Goal Setting at the start of Coaching

Goal Setting at the start of Coaching (insights from NLP, adapted)

1.     State things in Positive terms, especially your goals

a.     Not Stop Smoking; Instead Be Smoke Free!

We are motivated towards pleasure, away from pain

Problem is when pain is reduced you stop doing anything further.

However, when you make your goal positive you feel more pleasure when you get closer to the goal.

2.     State your Goals in Specific terms – specify current situation and future state, and identify the gap to be bridged. If you don’t know where you are going, you will never get there. Be clear, and confirm clearly what are the positive outcomes you want.

3.     Specify the evidence procedure – what is the evidence or milestones you want to see that you are progressing on the ‘markers’. Unconsciously, you will start working towards these markers.

4.     Ask and clarify, ‘What’s in it for me?’ check the congruence on this. How important is this goal amongst other priorities?

5.     You must take full accountability for your Goal, not someone else, although it may be someone else’s idea. Unless you are vested, you will have difficulty. You can take help from others, but the outcome must be owned by you.

6.     Is your Goal properly Contextualized? Ask the 5W and 1H questions.

7.     Identify the resources you will need to support you meet your goals. Example, I need to have confidence. So when will you have confidence? When I see results. That’s a catch 22. What about, if you ask, suppose you assume you have all the confidence you need.

8.     Review the ecology of the pursuit of your goals. It would be a lot easier to achieve your goal, if self and others and universe benefit from achieving the goal. Whom do I have to become to achieve this goal, and does the new me, has great benefits for me and others?