ECCP PODCAST 2

S2 00:03 Well, hello and welcome back to your Executive Coach Certification Program. It's Lisa Wandl here with you again, and we have the fabulous support also of Vashti Whitfield on the call with us as well. So you're about half way through your Executive Coach Certification Program now. And I’m sure there has been probably a mixture of ups and downs that you've experienced through the journey. Hopefully, you have seen many of the benefits of employing your coaching skills, of taking a coaching mindset, and shifting the dynamics in all of the conversations that you're having. There's also the possibility that times you're feeling a little bit unclear. Maybe a little bit clunky. Possibly a little bit overwhelmed because we did give you a lot in those first three days. Please know wherever you are in any or all of those experiences is absolutely fine. What it tells me and tells, hopefully, yourself is that you’re absolutely on your learning journey. You might remember that you were introduced to the learning journey model in the first few days. And there's so many times when you feeling quite consciously competent and getting some great outcomes, and at other times maybe feeling a bit consciously incompetent too. But all of them are great signs. So, here we are. It's the second of our four podcasts. And I do want to remind you that these podcasts are an absolutely critical piece of your coaching development and of the program itself. So the hours that these podcasts represent count towards your overall credential as well.

S2 01:42 So I do want to let you know what to expect from today's podcast. And our focus will be continued from the first podcast, where the overall view that we're looking at is around a formal coaching structure. A formal coaching relationship that you might have either as an external executive coach, where you're working with a client over a 9 to 12 month period. Or it might be as a leader where you've decided to employ a goal setting approach, a formal approach, with maybe your team members for the coming 12 months, the coming appraisal period. Something I do want to remind you of, if you're using these internally, or potentially externally, please take from these structures what works for you. You might like to use everything or there might be elements that you can see that you could weave to really be effective in whatever your goal might be. So the focus today of that formal coaching structure is around the goal-setting session. You may remember from podcast one we kicked off the goal-setting session, looking at a great deal of structure there. Today's podcast will give you the rest of that structure. So what you can expect today is to come away feeling fully equipped to run that all-important pivotal goal-setting session: session one of a formal coaching relationship. So what I would like to do, is hand over to Vashti now. She's going to take you through a bit more set-up, a little bit of the logistics and housekeeping, to really get you settled into this process. So thanks, Vashti.

S3 03:24 And a big, warm welcome back to everybody. I'm very excited to be here and very excited to think about just where you all are on your own coaching journey. But before we get into the bulk of today's session, I just want to manage a little bit of housekeeping. The first thing I want to cover off is to ensure that you have in front of

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you your podcast worksheet that we would have sent out to you previously. It's absolutely you have this as your support structure for really grabbing the listening, the insights, and the key learning points and being able to put them all down right in front of you and collect them all. So please, if you haven't done so already, pull out your podcast worksheet. The other thing I want to just clarify, today we are absolutely passionately committed to giving you all you need to do to go away and run your first goal-setting session. To establish a phenomenal trust and agreement with your potential coachee and to be able to move forward. But before we go into that, I want to highlight that everything that Coaching Australia does is completely aligned with the International Coaching Federation. So sitting behind that, we want to consider the code of ethics and the fundamental background learning that we need to think about. So the competencies that we're going to be working with today are establishing the coaching agreement, planning and goal setting, and designing actions. Just to ensure that you're clear that every different skill set that you'll learn today is underpinned in grounding in something that is completely aligned with the International Coaching Federation. So I'm hoping that you've got your worksheets, you're clear about what our intention is, and now it's just important that you get clear about what your attention is today. So put aside everything else and give your 100% focus as Lisa and I start to deliver what you'll need to run the rest of your first session. So back to you, Lisa.

S2 05:21 Great. Thanks, Vashti. I appreciate that set-up. So hopefully, we're all very focused and settled in for our podcast for today. All right, so what I do want you to do is to think back to our first podcast. And you may remember I requested you to do a drawing, a horizontal line, that represented your formal coaching relationship. I asked you to put 12 dots across that line. And the first dot on the left-hand side I asked you to note and circle as the goal-setting session. And you may remember session 2 to 11, or dot 2 to 11, I asked you to bracket in some way, or circle, and bring those together, and they're what we call our momentum sessions throughout this overall program structure. And then the last circle at the end on the right-hand side of your horizontal line was actually the wrap session. So to make sure we all know where we're at, we're at the very first dot on the first session of that program structure. And just, I guess, to visually look at it another way, if I can ask you to turn to page 64. I just remind you again of what the resources are in your manual. So on page 64, there you'll see it's titled Overall Program. About half way through, it just gives you a visual there, the high level structure: session one, Goal Setting; two to eleven, Momentum; and session twelve, Wrap. Okay. So as I mentioned, we're going to be continuing from the first podcast to continue this goal-setting session. And I'm now going to get you to change your page to page 68. And we're looking here at the goal-setting session overview. Again, if I can get you to go about half-way down, and you'll see the bold print there. It says One: Coaching Compatibility Mating. Now this is what we put a lot of focus in the first podcast. Section two in there is the goal-setting process, which is all part of this one session. And we actually had a practice of that, or you would have had a practice of that on the third day of our face-to-face.

S2 07:32 So these are the two things that we have really covered and hopefully got you relatively comfortable with already. And today, if you look at page 69, this is where

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we're at. We're looking at the commitment section of a goal-setting session. So, again, if you can see that dot points there, the things that are involved in a commitment section of the goal-setting session. To determine the ongoing relationship we need to be sure, before we go any further, that actually this is something that the coachee would like to proceed with. Maybe, it didn't actually align to their expectations. Maybe they thought you were more a mentor. There could be all sorts of reasons. Maybe there's not chemistry. So, we just want to make sure, before we go any further, determine the ongoing relationship. Yes or no. Then if it's appropriate, we're going to help them break their goal down into a plan for goal achievement over the next agreed period. We tend to suggest a 9 to 12-month approach. Once they have those big steps, that plan, we're also going to help them set initial actions to get them underway, and then wrap up the session. So very much our focus for today's session. All around this part three: commitment.

