How to win coaching clients by boxing clever

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The old coaching one-two.

An open question followed by an open request:

What difference has that made?

Tell me more.

A knock-out combination designed to get coaching participants thinking and sharing their thoughts on an issue and not letting them off the hook until they’ve got to the bottom of things.

Challenging stuff!

Great coaching!

This is what your executive clients pay you for.

When it comes to measuring the results of your coaching, therefore, why not use the same approach? Ask your coaching participant what difference your coaching has made for them and don’t let them off the hook until you are both absolutely clear.

Of course, you can throw in a few more open questions and requests to move things along, such as:

What was the impact of that?

Tell me more.

 

How did that affect your team?

Tell me more.

 

How did that affect your line manager?

Tell me more.

 

How did that affect the wider business?

Tell me more.

 

How did that help you achieve your business goals?

Tell me more.

If you agree coaching outcomes aligned to business objectives at the beginning of an engagement, you can focus first on the extent to which the coaching participant has achieved those outcomes and objectives.

And if you involve the coaching participant’s line manager in aligning the coaching outcomes with business objectives, you will get more meaningful outcomes to start off with. You will also then be able to involve the line manager in reviewing progress against outcomes and measuring results at the end.

In this way, both coaching participant and line manager will be clearer on what the coaching participant has achieved as a result of their coaching and these results will have high credibility with them. After all, they will have been responsible for every stage of the measurement process.

In turn, the results will have high credibility with other stakeholders in the coaching, such as the line manager’s line manager, the budget holder who paid for the coaching, the decision maker for who gets coaching and human resources.

Being able to measure the difference your coaching has made provides your coaching participant, the line manager, other stakeholders and the client company as a whole with information they can use in planning and decision making going forward.

In particular, it helps them decide where else they can use your coaching.

This is of huge value for your client company.

It can also be great marketing for you!

‘Can’ being the operative word here.

Measuring the results of your coaching is only a start when it comes to marketing your services, you have to DO something with those results to actually sell further coaching to your client company.

Which brings us to the old marketing one-two:

Report the results of your coaching to all key stakeholders

Ask them where else they can use your coaching

And don’t worry about being a nuisance to busy people. Genuine stakeholders will be pleased to hear how your coaching has made a difference to their business and, having reported this to them, it would be strange not to ask them where else they could use your coaching.

So, don’t forget the old coaching one-two when delivering your coaching, followed up by the old marketing one-two to win further business.

It works!

 

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