As specialists in workplace coaching we encounter different types of clients or coaches.

  • Some are the most willing. They understand and respect the coaching process and therefore are the easiest to work with and see results.
  • Others are more unsure of the coaching process, but eager to make a change in their life be it professional or personal.
  • And then there are the coachees that may not necessarily be your client and may have been forced into coaching.

It is possible that your client represents an organisation: often in the form of a business manager or HR manager, they have contracted you to work with one of their employees. This employee is now your poorly performing coachee in need of remedial coaching. They are not going to be the willing participant you would want as a seasoned coach. What to do?

Here are three tips to help you with the process and achieve a successful coaching result:

1. Understand coachee motivation

It is important to remember the difference between a willing coachee and a forced coachee. A willing participant sees the coaching process as a valuable asset in achieving success. If they were offered coaching in a professional environment, they may even see it as a reward for the hard work they have put into the company. The coachee in crisis (a forced coachee) may see the coaching process as a performance management technique to remedy poor performance – hence the term remedial coaching.

You must work harder with the forced client to find their motivation. Once you find the motivation, you will find the key to unlock the reluctant coachee and achieve results.

2. Clear contracting

If your contract is with an organisation and not the coachee, it is imperative to have a clearly defined contract. The contract must outline what the company hopes to achieve and how they will measure this achievement. It is best to use qualitative measures; you want to know exactly what they see as success. You want to focus on the concrete, specific goals as opposed to broad-stroke ideas.

Contracting with the coachee is equally important and you may need to reconcile any differences between contracts.

If you need help or support with reconciling these differences, supervision from a Sheridan Resolutions coach can help.

3. Working with a forced coachee

Your coachee may have only agreed to coaching out of fear of retribution. Not wanting to lose their job or face serious disciplinary action, they have agreed to meet with a coach. That’s you. Now you have the task of working with this forced client and helping them move into a positive space.

Here are some tips on how to get the coachee where he/she needs to be.

  • Build trust and rapport from first contact
  • Introduce coaching and its fundamentals
  • Listen – learn about professional and home lives
  • Focus on the strengths

These may sound like basics, but it is amazing how quickly we forget some of the basics when we are used to working with willing clients. It is forced coachee or client that requires us to go back to basics and ensure we have fresh start.

For more information, find out how Sheridan Resolutions can help with supervision or please contact us.