S2 08:58 So just to bring it in and have it all play out for you as you piece together day three, you might remember when you did your goal setting with your coachee on day three, you just went straight from goal-setting, straight into planning, and straight into action. So we didn't actually cover this, "Do you want to go ahead?" We just made the presumption that the person would. So this is obviously something that we're going to put in here in the reality of the real world. On that point, something that I think is really important is when you are setting the scene for a goal-setting session, I would often say to people-- I'd explain how the goal setting session is going to run. And I'd say, "Once we've done the goal setting process, I'm going to check in with you and see if you feel like it's something you might like to continue with. If you do, then we'll go on and help you get into action around that. And really don't feel any pressure to continue if it doesn't feel right. I'm not attached. It really is, I'd like you to sit back, enjoy the process, and then we'll just check in a bit later if it's something you'd like to proceed with." Okay. So what I might do at this point in time is just also take a little bit of a pause here as well, in that part of this commitment can be that people think, "Well, I'm not sure how much this is going to cost." So my suggestion - and we're just going to speak about this very briefly at the moment - because fees are going to be covered in much more depth when you're back in your face-to-face environment. But I would just suggest regarding fees, that you have had a discussion with the coachee or the potential coachee about fees before you get together, so they've got a rough idea of what you charge, what the commitment might be. Likewise, if it's been organised through an organisation, that there's already been agreement there as well. Because that can become part of a discussion within the session. And I would just suggest, from experience, better off to have that beforehand. Okay. So we might just-- I might just work with you, Vashti, if that's okay. Let's maybe just let people know how this particular piece might sound about determining the ongoing relationship. Are you okay if I work with you here, Vashti?

S3 11:21 Absolutely.

S2 11:23 Okay. All right. So Vashti, we've worked through that process. Thank you so much. You've been really open, and very insightful, and very reflective. And I really love your goal of ready to launch into your new leadership role [laughter]. Knew I'd get there.

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S3 11:40 I'm glad we've got there [laughter].

S2 11:43 Let me get there [laughter]. So now, from what you've experienced of coaching and, I guess, got a bit of a sense of me as a coach, what's your thinking? Is it something you feel like you might like to continue with at this point?

S3 11:55 I know that I have this overdrive to kind of want to go off and do it by myself. But I'm realising that I keep ending up in the same point. So I'd really like to go ahead with you, working with you as my coach. I just kind of want to know how to make it all happen now. So I'm kind of impatient. So I'd really like to go ahead.

S2 12:14 Okay [laughter]. Well I do admire the fact that you've-- that again even just that insight of yourself, the fact that you know you can see the benefit of actually partnering with someone else and it making a difference for you. So, great. So, I'm really looking forward to it. We've got quite a journey ahead of us the coming 12 months. And what I'd like to do now, I've got this fabulous vision of what you'd like to achieve in the 12 months. What you will achieve in the 12 months. So what I want us to do is really start to get into action now. The way I'd like to go about that is take a step back from this big picture and think about what is going to be the plan that's going to get you there. What are the big steps that you're going to need to move through? And then on top of that, I'd also like for us to think about more specifically, what are the smaller actions that you might be able to commit to, or that you will be able to commit to, between now and our next session in two weeks' time, as well. So, does that sound okay as a way forward for you?

S3 13:15 Yeah. No, I'm really excited, because I was feeling a bit anxious about walking away just with goals, but no how-to. So, I'm excited that we're going to do that as well in this first session.

S2 13:25 Yeah, yeah. I know it's nice to get to the practicality and I think it feels a bit more anchoring as well, doesn't it? Okay, so also part of that process, what I'm going to do is introduce you to your coaching workbook. And at the end, if it's okay, we'll also just get the contracts sorted out that we'll have in place there as well. Does that all sound okay for you as well?

S3 13:44 Yeah, that sounds great. And we can just discuss - because my company's going to be paying for it - how that's going to work as well.

S2 13:51 Sure, absolutely. We can cover that as well. Okay. So what I'll do, I'll head to your workbook here and you can see there that you've got a session one worksheet. And what I'll ask you to do, if you look at the top of your session one worksheet there, there's room for you to record your goals. So if you can actually write that down, the goal that you've got there ready to launch into a new leadership role and we--

S3 14:17 Yeah. I've got that down.

S2 14:17 And we will keep that goal obviously is a focus and we'll keep putting that on our future worksheets as well. So you'll also see in your session one notes there, there is room for actions. That's numbered through there. And as we create actions after today's session, I'm going to get you to write them down. And also I will write down

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exactly what you write - I've got a worksheet looks very, very similar - and I will basically end up with a mirror image of what you've committed to there.

S3 14:46 But it's me that has to go out and do them [laughter].

S2 14:50 So, yes. Yeah, that's going to be accountability side.

S3 14:52 Okay, I like that. I like that very much.

S2 14:55 Yeah, look you know what, when I had a coach a number of times I'd do things the night before I would be with my coach because I'd committed to someone else, so I think there really something in having that accountability and having things written down.

S3 15:08 Absolutely.

S2 15:09 But if you look down at the bottom of your worksheet there too, you'll also see there's room for insights. And what we'll be doing is, when and if insights come up through sessions, I'm going to ask you to record them on there as well. To me, they're the really juicy parts of the coaching conversation. They're the key learnings. Very personal to you. This is what works for me. For instance, delegation really develops the people below me and gives me time for true leadership, for instance, might warrant an insight. And you've got that there forever to reflect on.

S3 15:44 So Lisa, can I just-- Lisa, sorry, can I just take that? Because of just really jumping into this coaching series that I'm excited about, can I just write down in insights right now is, “ask for support”, because I really got that just listening to you. And trying to do this kind of thing all by myself usually doesn't serve me. So do you mind if I'm just writing that down. So my first session, I've already got insights.

S2 16:09 Okay [laughter]. So can I ask you, Vashti, you've got that insight of “ask for support”. What's it going to give you when you ask for support?

S3 16:17 That I don't have to make everything and take on everything myself. I can actually delegate. I can ask for support. I can get a coach. I can get an assistant instead of trying to absolutely everything myself.

S2 16:30 Okay. So I'm hearing something about sharing the load a bit.

