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By Rob Abbanat

BRINGING LASER FOCUS TO COACHING

24/11/2020

When delivered properly, coaching is the most effective resource for developing talent and driving change in behavior. Numerous studies have proven that a good coach, working one-on-one with a motivated professional, can deliver results that emerge faster and last longer than classroom training, self-study and many other forms of L&D. Coaching effectiveness is driven by several key factors including a good chemistry fit, high session frequency, and appropriate use of engagement activities. However, there is one practice that is absolutely critical to a successful coaching engagement—setting SMART goals.


SMART goals—goals that are Specific, Measurable, Actionable, Relevant and Timely—are paramount to ensure that the time spent with the coach is focused on the most important issues facing the coachee. Identifying the right goals, however, is easier said than done. Of course, the needs of the coachee must be considered. But most professionals don’t work in a vacuum. Their performance affects the people they work with and impacts business results. For this reason, it is important to get clear input from the coachee’s line manager about the coachee’s strengths and weaknesses when identifying the right SMART goals. The coach’s job is then to work with the coachee to identify clear goals that align the needs of both the coachee and her line manager.

At GloCoach, in conjunction with a Pre-Coaching Discovery to uncover the coachee’s needs, our team also conducts a Behavior Interview with each coachee’s sponsor to identify current and ideal behaviors of the coachee. The data is collected on a TBM.

Talent Buider Matrix

Behaviors
Outcomes

STEP 4

Ideal Behaviors

What would be the coachee’s ideal
behaviors (in a perfect world). These
behaviors should parallel the coachee's negative behaviors.

STEP 5

Ideal Outcomes

If the coachee were to consistently
deliver the ideal behaviors, what
would you expect the business
outcomes to be?

STEP 2

Current Behaviors

What are the coachee’s blindspot behaviors that is preventing them from performing at a higher level?

STEP 3

Current Outcomes

With respect to the coachee’s current sphere of influence (i.e. where the coachee’s daily work influenced business outocmes), please describe the business performance. Highlight things that are not going well, and things that are not going well. The key points are what is not going well.

STEP 1

Distinguishing strengths

What are the coachee’s current strengths? Important to reinforce good behavior and to get buy-in before delivering constructive criticisms in the following steps.

Below we show an example of how GloCoach used the Talent Builder Matrix (TBM) to analyze a Senior Manager from a Fortune-500 manufacturing company.

Talent Buider Matrix

Behaviors
Outcomes

STEP 4

Ideal Behaviors

  • Align, communicate, and validate with front-end team and customers before designing solution.
  • Proactively engage with this team
  • Increase his presence in cross-department meetings.

STEP 5

Ideal Outcomes

  • Increase BD leads and conversion rate throught designing solutions that have a better fit for market and aligns with company brand and vision.

  • Reach excel team performance through effective communncation and delegating team.

STEP 2

Current Behaviors

  • Tends to work and execute through own understanding instead of the customer’s/market’s needs.
  • Excel as individual contributor, however, does not lead team effectively.
  • Does not proactively consult with team members.
  • Struggles to influence others across department.

STEP 3

Current Outcomes

  • Due to lack of vision and communication with front-end team, struggles to design solution that fits current market.
  • Overall performance is rated 4/5 and behavioral challenge will affect his future potential.

STEP 1

Distinguishing strengths

  • Excel as individual contributor, able to complete task assigned on time in a polished manner
  • Great at executive tasks.

Leveraging the TBM allows us to pinpoint behaviors that are driving outcomes, both good and bad, and gives us a clear understanding of which behaviors will lead to ideal outcomes. Here is a library of common behaviors identified from hundreds of interviews from GloCoach.


So how exactly do we use information from the TBM to set clear goals? Make it SMART! To bring a laser-focus to the development of behavioral traits which will lead to ideal outcomes, it is important to set goals that are Specific, Measurable, Actionable, Relevant, and Timely.

Specific – Does the goal reflect the pain point expressed by the sponsor? Does the coachee recognize the goal as important for his/her development, and is willing to take ownership of achieving it?

Measurable – Will the sponsor and coachee be able to see an improvement in behavior? Can they use either the quantitative (10-point) or qualitative (yes, no, maybe) scale to define the improvement?

Actionable – Is the coachee able and willing to change this behavior? Am I confident I can help the coachee to change this behavior?

Relevant – If we achieve this goal, is it likely to have an impact on business performance? Is it important to the line manager? Is this goal appropriate for this coachee and not someone else?

Timely – Can you and your coachee get this done by the last session?

Below the goals we were able to set up with the Senior Manager through using the TBM and SMART qualifications.

Goal 1

Strategic Vision

  • Based on the feedback from the customers, design a sales package and at least one tailor-made digital solution with a real customer to support digital business growth before the end of April.
Goal 2

Communication/Influecing Others

  • Ask for at least 1 specific feedback from each of his peers on the topics discussed at the end of every team meeting.
  • Proactively voice up twice in cross-department meeting every month and align with line manager afterwards on summary and plans for at least 15 minutes after.

Once SMART goals have been set, the coachees will stick to these goals and makes reviews for progress every session with the coaches to make sure everything is on the right path. For more details, visit our SMART goals reference guide.


At GloCoach, we strive to deliver coaching sessions that ensure impact and transformation to our coachees. That is why we put serious effort in discovering the needs from our clients through using tools such as the TBM and aligning with our coaches to set SMART goals. We deliver not just the coaching way, but the GloCoach Way.