No Experience with Coaching? No Problem!
Here, we provide you with some guidance for your first meeting with your potential coach.
Scheduling
It's best to contact your coach via their preferred way of getting in touch (usually an online planning tool or email) and arrange a meeting to get acquainted (the “chemistry meeting”). This can be done in person, by phone, or any video conferencing software. The latter is the most likely option, but the coach profile will indicate the options the coach can offer. The coach will accommodate your preferences but might also have suggestions on what works best. If you're unsure about the technical aspects, the coach can assist you.
Please plan for a 60-minute initial conversation. It might be quicker; it might also take longer, so it's best not to schedule anything for another 60 minutes afterwards. Even if you finish early, you might need some time to reflect on the topics discussed.
The first conversation – The chemistry call
In the first conversation of approx. 30 minutes, the coach might give a very brief introduction to their understanding of coaching. But the focus usually is on you: The coach will try to understand your organization and your role within it, especially the dilemma you are faced with.
If you have multiple issues, they might ask you to prioritize them. Possible topics include:
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Nonperformance of a direct report.
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Problems with your direct manager, based on your subjective assessment.
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Conflicts with team members that disrupt collaboration and productivity.
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Balancing the expectations of different stakeholders, such as upper management and your team.
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Navigating cultural differences within a diverse team.
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Managing resistance to change initiatives within your team.
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Struggling to assert authority and gain respect in a new leadership role.
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Dealing with ethical dilemmas that challenge your personal and professional values.
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Handling the stress and pressure of high-stakes projects or decision-making responsibilities.
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Addressing feedback from performance reviews that highlight areas for significant improvement.
These are just examples. The topic can evolve during the process. Trust that the coaches know what’s important in terms of the process, allowing you to focus entirely on the content.
It is important to have one or more topics you want to discuss with the coach. Coaches will not tell you what to discuss. You are basically going to “think together”. During the sessions, it is very likely that they reflect back on what they’ve understood or provide a perspective on how they experience your situation.
The first conversation went great. Do I need another one? Yes!
Make sure to speak with three people. Experience shows that the full picture only emerges after this. You might think you know who you want to work with after the first conversation, but after the third, your initial preference might change. If a conversation wasn’t satisfactory, it’s still valuable information. Don’t be discouraged if it was the first one.
You should be able to take away a new perspective from each conversation. At the very least, you will have spent approximately up to three hours discussing your professional situation with external professionals who share common ground with you. If none of the conversations were helpful, or you don’t know which topics to bring, coaching might not be a priority for you at the moment, and we encourage you to reconsider doing it at that point.
I can't decide. What now?
This happens often and speaks well of our coaches, as you see multiple coaches as good sparring partners. We recommend taking a day or two to reflect after the last conversation. Then, trust your gut feeling. Remember, you can’t make a wrong decision.
The decision is made
Please inform your coach in due time that you want to work with him or her. Also, please inform the other two coaches that you have found someone else to work with. The coach you want to work with might decline working with you for various reasons. The reasons might be manifold. Feel free to discuss them with your coach in such a case.​
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