When you as a coach ask your interlocutor the contractual questions, it means that you are tuned to the so-called hearing of the result. The professional coach clearly hears when the client says what the result he or she wants to achieve. This moment of concentration on the definition of the desired goal is similar to the moment when the conductor makes the first waving with the wand and the views of the whole orchestra are directed only at it. An internal signal is given, and the hearing, oriented to the result frame, starts the process of transformational communication.
In the person's answer to the contractual question, try to see four main characteristics. If they are present, then a person moves in the right direction - to success. If they are not available, then the coach needs to start asking leading questions to put everything in order. You seem to act as a compass, helping a person not to get off the right track and stick to the general course towards the goal. But you should listen to the contractual question very carefully because it contains questions to you as a coach: "Does my client tell me what he or she really wants, or does the client want something completely different? Does my interlocutor want the result to meet the SMART criteria: concrete, measurable, achievable, realistic and time-determined? The totality of these elements forms the framework of the final result, which will determine the course of your transformational communication. The detailed results framework opens a direct road to the success of your client.
Let us dwell in more detail on four main characteristics of the answer:
1. The statements about what a person expects from coaching communication have a positive color and are of great importance for him. To achieve results, one should focus on one's desire, and not on what he or she does not want.
2. The goal is in the person's control zone, and he or she is able to implement it independently.
3. Does the goal correspond to SMART-criteria: specific, measurable, achievable, realistic and time-determined?
4. The client has a clear idea of the desired outcome of your communication, which will clearly indicate that the goal is achieved, and that time and energy were used with maximum effect. Acquired experience and result should be useful for the client throughout the life and for the relationships with the outside world (that is, eco-friendly).
To achieve the result, the formulation of the client`s goals should be positive. Help the client focus on the key issues that make it possible to clarify the idea of the result, and not vice versa: "What do you want?", "Who do you want to become, what do you want to do, what do you want to achieve?", "What are your intentions? "," What are your most cherished dreams? ". The visualized result draws in the human mind an attractive picture that inspires him and evokes positive emotions.
Example 1. Imagine that a person wants to become more creative, more talented, have more opportunities and alternative ways. The coach's task is to help create a visual picture of the dream and to clarify what exactly will inspire the person and promote the development in each direction.
Example 2. Imagine that the client says: "I want to feel more secure, confident, have willpower, more personal space, freedom, sincerity." Notice, in this case, a person realizes his or her problem as a lack of security, self-control, addiction, guilt, and shame. A person focuses on moving away from his or her experience as far as possible, and does not think about what he or she really wants, but about what he or she wants to get rid of.
Check if the result is in the client's personal control zone. The most suitable question here is: "Can you control your own goals by your actions?" For example, if a person wants his (her) second half to quit (a), the result is out of the zone of his (her) personal control. Also, a person will not be able to control the results associated with a guaranteed promotion, because both internal vision, subjective actions and objective circumstances will be involved here.
There is an effective way to create awareness that "is in your control zone."
We call it the method of two lists:
Ask the customer to divide a blank piece of paper into two parts. Call one part "In the zone of my control" and the other part "Outside of my control zone". Then, conduct a brainstorming session with your client and ask open-ended questions to help a person make a long-term plan and mentally go through all the stages of the plan until it is fully implemented.
List in these two columns all the information that is in the control zone of a person and what is not. Now your client has two lists.
In the next step, try to understand how you can move the items listed in the column "Out of my control zone" to the column "In my control zone". This may require a detailed study of the controlled steps to implement the key directions of the plan so that the person is ready to expand the "control zone". These include actions within the framework of the project, a system of values, aspirations, perceptions, internal strategies and abilities.
How can I continue to work with compiled lists? You can ask a person to imagine that he or she is at the final point of the project, and visualize ways to move certain items of the "uncontrolled" list to the list of controlled ones. This allows your client to see and feel the situation of achieving future results. In addition, such visualization will give an idea of the qualities, attitudes, emotional states, aspirations, the value system at the microlevels - all in the context of targeting the ultimate goal.