S3 16:33 Yes. But predominantly, to be honest with you, it's about asking for support. There's something more in there. The sharing the load is key, but it's about I don't ask for help ever. So it's more for me, the more kind of bit that's resonating is about, "just ask" because it doesn't help out a specific place. Yeah.

S2 16:52 Be okay to ask for support. Okay. Great.

S3 16:54 Yeah. That's great. I'm just writing that down.

S2 16:57 Good. Okay. And as you flip through your workbook from there, you'll see that the subsequent worksheets are almost identical to what you have there in front of you. You'll see from session 2 to 11, there's the same worksheet over again. And there's that rhythm of setting actions and gathering insights along the way. So are there any

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questions you've got just about your worksheet and the workbook you have in front of you at this point in time?

S3 17:23 No, I don't think so. I just need to have my-- so I need to bring that with me every session or to our Skype sessions? Is that where I collect everything? Is that my responsibility?

S2 17:33 Yeah. Yes. Yeah, absolutely. So if you can bring it to every session. I'd suggest you also keep it somewhere where it will trigger you to, as you said, remember to get into action as well. So it's really-- it will be the core resource for you throughout the whole coaching relationship.

S3 17:51 Okay. Great. No, I don't think I have any questions at all. It's really, really clear. I'm just impatient to get on with to how I'm going to make that happen.

S2 18:00 Okay [laughter]. Okay. All right. So we're just going to pause at that point in time. So but just a little roleplay, a little demonstration there. So you can all get a sense of how that might just roll out. It really is just about checking in with the coachee. Do they want to proceed? And if so, really helping them logistically think about what they're going to be doing. But also setting the scene with them about where to from here. So not only use your workbook, but with also the plan, and also we're going to start setting some actions, which you could hear that she was very excited to get into. So, Vashti, I might head over to you at this point, just to give a little bit of your wisdom about the planning and actions and getting around set in that mind space as well.

S3 18:44 And so, one of the things that we touched on over the three days is the absolute capacity of the coach to communicate very, very clearly. So, it's essential that - because your coachee is going to be excited about moving forward, is going to be thinking about their goals, is going to be wanting to get into action - that as a coach you consistently set the scene for them. And so whilst the coachee is excited and committed and we've started to enter into that competency, establishing the coaching agreement, we also want to very clearly and firmly bring them back into where they are in terms of their own coaching journey. So, not only have they clarified a vision of where they want to be, they've clarified this really powerful and empowering goal. But what's absolutely critical now is to make sure that they come back to that place of looking at how to break down that goal into manageable bite-sized steps and stages before we start to look into actually how to get that in action. So just remembering that whilst it was a lot of information over the three days, we broke down the planning and goal-setting into very specific stages: establishing the vision, creating the goal, breaking it down into very specific steps and stages, which is you as the coach, it's your responsibility to manage. It's not something necessarily that the coachee has to write down or even keep a track of. That's going to be you that's going to be managing that. So bringing the coachee back to where they are and begin that planning stage, breaking it down into key steps, and then bringing it back very much to the now, to the current reality of where they are in terms of the beginning step of their plan and what getting to action really means.

S3 20:34 And at this point, I didn't mention at the beginning, but what I would like to bring attention to is every single podcast, you'll notice that in the background we're

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working with one of Lisa's and Coaching Australia's fantastic coaching models that really supports you communicating, as I was talking about, as a very, very powerful coach. So today in the background, we're going to be working with a PACT model to really support your coachee moving into defining what, in their current reality, what can they do in terms of actions to take away from this session between now and the next session to get into action and bring their goal really to life. So just a little reminder and gentle push towards the PACT model which you're going to see modeled between Lisa and I later on, which is in section six of your manuals, page 101 to 107, which you don't necessarily need to turn to now, but just have reference to is really important. So Lisa, is there anything you'd like to add to that before we actually move on to what else they need to really embrace being able to run this first goal-setting session?

S2 21:41 Yes, thanks, Vashti. Look, I think probably if we can get everyone just to get clear about the tools they'd be using at this point in time. So if everyone can turn to page 72 and 73 in your manual. And you'll see that page 72 is the Coach Session 1 notes: Plan and Action. This is very much the piece that we're covering now while we're in the commitment stage of the goal-setting session. Just to connect you back, if you just flip to the page before, hopefully, you'll see this fairly familiar worksheet there which is the first two pages of the Coach's goal-setting notes. So that's what we've used through podcast one was Page 70 and 71. And now we're looking at, and especially, we're talking about getting into action. And this is where we've got our notes and also the Coachee's notes there on Page 73. So we can be referencing that throughout as well.

S3 22:40 And Lisa, if I could just pick up from there. What I'd like to do is not go into too much detail right now, but talk about it a little bit more. What you'll notice is different on the Coachee's worksheet on Page 73 is it actually has a request to complete an action, which says "Complete the Foundational Questionnaire." And so this is a specific action that we are going to model shortly that we actually invite the coachee to go away and do. And shortly, I'll just expand a bit more on the benefits of this questionnaire. Handing back to you now, Lisa.

S2 23:13 Great. Thanks, Vashti. All right, so we're not going to go through and model the whole planning stage because that's something that was actually already demonstrated on Day Three for you. But what we do want to do is take a little bit more of a dive into a really important aspect of this goal-setting session around setting actions. And that's a specific request that we suggest that you as a coach takes into the coaching session. So whilst most of the actions through our coaching programme will be designed by a coachee. you'll notice that this goal-setting session is a little bit more directive in a number of elements, and this is one particular area. Vashti's already alluded to the fact that we've pre-printed a request to complete a foundational questionnaire. And another aspect is that I would always suggest that a coach is a bit more directive in saying we would really like the coachee to create some actions that illuminate where is the coachee starting from in regard to this goal that they've set for the coming twelve months. So I'm going to do a little demonstration here with Vashti just to hear how that might sound. So Vashti, are you all right to go if we click into that?

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S3 24:32 I am ready to rock. I'm very excited.

S2 24:35 Okay . So Vashti, you've got this great goal, “ Ready to launch into leadership” . And we've worked really well together to get a great plan for the coming twelve months, so some big steps for you to move through. So how are you feeling about those bigger steps there that are in place?

