Client to Coach: "I don't really have anything to talk about today"
If you are managing or coaching someone, you have probably heard the employee or client say, “I don’t really have anything to talk about today”.
Hum…argh...we awkwardly think to ourselves...
“Do I just cancel the appointment?”
“Do I go fishing for a topic just to keep the appointment?”
“Do I start asking about the various areas of their life / business hoping a topic grabs their attention?”
Although this has happened to me a few times, here are a few ideas which can insure that it is a rare occurrence.
Determine if they are coachable
Not everyone is ready or willing to be coached. In our zeal to help them, we may overlook the indicators that they are not coachable. When companies mandate coaching for employees, the coach must assess the client’s readiness. A wise coach can create coachability through the next idea.
Go deep to find out their pain points and deep desires
In the first conversation before coaching actually starts, find out what challenges they are experiencing and tap into what they really want. Beyond the tactical issue they present like “Time Management” find what is below the surface in their whole heart -thoughts, emotions, desires, and choices. This doesn’t turn the conversation into therapy or counseling, but rather it uncovers what is most important to the client/employee.
Fill out a needs assessment
Sometimes I have used a form for them to fill out which covers various aspects of their professional and personal life. Some of these areas for an Executive might be Vision, Character, Financials, Marketing, Staffing, Professional Development, etc. Personal areas could include Vision, Character, Health, Relationships, Priorities, etc. All of the sub-points from these areas become your topics for coaching.
Establish coaching goals with sub-points
As the coaching series starts, stretch the employee or client into the future and find out where they want to go. Establish 2-3 key goals for the coaching series. Build out the sub-points under each goal. Those sub-points become the topics for the future coaching sessions. You can pull from that list when they don’t know what to focus on in the moment.
Get them into the habit of emailing you a Prep Form
Train them to answer a few questions 24 hours before your meeting. Don’t mother them, nag them, remind them…train them! Some of the questions I ask clients are:
What progress did you make on your actions?
What opportunities or challenges do you have now?
What would you like to focus on in our session?
What results would you like to walk away with?
Listen deeply for new needs
As you are listening deeply, other needs and sub-points will emerge. Keep a list of those for a rainy day. When the client shows up blank, bring up the topic they said a while back. Usually this gets a “yes that’s right” response and you are off to the races for a good session.
Do a 90 Day assessment and realignment
It usually takes about 3 months for some real momentum to grow. Now is the time to assess their progress. After every session, I ask for highlights and document that in my notes. When I share those results, the client gets a surge of energy to keep going. We then realign the coaching plan and keep the train going forward.
Consider ending the coaching agreement
If all these ideas have been tried and the client consistently shows up blank, it may be time for the coaching to conclude. The key for coaching success is determined by gained value not by session number or series length.
Keep up the good work as you lead, manage and coach your employees / clients!
__________________________
As a Master Certified Executive Coach, I accelerate high-performing and high-potential leaders to implement coaching skills into their leadership tool kit. I invite you to a complimentary 90 minute conversation to experience the power of coaching. Set up a time here or you can call me at 404-808-7429 to set up a time.