How Effective Goal Setting with Your Coach Can Help You Reach Your Next Level
Stay tuned: Real-world examples of coaching goals at the end of the blog!
Smart goal setting is one of the best ways to make a meaningful change in your leadership development.
For many people, the executive coaching process begins with a statement like:
I think I want this, but I’m not sure.
I know I want this, but I’m not sure how to achieve it.
I’ve been working toward this, but I’m stuck.
I don’t know what I want - but I know I don’t want this.
This uncertainty is why most business coaches use discovery calls and the initial session(s) to help their clients set clear goals. After all, we can’t start moving forward until we know where we’re going.
Some people have short-term, immediate goals. They want help getting ready for a presentation or preparing for an interview.
Others have ongoing, long-term goals. They want to transition into a new role or strategically manage their workload.
Regardless of the exact nature of a person’s objective, the goal setting process is almost always the same. It follows these five steps:
Determine Where You Are in the Goal Setting Process
Before you can begin creating concrete objectives, you first need to figure out exactly where you are in the goal setting process.
Are you still trying to figure out what your goal actually is? Do you have a specific area you want to improve upon, but aren’t sure how to take the right actions toward it? Do you have a general goal or new idea in mind, but want to see things from a different perspective before moving forward?
The answers to these questions will determine the first step in your coaching process.
To help you set the right goals, your coach may ask you the following questions:
“How would you describe your goal right now?”
“How will you know when you’ve accomplished this goal?”
“In five years, what achievements will you be most proud of?”
“What will tell you that you’re getting closer to achieving your goal?”
“What will tell you that you’re moving in the wrong direction?”
These are great questions and the honest conversations that come from them will allow you and your coach to hone in on specific goals you want to achieve.
Decide What Type of Goal You Want to Achieve
Most people know about the SMART method of setting goals:
S - Specific
M - Measurable
A - Actionable
R - Realistic
T - Time-bound
SMART goals are great when properly employed. They keep you focused and improve the odds of you achieving your objective.
However, SMART goals aren’t always the right choice. In some cases, it may be better to create what Brendon Burchard describes as DUMB goals.
D - Dream-driven
U - Uplifting
M - Method-friendly
B - Behavior-based
DUMB goals exist to fire you up, to make you feel alive. They promote big, lofty ambitions.
To help you decide whether to focus on a DUMB or SMART goal, your coach may ask questions like:
“Do you need more fire in your belly? Or more practical support?”
“Do you know how to achieve your goal?”
“If you knew you couldn’t fail, what would you do?”
“What’s the biggest goal you can think of right now? What would it look like it you 10X that? What does that feel like?”
Your executive coach may recommend emphasizing both DUMB and SMART goals, tapping into each as needed. They might even suggest working on a series of SMART goals to help you achieve your DUMB goal.
Once you decide on the type of goal you want to accomplish, your coach will then help you build out an action plan.
Figure Out Why You Want to Achieve Your Goal
“Working hard for something we do not care about is called stress, working hard for something we love is called passion.” - Simon Sinek, Start with Why
Without proper motivation, working toward your goal will be extremely difficult. You might get there in the end, but your journey will be much harder than it needed to be.
That’s why the next step of the goal setting process is figuring out why you need to achieve your goal.
Some individuals want to accomplish their objective to secure a better life for their family. Others work toward a goal because they believe it will help them fulfill their calling in life.
To help you figure out your motivation, your coach will ask insightful questions like:
“What makes this goal important to you right now?”
“Whose voice is telling you to do this?”
There are no wrong answers to these questions - as long as they’re your answers, and not someone else’s.
Ensure You Have a Support System in Place
“Surround yourself with only people who are going to lift you higher.” - Oprah Winfrey
Whether you’re a business owner learning a new skill or an executive breaking old habits, the journey will be much easier if you have the right people in place.
Your coach will be your number one advocate. They’ll serve as an objective sounding board and provide you with unbiased feedback on your progress.
Your team can also include:
Friends
Family members
Mentors, and
Work colleagues
When things get tough and you start to wobble a little, your support network will pick you up and help you get back on track.
If you need help deciding who to add to your support group, discuss it with your coach. They will provide you with tips and insights on how to build an effective network.
Get in the Right Headspace to Achieve Your Goal
If you don’t believe in yourself, it doesn’t matter how strong your support system is. You’ll have a hard time achieving your overall goal.
Working toward an objective with a negative attitude or negative self-talk is like trying to win a car race with your foot on the brake. It just won’t work.
So, before you set out on your personal development journey, you’ll need to get yourself into the right headspace. To help you get there, your coach will ask questions like:
“What are the top five accomplishments of your last five years?”
“What are your areas of strength or things that come naturally to you?”
“How will your strengths help you achieve your goal?”
Your coach will also help you move past your fear of failure. They will show you that failure is an essential part of growth. They will teak you that no matter how many times you fall short, you’ll always be able to get back up. That’s the mark of a truly successful person.
Executive Coaching: Beyond the Goal Setting Stage
Once you’ve finished working with your coach to set clear, measurable goals and build an action plan, it’s time to begin moving toward your objective.
Your coach will play a vital role in this process.
Throughout your coaching sessions, they will track your progress. If they believe you’re not putting in your best efforts, they will hold you accountable.
When you run into difficulties, your coach will help you run through your options. They’ll serve as a sounding board and ask pointed questions designed to help you find the right solution for you.
Perhaps most importantly however, your coach will be your biggest supporter. They’ll be there to celebrate all your wins, both big and small, as you work toward achieving your overall goal.
Examples of Goal Setting for Coaching:
Example 1
A client, “Alejandro,” was selected for a second-round interview for a senior leadership position at a Fortune 100 company. He wanted to nail it, but he only had a week to prepare. He had two short-term goals:
To find a way to discover and convey his main strengths
To improve his confidence in his interviewing skills
Over the course of two sessions, we brainstormed ideas and talked through the main points he wanted to touch on. I also prepped some practice questions, and we had a dry-run interview.
Example 2
A client, “Sean,” had just been promoted into a leadership position. He was a talented individual and an expert in his field, but he had a very direct communication style that he knew would be a detriment to his success as a manager.
His end goal was simple. He wanted to learn to communicate in a more effective, less intense way.
He explained the root cause of his communication issues - and I taught him some techniques he could use to convey information in a more accessible manner.
Example 3
A client, “Erin,” was transitioning into a new role as Chief of Staff. Her company was undergoing a series of international mergers and acquisitions. She was spearheading numerous company-wide integration initiatives, some of which required her to gain knowledge of various cultures. In addition, she was helping her CEO break some old habits necessary for the organization’s next phase to be successful.
She had two main goals she wanted to achieve through her coaching sessions:
To smoothly transition into her new role and help her company succeed
To build a positive working relationship with her CEO
Over the course of several coaching sessions, we discussed some frameworks she could use to connect with her CEO, effectively manage her workload, and build a learning plan.
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About The Author
Emily Sander is an ICF-certified leadership coach with more than 15 years of experience in the business world and the author of Hacking Executive Leadership. She’s been featured in several print publications, online articles, and podcasts, including CEO Today Magazine, Leading to Fulfillment, and Leadership Powered by Common Sense.
Emily has a passion for helping business leaders reach their full potential. Go here to read her story from seasoned executive to knowledgeable coach. If you want to send Emily a quick message, then visit her contact page here.