{"id":4050,"date":"2013-06-14T06:03:01","date_gmt":"2013-06-14T06:03:01","guid":{"rendered":"http:\/\/centerforcoachingcertification.com\/coachingblog\/?p=4050"},"modified":"2022-09-13T13:52:31","modified_gmt":"2022-09-13T13:52:31","slug":"coaching-past-resistance-and-moving-forward","status":"publish","type":"post","link":"https:\/\/www.coachcert.com\/coachingblog\/coaching-past-resistance-and-moving-forward\/","title":{"rendered":"Coaching Past Resistance and Moving Forward"},"content":{"rendered":"

In the previous blogs the scenario presented was an employee who initially thought the coach was there to facilitate the loss of their job.\u00a0 By giving the employee space to talk and then sharing that coaching was intended to keep the employee, the coach opened the door.\u00a0 The coach provided the employee with the coaching agreement and discussed the code of ethics.\u00a0 The employee agreed to be a coaching client.<\/p>\n

Because the coach<\/a> was hired by the company and had been provided with the Performance Improvement Plan, PIP, the coach ensured they had permission from the company to disclose this information.\u00a0 While having this conversation the employee, now a client, started crying and shared a number of personal challenges they were experiencing at home.\u00a0 The coach took the time to listen, and worked with the client on developing their plan for moving forward.<\/p>\n

Next the coach<\/a> and the client decided on an exploration of what the client wanted at work.\u00a0 Then, with a list of goals in hand, they reviewed the PIP together.\u00a0 Many of the client\u2019s work goals aligned with expected outcomes from the PIP.\u00a0 Based on both the stated goals and the objectives in the PIP, the coach and the client developed a list of what they would focus on and in what order of priority.\u00a0 The client openly explored how they would move forward and developed specific action steps.\u00a0 Together the coach and the client created a report on the goals, action steps, and progress to provide the company.\u00a0 The coaching engagement progressed and the client did achieve their performance goals.<\/p>\n

Before deciding a coaching<\/a> engagement is hopeless, seek to understand, and to explore the possibilities.<\/p>\n","protected":false},"excerpt":{"rendered":"

In the previous blogs the scenario presented was an employee who initially thought the coach was there to facilitate the loss of their job.\u00a0 By … <\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[16],"tags":[48,50,75,49,51,84,128,129,130,76],"class_list":["post-4050","post","type-post","status-publish","format-standard","hentry","category-coaching-stories","tag-coach","tag-coaching","tag-coaching-agreement","tag-code-of-ethics","tag-excellence","tag-goals","tag-listen","tag-possibilities","tag-strategies","tag-understand","latest_post"],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\n\n\t\t\n