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Evaluating transformational coaching


A friend and I are putting together a new transformational coaching weekend where we use climbing Mount Snowdon as a metaphor for achieving an important goal, along with some group exercises, individual coaching and reflection during the weekend.

I can imagine people leaving the weekend on a real high, how can we make sure people stay focussed on their goals over the long term, and especially as they return to work on monday morning?


peter freeth

One Response

  1. Focus
    The glib answer is to make sure you provide an effective model for goal setting so that the goals are meaningful to the individual and utterly compelling.

    However, recognising that ‘real life’ kicks in once back in the workplace one method I have found useful is to encourage participants to form buddy groups so that they can efffectively continue to coach each other. A weekly call or email to check in on progress will help each of them keep on track. You and your colleague could have an overall role in checking that the buddying is working. This might be by phone call or you could ask them to send you a brief update – 1 week, 1 month and 3 months after the course.

    Hope this helps



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