S3 24:52 Excited, slightly overwhelmed, but excited. It's just I can see it all now.

S2 24:58 Okay, so a kind of dangerous but exciting sort of space that you just step off the precipice into something fabulous ahead. Okay, so you had that very first step in your plan and I know we gave you a little bit of suggestions around that as well,

but to really understand where you're starting from is such a critical part of any coaching journey and of this development to get really clear, get really anchored in where you are in respect to this goal. So, what I'd like to do is just to work with you to start to maybe get some actions that will help give you clarity about where you are now, in regard to this fabulous goal of “ Ready to launch into your next leadership role” . So can I ask you, what's an action that you think might give you clarity about your starting point, about where you are around this goal?

S3 25:57 Well, it's interesting because having had this session with you, usually what I would do is go,"What do I need to do?" I would have this incredibly bulletproof list of these are the steps I need to do. But just having little insights like asking for help more and my inability to do that. I actually feel like I need some kind of stock-take or-- I'm very visual. I almost want to take a snapshot of where I'm at, instead of just everything across my professional conduct and the way I operate. Because to me leadership has got many different aspects to it. So I don't know, I wouldn't mind a bit of support from you or suggestion. But I'd like to get the most clarity about how I'm operating at the moment in the workplace and kind of out of the workplace, if that makes sense. That's what I'd really like to do.

S2 26:49 Okay. Okay. So I'm hearing kind of an wholistic view from you there that you'd like to get in the snapshot for how I'm operating professionally and then also outside. So whats an action do you think would work for you, Vashti, that would give you more insight into how you are currently operating? What would it take for you to get that clarity?

S3 27:12 Well, not that I don't like to set myself up for failure, but I'm seeing three different things I'd like to do. The first thing I'd like to do is just to spend some time looking at how I see myself as a leader in my role currently. Just do a general kind of assessment of that.

S2 27:31 How I see myself as a leader. I'm just recording that as well.

S3 27:35 Yeah. So am I writing this down?

S2 27:37 Yeah, I'll get you to write that down. How I see myself as a leader.

S3 27:41 So how I see myself as a leader currently. And the second thing I'd like to do is I'd actually really like some feedback from the people around me. Because this issue - I'm

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realizing and not asking for help - must be as challenging as it is to me for others, who can see me doing things not very efficiently or effectively. So I would actually like to ask for some feedback from probably maybe, I guess sort of six to eight colleagues and professional acquaintances that I work with.

S2 28:14 Great. So gather feedback from six to eight colleagues or professional acquaintances.

S3 28:20 Yeah, I'm just going to send out and email. So I'm going to say email eight colleagues with five specific questions.

S2 28:31 Very good. Very specific. This I'm loving. And let me just say, Vashti, even just in that 5 last sentence, I find it very inspiring, because you sort of stumbled over the word five to start with. You were going to go to five colleagues, and then you stretched yourself to six or eight, and then you went to eight. I love it. So just want to acknowledge--

S3 28:48 Yeah. Well, I just kind of figured people will try and be nice [laughter].

S2 28:52 Okay, So you want the whole snapshot. Very good. So emailing feedback-- so when you say feedback, to be really specific, what kind of feedback are you asking? What are you asking them to feedback around or on?

S3 29:06 Well, like your acknowledgment just then, which I interrupted for stretching myself, I want specific feedback around what I do really well as a leader. What's inspiring about me as a leader, for want of a better description, and what is it that I could be more open to or do more of to be a more effective, efficient, inspiring leader.

S2 29:31 Very good. Okay. I like the balance in there too. I think it's really important that you are acknowledging the strengths and can be leveraging them as well.

S3 29:41 Yeah, yeah. And look, I'm really open to feedback. I love feedback. I just may be so busy that I don't ask for it. So it will be exciting, whatever it is. And then the third one-- what was the first? So the first was that and the second was about emailing eight people. Oh yeah, and the third was -- you use the word wholistic. But I'm a real believer that all aspects of your life need to have balance to be really effective. And there's something about just looking at how I can be more effective as a leader in my own life. So getting a sense of where that's at. So maybe like the snapshot, the first action. Where am I at in terms of my own professional leadership? It's just like what's working and what's challenging me right now? Something like that, just to get a sense of what's going on in the rest of my life.

S2 30:37 Okay. So I might just get you to think through, because I'm hearing something like that in a couple of different sentences. Because I want to write down exactly what you're writing down. So what is it exactly that you want to do around that aspect of a leader in your own life?

S3 30:54 I think what I'm looking for, Lisa, is just to get a snapshot of, "Is the rest of my life impacting how I'm performing professionally because I'm not taking note of it?" If that makes sense. It's almost like looking in your house to check it's tidy. So I would like to-- sorry, I'm blubbering on here. This is how I get clear. I think what it is as an action, it's just do a stop-take of the important things on my life. Do a stop-take and

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prioritizing what's important in my life currently.

S2 31:30 Great. Excellent.

S3 31:34 Did that make sense?

S2 31:35 Yep. So do a stop-take and prioritizing what's important in my life.

S3 31:39 Great.

S2 31:40 Now you said, "If that makes sense." The most important thing is that it makes sense to you. Does it make sense to you?

S3 31:45 It does to me. Yeah, it does to me. Yeah, it does.

S2 31:49 All right. So we've got those three actions. Now, I let you flow from action one to action two, because I can hear the thinking. Just rolling with you. But you did say, "how I see myself as a leader currently" was your first action. So, can you tell me what is that going to look like, that exercise? Is it like dot points, scribe…

S3 32:09 No, I think there's going to be a description. That will be a description.

S2 32:12 Okay. So that's like write a minimum half a page maybe, or--?

S3 32:17 Yeah, like 600 words or something like that, yeah.

S2 32:20 Okay. All right. Minimum 600 words on how I see myself as a leader. Okay. Great. So, we've got three great actions there about around your current reality, against this goal and ready to launch into leadership. So, anything else, Vashti, that you think would be a great action for you to get clear about where you're starting from around this goal?

