by Lyne Desormeaux, Psy.D., MCC
I’ve been coaching for 18 years. I started my first coaching training in 2001. I’ve had the opportunity to coach a lot of leaders and complete a lot of coaching engagements. The ending of coaching engagements is really important, probably as important as the beginning and the middle.
What is important in ending a coaching engagement?
- The Mindset – Continuous learning
- The Transfer – Internalized accountability and external accountability
- The Support – HR, supervisor and peer support
- The Power – Taking control of one’s career path and learning and development journey
The Mindset:
Most of the time when I start working with coaching clients, they have an open mindset and are eager to learn even those who might be a little resistant at the beginning. I really work throughout the coaching engagements to encourage a growth mindset vs a fixed mindset like Carol Dweck in her book Growth Mindset advocates. I especially like having my coaching clients review their learning and achievements we are nearing the end of the engagements. I also like them to share how they see themselves using the growth mindset for their development going forward. What is next for them? What would they like to focus on next? What books, training, stretch assignment might they want to take on?
The Transfer:
It’s important for our coaching clients to understand how to sustain their development after we leave. I make sure that they are clear on their next goals, that they have an action plan and they articulate what training, books, events and stretch assignment will help support them achieving their goals.
The Support:
Everyone needs a support system and leaders who have completed their coaching engagement do too. A good continued relationship with their supervisor, their HR business partner as well is a good foundation for support. Added support can be with a peer or two for peer coaching.
The Power:
In the end, having new goals for the next 6 months or a year is good, but not good enough. Every client needs to spend time mapping their career path moving forward. They need to adjust their development goals to plan for their growth in alignment with their path. Clients are in control of their development and the earlier they understand that, the more empowered they will be in match their development journey and adjust along the way.
Learning does not stop after coaching. I encourage my clients to schedule their monthly peer coaching, as well as their mentoring sessions and schedule time with their HR business partner and their supervisor about their development. Here is to continuous learning and growth!
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If you would like to work on building a strong network to get feedback, be more strategic as well as build influence you can reach out to Lyne.