Your coaching goals

An essential first step in setting up your programme is to establish your coaching goals. Goals anchor the coaching sessions and give you, your coach and the overall programme purpose and direction. Documenting your goals also helps you think more deeply about yourself and your situation and what really matters to you – what do you really want to be different at the end of your programme?

It is also important that coaching has a measurable impact. You, your coach and your organisation want the process to be a purposeful one with, as far as possible, measurable outputs. And so, before you commence your programme, we invite you to:

  • Record your initial goal(s) for coaching with hoped for measures of success for you and for your organisation.
  • Give yourself a 1–10 score against each goal today. In discussion with your coach, you may also be invited to ask your Sponsor for their score if appropriate. You and your coach will revisit this scoring at the end of your programme as one way of measuring progress.
  • Consider four key broader factors (achievement, development, purpose and enjoyment) and how you would score yourself against each today.

Your coach will explore this document with you in your first conversation and use this as a basis for the work you set out to do together. It’s likely this conversation will result in further defining and shaping of your goals. Please send your completed draft goal document to your coach prior to your first session.

To enable TTW to measure the impact of coaching, your coach will record your goals and scores centrally on a TTW-accessed-only database. We do provide themed data and measurement data to our clients where we have sufficient volume. Confidentiality is never compromised, and anonymity is always preserved.

Note, that you may only have one coaching goal, but there is space for up to four below, should you need this.
My goal(s)
MEASURES OF SUCCESS
FOR YOU
MEASURES OF SUCCESS
FOR YOUR ORGANISATION
(Potentially known to my
line manager/sponsor)
I will know I have reached my
goals because I (feel …, think …,
have …, know …, believe …)
The firm will see a benefit from coaching in the
following ways (e.g. I focus more of my time
working strategically which will result in …)
1
2
3
4
Score
Pre-coaching
1–10, with 10 being the
highest/most positive response

Noticing broader factors

Research has shown that for individuals to be high performing they typically feel a sense of achievement about what they do, a sense of enjoyment in their work, they are being stretched and are developing and their work has meaning for them. All these factors are subjective and mean different things to us all.

The nature of coaching means that there are often a series of wider benefits for the coachee (greater self-awareness and sense of agency, for example), all of which can play into your work performance. Before you embark on your coaching programme please reflect and score yourself against the factors below. Your coach will revisit this with you at the end of your coaching programme to see how these might have changed during the course of your work together.

These are gut-feel scores. There is no right or wrong, it’s a way of checking in with how you are feeling about your role through different lenses and can add to the richness of the conversation with your coach.

ACHIEVEMENT
DEVELOPING
PURPOSE
ENJOYMENT
Score
Pre-coaching
1–10, with 10 being the
highest/most positive response
Thank you! Your submission has been received!
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Noa Maxwell
noa@noamaxwell.com
Liat Hughes Joshi
liat@liathughesjoshi.co.uk
David Yau
david.yau@insead.edu
Sara Hope
sara@theconversationspace.com
Simon Cooper
simoncooper@thetallwall.com
Stephenie Girard
stepheniegirard@gmail.com
Kate Adey
kateadey@thetallwall.com
Cat Dunne
cat@ccorgs.com.au
Helen Buckwell
helenbuckwell@thetallwall.com
Jennifer Clamp
jennifer@withaata.com
Gillian McCready
gillian@gemm.org.uk
Ruth Simpson
ruth@animi.org.uk
Laurent Vuibert
laurent@authenticchoices.co
Alice Vuibert
alice@authenticchoices.co
Veronica Azua
va@veronicaazuaconsulting.com
Sandra Heckel-Moehle
sandra@pointbreakexecutivecoaching.com
Claire Lea
clairelea@thetallwall.com
Zara Sloane
zs@zarasloaneconsulting.com
Toni Smerdon
tonismerdon@thetallwall.com
Paul Golding
paulgolding@thetallwall.com
Stephen Miles
stephenmiles@thetallwall.com
Dr. Špela Trefalt
spelatrefalt@thetallwall.com
Shehara Wanigaseker
wanigasekeras@gmail.com
Robin Cartwright
robincartwright@thetallwall.com
Heike Saxer-Taylor
heike@saxer-taylor.com
Rebecca Ford Johnson
rebeccafordjohnson@thetallwall.com
Rachel Smith
rachelsmith@thetallwall.com
Nicole Brigandi
nicole@adaptiveedge.co
Catherine Law
catherinelaw@thetallwall.com
Natasha Chatur
natashachatur@thetallwall.com
Melia Easingwood
info@flowbusinesscoaching.co.uk
Mark Beese
mark@leadershipforlawyers.com
Jane Gaukroger
jane@cultivatingwisdom.org.uk
Jamie Butler
jamiebutler@thetallwall.com
Ian Paterson
ian@coteconsultants.com
Harriet Nelson
harriet@hncoaching.com
Gareth Lee
gnlee@mac.com
Fahrah Gulamhusein
fahrahgulamhusein@thetallwall.com
Emma Menzies
emmamenzies@thetallwall.com
Elaine Pearson
elainepearson@thetallwall.com
Charlotte Jarrett
charlottejarrettbadman@thetallwall.com
Charlotte Gibson
charlottegibson@thetallwall.com
Bryan Sampson
bryan@hawksberry.com
Boaz Safier
boazsafier@thetallwall.com
Delphine Bondu
delphinebondu@thetallwall.com
Avalyn Lim
avalyn@avalynlim.com
Anya Smirnova
anya@anyasmirnova.com
Anat Amit-Eyal
anat.amiteyal@gmail.com
Sarah Chaplin-Lee
sarahchaplinlee@thetallwall.com
Dr Kirsty Reynolds
kirstyreynolds@thetallwall.com
Clare Allen
clareallen@thetallwall.com
Helen Cowan
helencowan@thetallwall.com

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