S3 32:44 Well, I did notice on my worksheet that I have got something written here that says, "Complete foundation questionnaire." So I'm very mindful of not taking on too much. And whilst I've said 600 words, you may end up with a 6,000-word essay. So could you tell me perhaps a bit about the foundation questionnaire in case it would be something that I'm going to go on and talk about myself?

S2 33:09 Sure. And I like that you're already looking ahead and thinking about what you actually can take on, what you can achieve. Especially when you said you tend to be impatient and run at things. I love that you're standing back and saying, "Now, what actually is feasible in these next two weeks," because I know you have a very busy life. So that foundational questionnaire request, if you can flick to the next page on your coachee workbook there, and you'll see that there's foundational questionnaire there. So you see there's a series of questions down the page and they're all very much about helping us to get clear, again where you're starting from. What does success look like for you? What kind of habits do you have that may interfere with your potential? What are you looking for from coaching? Sort gathering a bit more of-- I guess having a chance to reflect yourself, it's quite a reflective exercise. But also then being able to share that with me so I can see where you're starting from as well. And we can continue to look back on that throughout the coaching program. So it would probably take, depending how reflective you are, probably take you about 15

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minutes or so. Shooting between 10 and 20 minutes, depending on your speed, to actually go through that exercise.

S3 34:21 Look, I think that looks great. And I'm actually going to move it up on my-- I'm going to make it my first action because it feels like it's going to shed lots of light to support the other actions.

S2 34:30 Okay. Great. All right, so you're happy with those then as initial actions for your new journey towards your goal?

S3 34:42 I am. And I guess the only thing that's left there for me is-- you're my coach. Is there anything in your experience that you think-- I like to be stretched, Lisa. I need you to stretch me. So is there anything you think would be beneficial, in your experience, that I could go away and do as an action other than the preparation?

S2 35:02 Yeah. Okay. Look, something that I've seen, especially around leadership goals - because there's a lot of goals that need executive coaching around leadership - one thing can be that really getting clear about what great leadership looks like. And that could be that you either want just to reflect and think on other great leaders that you're aware of. Or it might be that you read a book around leadership to kind of go, "Well, these are the elements that I aspire to. This is kind of what part of this vision is, is that I'll be a fabulous delegator and great at vision and great communicator." Whatever it might be. Or inspiring. And that could be something to be quite useful to kind of create almost a little bit of a checklist for what you think will have you placed to be fabulous in your leadership role. And then often what I've seen people do is they just rate themselves out of 10 again, so they've got a starting point. And they can actually get feedback in a similar way. So, that's just, again, something that I've seen that's been a quite a common approach as well. How did that resonate with you?

S3 36:13 You know, I think it's a fantastic idea. And the way I tend to operate is at a very specific kind of role models of people that really inspire me that I benchmark off all the time. So it actually feels like just in the actions that I've already come up with, and the feedback that I'm going to get back, that I will be marking that almost intuitively against those people that I feel inspired by. So I actually-- I know I asked you for it, but would you mind if I just left that off, trusting that that's kind of going to get handled in my original actions?

S2 36:45 I am more than fine with it. And as you said, intuitively you know what's going to be best for you there. Great. All right, so in terms of number of actions that you've got, given it's two weeks until we're going to catch up again, how are you feeling about being able to commit to those and get those actions completed?

S3 37:01 I'm 100% committed to those. They're doable. They're challenging on a number of different levels. And yeah, I'm excited.

S2 37:09 Fantastic. Okay. Well done. Thanks, Vashti. Okay then, we're just going to pause there and finish up that demonstration. So we're not just going and I'll just ask you, Vashti-- I mean I shared a little bit about why I think gathering that current reality is really important and having those specific actions. Is there anything you'd like to add

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around that?

S3 37:29 Well, one of the things I really want to draw attention to, especially going back to the PACT model, really understanding what it is going on in the present, and Lisa, really setting the scene using the words current reality. What's going to get you clearest to what's happening for you right now, where you're at right now. So just to highlight so extraordinarily important it is for you to keep setting the scene as to where they are because it can often be this point where they want to rush off and set actions that are needed down the track. So just to acknowledge that it's really remembering as a coach to set the scene, to bring that person back to the now, and those questions were really supportive to me. The other thing I wanted to just bring attention to, is Lisa's absolute determination and dogged commitment to clarifying what it was I was actually saying. I threw her in the deep end then, and all off you, by giving lots of information and really needing to speak to think to get clear. But what Lisa did was she really listened to clarify what it was I was actually saying, and what it was I actually wanted to get out of the specific action. So again, really, really clarifying what that was. And then last but not least, in terms of the PACT model, noticing how it was for me as the coachee to come up with an idea of what I wanted to do, but having my coach really support me and tying down what it was I was actually going to do. Lisa, I counted about seven times you brought me back. So in terms of asking my colleagues for feedback, how many people, what exactly was I going to do. What was I willing to do? What was I committed to do? And then when I would say something with far too many words, really tying it down. What is it I'm actually saying? What am I committing to? What is it I'm going to do? So, that process of sitting in the current reality, your coach really holding you there, is part of the essential parts of the coaching program. That you're allowing someone to stay in the present, so they don't speed off into the future, missing the insightS from their current reality.

S3 39:38 And the other thing I'd just like to say before I hand back to you, Lisa, which was incredibly well-modelled, is just the allowing the coachee to mumble and jumble and find their way and navigate their way to what they are actually willing to do. But to also be very, very willing to step in and offer a suggestion. But always to ask the question, "Would you like some support here?" or "Can I help you get clear?" So, to invite them to do it themselves, but to be willing to also step in, like I invited Lisa to, and offer up an idea or an action. So Lisa, before we debrief any further on that role-play, is there anything else you'd like to add to that.

