Coach as Guide American Society for Training & Development

Role Help the person you are coaching clarify and articulate his or her personal vision. And… Identify points of alignment between his or her personal vision and the organization’s vision. Set short-term goals that move him or her closer to their visions. Clarify their role/task.

Vision… Gives a sense of the future Guides decisions Shapes behavior Inspires creativity and energy (creative tension) Constantly evolves

SMART Goals Specific Measurable Achievable Relevant Time-Bound

Values Identify the types of behaviors that will be used to pursue the achievement of goals. Integrity Consideration of others Prioritizing conflicting goals

Prioritizing Goals Consider how achievement of the goal will affect progress toward your vision and… How much influence you have over the likelihood the goal will be accomplished and… How much risk you are comfortable taking.

Prioritizing Goals Low Impact on Vision High Impact on Vision High Ability to Influence Low Ability to Influence Highest Priority Lowest Priority Conservative Aggressive

Prioritizing Goals Those with an aggressive approach should put goals with a high impact on the vision and low ability to influence as their second highest priority goals. Those with a conservative approach should put goals with a low impact on the vision and high ability to influence as their second highest priority goals.

Clarifying Role/Task Identify the scope of the role/task. Define role/task by deliverables/outputs. Clarify the timing of when deliverables are expected. Define the resources available to complete the deliverables (human, financial, physical) Metrics used to measure accomplishments are the clearest definition of the role/task (what gets measured gets done).

Evaluating Progress The process for evaluating a goal can have a tremendous impact on the results of the evaluation. Who will be doing the evaluation? What will they use as metrics? How will they evaluate the metrics? When will the evaluation be conducted?