need to monitor progress, and reassess goals, and time-lines. This then leads to step six in the ASCEND COACHING METHOD, “next steps”.
The core to step six, “next steps” is evaluation of progress, and adjustments to the existing coaching plan, and associated action steps. This step is a tracking, and consideration of the next best steps, as part of progress monitoring, or when execution of the coaching plan varies from what we expected. On the one hand, “Next Steps” is simply a monitoring of progress, and a positive thing. It may not indicate any particular problem – just a maintenance piece in the process. But if significant gaps develop, coach and client need to discuss if a reassessment of goals, or time-frames is needed. Some of the reasons that coach, and client may need to consider a change in coaching scope, or time-frames include: Missed deadlines (this is the most common reason based on my coaching experience), Client motivation, or lack of resources (this can mean money, and or bandwidth). Whatever the underlying cause, if significant gaps start to develop, coach (or client) need to call out the need to reconsider the original goals, action steps, or plan. An experienced coach can work with the client to understand what the gaps are, and employ the best techniques to get work back on track, and adjust the coaching plan if need be. Step six, “Next Steps” in addition to a monitoring of progress, provides a way to reconcile actual work, against planned work as outlined the coaching plan. It supports keeping momentum moving forward to deliver the client’s goals and vision. Under this step, the coach can continue to provide value to the client, and help deliver the client’s vision, and goals that are more realistic, but still inspire the client.
STEP SEVEN – DELIVER GOALS: This final step in the ASCEND COACHING METHOD, "deliver goals" is the fruit of all the previous steps. Ideally, it is the realization of the Client’s vision. Of course, this is the most rewarding step for the Client, but can be rewarding to the coach as well. The coach has invested time, effort, and sometimes patience in working with a client. I can say from first-hand experience to see a Client’s goal realized is a wonderful thing to be part of. Below are some reflections regarding this final step, based on my years of experience as a Career, and Executive Coach.
DELIVERY MAY COME IN STAGES: This is especially true when the client lays out goals that are across many different life areas. A desired relocation to a different part of the country, or world, may be realized at a time-frame different that say attaining an executive position with an international corporation. But a single client can certainly have these two goals as part of their life vision. Another very common example of delivery coming in stages can be found in some common executive coaching goals. For example, “improve my leadership” is a common goal in executive coaching. But this is a dynamic goal, and there is never truly a point at which we want to say “I have improved enough”. This is also a great example of how a good coach can help the client by translating the long-term goal into smaller, realistic steps. Delivery of the goal comes in stages such as: Learn a new management style, take on a board position for a charitable organization, or Be promoted to a senior management position
DELIVERY MAY BE PARTIAL: In the world of career coaching, most of my work involves job searches. In the current economy, this is most often a situation where a client has a job, but there exists a gap for the client. More often than not, the client does not feel fulfilled, or does not have passion for the work, or the company mission. In working with a client on a job search, at some point I usually have the client put down on paper what the requirements are for their next position. This often includes salary, along with other requirements as reported by the client, such as flex hours, or the ability to work remotely. To my I experience I have had clients that obtained their “perfect job”. But it is more often the case that the next job is an improvement, and a very positive change, but may fall short in one or two requirements. Hopefully these are low priority gaps, and the client is still very excited for the new opportunity; and they are. In this example the overall goal of “find a new job” is satisfied, even if it may fall short of the ideal. Strictly speaking, the goal was delivered, but not 100% aligning to the client vision. I still consider this scenario a success, and delivery of a major goal.
GOALS CAN CHANGE: As discussed in an earlier step (step 6) as time goes on, and especially when the client’s life situation changes, the original stated goals may change. Goals might need to be reassessed, and reconsidered if there are changes in resources, unforeseen blocks, or if the motivation of the client changes. This is not a failure, in fact changes are an attempt to overcome a problem. My context under step 7, is that “delivery of goals” may not be the original goals. It may be the revamped goals that were established in an earlier step.
DELIVERY OF GOALS TAKE TIME: In the course of the previous steps, a good coach tries their best to keep expectations, and time-lines realistic. But it can happen that the client goal is delivered later than expected. Sometimes, a lot later. After the client – coach relationship has ended. As a career coach, I have seen client accept their new job before we have finished our first month together! But I have also seen clients continue with their job search after our relationship has ended. One thing (one of many things) a career coach can not control is the specific job market. We also need to recognize that unless the client is miserable, we want the change to be a position one. A marked improvement. It may not be wise to accept the first position that is offered. This is where a good coach can provide some objectivity, and insights. When a position is offered, this is a good time to revisit the original job requirements that I mentioned earlier.
Step seven, “Deliver Goals” is the final step in the ASCEND COACHING METHOD©. It is the product of all the previous steps in the methodology. It is the step where the fruits of the work between Client, and Coach are manifest. It is closure. Both Client, and Coach can feel some satisfaction, and they are justified in doing so. Even if the work takes longer than first anticipated, or if the goals realized do not reach the ideal, there is improvement, and this will rightly be celebrated. Through the process, Client, and Coach has completed assessment, planning, as well as action steps, that improve the life of the Client. Client, and Coach remained committed to the process, and made adjustments to time-frames, and goals as warranted, to keep the process moving. Where does this leave the Client? It should leave the Client in a better state. That we surely must recognize. But does culmination of the process mean an end to striving? An end to the Client’s vision? An end to dreaming? The answer lies just beyond the horizon.
AUTHOR: Brian Kail, MBA, CPC is a certified Career, and Executive Coach. For more information see AscendProCoach.com
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