S2 40:22 Yeah, probably just one element. Probably just segwaying from that last point there, Vashti, about absolutely coaching's about partnering and willing as a coach to share, and from your experience to share suggestions as well. I think the really important thing to me in this, is that given that we're all used to being in a world where we might go and just ask for someone's advice and be used to getting that straightaway, we won't really hold that as I would suggest the later offering. So really want to stretch people to do their own thinking. Especially as a leader, you may well find that people come to you and are just looking to you give them the answer. So totally in line with Vashti's idea of the partnering and sharing, but also challenging yourself and your coachee not to step into it early, because it can take their thinking in a

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totally different direction. And I think it's really important that we really challenge them to do their thinking first as well. Okay--

S3 41:25 And just to echo that point, Lisa. Lisa, if I could just echo that point. What Lisa did tremendously in the role play that you listened to was-- and it comes back to the communication component of setting the scene. What is highly important in the coaching process is self-reflection. It's something we don't usually do in life. We're all about the doing and the moving forward and the getting there. And so what Lisa's saying is absolutely paramount. It's what Lisa did to allow me to come up with that myself that she did incredibly well. Which is the-- if we are setting the scene, what is it we need to say, and what question would we ask to allow the coachee to come to their own answer? Back to you, Lisa.

S2 42:07 Yeah, great. Thank you, Vashti. All right, so you did hear through a demonstration, we did touch on the foundational questionnaire. So we do want to just introduce it to you and just spend a little bit more time talking about it and the benefit of a foundational questionnaire as well. And actually, how we would review that as a coach, when Vashti came back to me next session, we're going to actually be talking about that in a later podcast. But just a bit of a note about this foundational questionnaire, so you get a bit more comfort and confidence around that particular document itself. So, Vashti, I might ask you, from your experience of using tools like this foundational questionnaire, what do you see as the benefit in using that kind of tool early in a coaching relationship?

S3 42:59 I think that the platform that it creates for self-reflection is really essential. The fact that it is an action that has been offered up to them and has a partnership attached to it, because it comes from their coaching program, helps people have a certain element of trust towards it. So, I've found with the preparation questionnaire, people are really willing at a very early stage to share quite deeply and passionately with it. It's also a tremendous point to start from in gaining insight about yourself. Some of the questions on the questionnaire allow people to really look at themselves. How do I sabotage and get in the way of myself? To ask yourself a question like that, or along those lines at the beginning, really, really invokes inquiry and discovery, but pan out to that responsibility. And so when you come back, which we're going to be covering off later in a podcast, and you look at those learnings, and you actually at the very beginning of your coaching process, want to step into the fact that certain insights have come out of that questionnaire may sabotage your whole coaching program, it's tremendously not only trust building, but insightful for your coachee and you as a partnership to get that perspective at the beginning.

S2 44:17 Yeah. No, I'm in total agreement, Vashti. And I think the number of times I've heard people say, "Gosh, I've never even thought about some of these questions before." "What kind of thoughts do you have that might interfere with your potential?" These kind of questions. Or, "What does success mean for you?" A huge number of people that haven't actually done this sort of reflection before. And I think it also gives people a bit of a sense about what coaching is going to be like. About the kind of ways we're going to challenge people. The way we're going to invite people to reflect as well. I probably should note about the timing because I had some people say from

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time to time, "Could I give my coachee this before our first session?" Before the goal-setting session. And you heard Vashti talk about trust-building in there as well. And my experience has been that I feel it's much better to go through the goal-setting session. And so much trust is built as you implement your coaching skills, your structure, and your mindset. It's often very humbling to see how much trust is built in that first session. And I believe that opens the door for that questionnaire to be answered more fully, perhaps with more vulnerability, and more honesty as well. So my strong suggestion would be that you just include that, as is the process that you're given in your manual, as an action from the first session. So do you have any thoughts around that, Vashti?

S3 45:46 I strongly agree. Having worked in a different way for years previously, it's something I used to work with prior. And then in debriefing on it, it would take so much of the session because actually when you're in person talking about it, and you have got that trust in that relationship, so much more comes out. So it's a little bit-- I can't think what the saying is, horse-cart, cart-horse. But once you have had that session with your coach, and not only the trust has been established, but something switches on a button for people in their coaching session, where they suddenly become far more self-reflective and far more willing to share that, not only for themselves but with their coach. So I 100% support in what Lisa is saying in that, just be patient and trust that it will be far more beneficial for your coachee to experience it post their first session.

S2 46:37 Excellent. Great. Thank you so much, Vashti. All right, everyone. So, just covering off that foundational questionnaire, as I mentioned, we will be coming back to that, and look at how we would go through and review that with the coachee when they do bring it back to our later coaching session, and really understand more of the benefits of completing a foundational questionnaire. Now, this was actually one of the actions that was asked of you in your homework as well. So if you haven't already completed the foundational questionnaire, I really do request that you do complete the questionnaire. And please complete it as the coachee, so not as the coach but as the coachee that you're filling that out. So you're thinking for yourself, if you were the coachee, because obviously you have your coach throughout the program, what would you like to be different as a result of coaching with your coach? All those things as the coachee's context. All right. So what I also want to do, just going through a few of the tools here. As we're looking at, again, the commitment piece, which we're focusing on today, of the goal setting session. So we've gone through that coaching compatibility. We've gone through the goal-setting process. We've gone into the commitment. They want to go ahead. We've done a plan. We've got into some actions. Explained our foundational questionnaire.

S2 48:05 And as part of the wrap up, we do have the contracts there that are going to also need to be completed. So I'm just going to just bring your attention to these contracts because they're also in your manual. And we're just going to have a short discussion about those as well. So if I can get you to turn to page 160. And we're just going to have-- I'll be leaving this with you to have a more in-depth look. But I do want to introduce you to some key components of the contracts, as there's three different

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ones in your manual. So you'll see that there's page 160. Executive coaching contract, non-sponsored. So what we mean by that is it hasn't been sponsored or paid for or arranged by the organisation. So ultimately it comes down to who is making the payment. So if it's non-sponsored, it is being paid for, probably arranged, by an individual leader for themselves. So you'll see there, as you go down the page, it gives you room for the coaching-coachee details. It gives you some space to understand and agree on how many sessions there's going to be involved; what the cycle might be like, whether it's fortnightly, etc.; and the coach you see in there as well. Payment arrangement, payment method, etc. And then on to page 161, I'll let you, again, as I've said, go through these at a later date. But importantly there, there's things around cancellation policies. It's up to you to design and define what your cancellation policy is going to be, and then also everyone to sign off. So it mentions in there of course the responsibilities of coach and responsibilities of coachee. So that's all covered in there. If you go to the next page, it's a very similar contract [crosstalk]

S3 49:55 Lisa, If I can I just add that we strongly invite-- can I just say that we strongly invite our participants to use, reuse these contracts that are in there? They are there for guideline, and you are able to change them accordingly or utilise them as they are.

S2 50:10 Most definitely. Please, everything that's given to you in the programme, feel free to tailor it. You actually have access to all of these coaching contracts, all of these documents, foundational questionnaires. But all the toolkit, the coachees' worksheets, everything is on the Coaching Australia website. So you have a lifetime of access. Please feel free to take the Coaching Australia logos off them. Put your own on them. Shuffle and change them as you will. Yeah. Thanks, Vashti, that's a really good point. All right. So please just turn the page. It's a similar contract. But this one is sponsored, you'll see it in the headline there as well. So that means that the organization's involved. And you'll see the difference there being that we have coach/coachee but then we also have sponsors at the bottom. So name of organization, contact details, etc, as well. Very similar again on the second page of the contract. The key difference you may notice is around confidentiality. So, and this is important here. I might just read this through for you, "The coaching sessions are to be strictly confidential with the exceptions of specific variations as agreed by the coachee, sponsor, and coach, e.g. specific feedback regarding progress, etc, etc. Agreed disclosures: if any are agreed by all parties and specifically outlined here." We have talked about, and I'm sure you will talk about more and more, about how important confidentiality is in coaching. And when we're managing stakeholders, when there's an organization involved, it's critical that we have all three parties agree to anything that will be shared with the organization. Vashti, is there anything you want to add to that?

S3 51:49 No, just that we will be covering off on that on your second live workshop. We will take that into a little bit of a deeper conversation on that point.

S2 51:59 Yeah. Absolutely. It's a key part of that program as well. Okay, you'll see this also a sort of page to that that covers off invoicing, etc, as well. They're very similar, apart from those couple of variations, around including the organization sponsor. And third and lastly, there's also an internal coaching contract. So this is for those of you that

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are in an organization that want to have a formal-- or run a formal coaching relationship within the organization. So it might be that as a leader you've decided to coach someone across from a different business unit and you're going to have-- you have the capacity to have this contract. So Vashti, what do you think is the benefit, in an internal sense, in having a contract in place for a coaching relationship?

S3 52:53 Well, that's a really great question, Lisa. One of the most significant things about the coaching relationship is commitment. And that's not necessarily a commitment to your coach, that's a commitment to yourself and the process of evolving. And so there is something very profound about, not only verbalizing, but formalizing an agreement with a signature and the opportunity to discuss it, align with it, and commit to it and then sign with your coach, regardless of whether money is involved. And we'll talk a lot more about this at a later day in terms of when we talk about fees and the importance of them. But coming back to Lisa's original question, it is a about commitment and the signature, the thumbprint, or the cross on a piece of paper and the discussing what you're actually committed to, makes a huge and very profound difference; A) in establishing trust and intimacy, but B) in being able to converse about it at a later date. If there is a challenge or a roadblock or actions aren't being completed, it's a really great opportunity to be able to say, "Two months ago we sat down and we signed an agreement where you committed to yourself and the outcome of your goals." And it's a great place to be able to start a conversation of what's getting in the way of honouring that agreement. What's getting in the way of honouring that commitment. So, I can't support enough the fact that you bring this agreement in in an internal coaching structure even if for some, it may seem a little futile.

S2 54:26 Very good. I totally agree, Vashti. I think it's the commitment. It's a signal to the person you're working with, this is a serious arrangement. It's not something we might or might not do and get around to. There's a real responsibility from both parties, I believe there. And really showing them that they are valued and this is something specifically that's going to happen on this regular basis as well. Okay, so there's the three different contracts that you have available to yourself. As I said, do with them what you would like. Feel free to tailor them. And another thing just to maybe consider is, often if as an external coach you're working with an organisation, often they will have a contract themselves that they use for all their vendors. I would still strongly suggest that you have your own contract in addition to the contract that they provide because of all those reasons that Vashti just outlined. It really clarifies much more specifically about what to expect from a coaching program, the roles, the responsibilities etc, all there as well. So, obviously up to you individually. Those of you who are looking to one day get an International Coach Federation credential as well, you may like to include in your coaching contract that you're able to pass on their details to the ICF so that they can confirm that you actually have been a coachee. So you can just put a little worded phrase in it to say that that could be passed on in confidentiality, which might then support your credential down the track. That's just a little side issue there as well.

S2 56:05 Okay, so that's what we have in there in terms of the contracts. And then if we-- just

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to bring ourselves back. We're in that commitment section. We've talked about planning and actions, and then we've talked about the contracts. And now we're going to talk into the really final stage of this whole goal-setting session, is how do we wrap that up. So, if you were to just think about for yourself for a second, if you were to wrap up a coaching session with what you already know about coaching, what are the things that you might include when you're wrapping a session to make it quite powerful? And I think what we might do. Vashti, if it's okay, I might just demonstrate that with you again. With you so that everyone can hear how we could potentially wrap our coaching session. How does that sound to you?

S3 56:58 Perfect.

S2 56:59 Okay. And for everybody else, I might also just bring your attention to the fact that this section is in your manual on page 82 for your ongoing reference as well. “Okay, so, Vashti, it's been a really big session. I want to thank you so much. One of the things that's very exciting for me to think I'm going to partner with you over the next 12 months. I love your goal. I think it's a fabulous goal. But I already love how insightful you are. I love how much you challenge yourself, whether it's from changing from five to eight people you're going to go and seek, or whether it's the fact that you're already insightful and you know that you do want to jump ahead and you're willing to bring yourself back and trust the process. So it's been really a fabulous start as far as I can see, as far as our relationship and what I see in you, and the potential I see in you as a coachee. It's very exciting to be along side you. So in terms of what we were looking to get out of the session, it was very much about helping you get clear goals and get a bit more of an understanding about what coaching is. So I might just ask you, "What have you come away with from this first session?"

S3 58:18 Well, so many things. One, I feel like I've been with you for about a month. It's such a big session. We've done so much. I can't quite believe-- I may feel like I'm sort of a third of the way through. I'm sure I'm not. So, I feel really grateful, just because we've covered so much. And I feel really excited that there's somebody to partner with, not just because of one of my insights is that I try and do everything by myself. But it's really exciting to have somebody to bounce off and challenge me. I feel taller and clearer about what is possible. So that's very much how I'm feeling. In terms of what I wanted to get out of this session, I think I've got about 3,000 more things, and I thought I was just going to come away with a goal that I already knew I had, kind of, with my experience in coaching. And so, it's just surpassed tenfold what I thought I was going to get out of the coaching process. So I really commend you for your capacity to listen to someone that talks as much as me, which I exhaust myself I talk so much [laughter].

S2 59:27 I really appreciate that. It's so heartening for me to hear the level-- I can just hear your energy. It's palpable, and the excitement that's there, and, yeah. I think we're in a great place to sort of literally launch into that goal that you have as well. So, I'm very much looking forward to it. You've got your actions that you've recorded there, and now we've gone through and we're both got clear agreement about what's in there, and you said you're 100% committed to getting them completed.

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S3 59:56 Yes.

S2 59:56 Just in terms of we talked about a fortnight out. Can I get clear with you about our next session time? Exactly 14 days out from here, does that work for you?

S3 60:05 Yeah, we could do-- if it is possible for you I would like to just keep this spot. This can be my coaching spot. I'm not attached to-- I'd actually be happy if sometimes we could Skype because, or phone call, just because then I don't have to rush to get anywhere or put anything aside. So I'm happy to follow your lead. But I'm more than happy for it not to be in person and do it every fortnight. [crosstalk] I did have one quick question.

S2 60:27 I think that's quite actually good. Sure.

S3 60:30 My question is because I'm a kind of throw it out there and get it done, is it okay with you if I just send my actions as they're done? Does it bother you if they come in sporadically, or do you like them all in a sort of a neat folder at the end of pre the next session?

S2 60:44 Look, it absolutely, Vashti, is about whatever works for you. So if you feel like it's going to work better for you to complete an action and send it through. It would be great for you to share along the way, and then obviously I'll be able to acknowledge that movement as well, because every bit of progress is almost like another catalyst for energy because you know that you're moving forward. But happy for you to be-- and very much whether it's that process, or as you said, whether you want to Skype when we come to our coaching sessions. Very much we talk about in coaching being coachee-driven, and it really is about making it work for you. So Skype coaching, phone coaching, all incredibly beneficial. I've coached people I've never met around the globe. I've never met face-to-face. So I feel very comfortable that whatever it is, whatever meeting that we use, it's just as beneficial. And I know you're really busy. So let's stay in touch. I'm happy to be flexible, but we'll definitely start with that fortnightly idea. And maybe we can just agree whether it's going to be. For instance, will it be a Skype call next time, do you think?

S3 61:50 Yeah, I think let's assume it's going to be Skype unless we say, "Hey, let's have a treat and stare at each other's faces for the session."

S2 61:57 Okay, sounds good. Okay, Vashti, well thanks again. As I said, I'm really, really looking forward to it. I see a fabulous journey ahead. I can see so much ahead for you and I'm really privileged to be part of that journey with you, so thanks so much.

S3 62:13 Thank you, and I really look forward to the next session.

S2 62:16 Okay. Great. Again, we'll pause. So, thank you so much, Vashti, for that demonstration. All right everyone. So that brings us to the conclusion of all of the structure for our goal-setting session. So as I mentioned at the outset, we are looking for you to be fully equipped to run a goal-setting session and I firmly believe you have all that you need to do that now. So please feel free as part of your homework will be to go and practice that. But feel comfortable that you have the structures and tools to move forward. So Vashti, I might just hand over to you just to wrap up the logistics

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side of the call as well.

S3 62:56 So guys again, thank you for your listening and thank you to Lisa who's doing a fantastic job. What I'd just like to highlight, in terms of what Lisa just completed with us, to remember the whole process of the session. Remember that in our three-day workshop what seemed for some quite exciting but overwhelming was the "How do I set the goals and how do I create the plan?". And today we introduced how you create the actions with your coachee as well. So I really invite you to go back as part of today's investment in your own development and read over everything we've talked about. Read over the general structure, the overall structure of the first session. Understand the rhythm, the beginning, the establishing the trust and intimacy, the whole process of setting the goals, establishing whether or not your coachee wants to move on, creating the plan. If not creating the plan, agreeing that it was a fantastic opportunity to get clear and letting them go, and then moving forward to the process of creating those first current reality actions, and the closure and the alignment of how the rhythm of the coaching process. So makes sure that you take the time to really explore all of those different elements for yourself and read over the supportive tools that we've introduced as well, the CHOICES model and the PACT model. All of those will be in your note and in your homework. I also ask you to remember as part of your commitment to the program-- we require you to sit back, listen back over the podcast, and look for those three key learnings that have come to you. What are the three insights that came out of today? The overall session structure, all the different aspects of today's session and email those three to Lisa or myself or your respective facilitator and the group.

S3 64:48 So that bring us to the close of our second podcast. And again, I'd like to acknowledge you for being here. I'd like to acknowledge where you are on your own coaching journey and to invite, always, that self-reflection, what you're getting out of this whole experience personally and professionally. So that's it for me. Lisa, is there anything that I have missed that we need to cover off on?

S2 65:10 I think it's mostly letting everyone know-- thank you Vashti for that-- and really having been very clear about what we've covered and where we are right now. So probably the only other aspect for me is just to let you know what's ahead. So we have two more podcasts to go and they're going to continue on the focus of the formal coaching relationship. As you know, this has all been about the goal-setting session and our podcasts three and four will be all about a Momentum Session structure. So when you have that from those two podcasts, you will be equipped to run session one right through to session eleven. So feel free to get underway and get working with as many coachees as possible, because that's where so much of your confidence in the process, so much of your learning will happen, and there'll be a lot of enjoyment that goes along with it as well. Anyway, once again, as Vashti said, thank you so much for your commitment, for going through the podcast, for really being engaged in the process. And I wish you very well until we meet again on our next podcast. Thank you, everybody. Bye for now. Talk to you next time.

S3 66:18 Bye. [music]

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