Below is the sample coaching conversation between Rachna, a working professional and her coach. Rachna is suffering from attention disorder and couldn’t focus more on her work. She needs coaching so that she can overcome her problem.
Rachna: I have problem in focusing on my everyday work. I can’t get my work done properly.
Coach: I’m listening. Tell me more about the work that doesn’t get focus.
Rachna: It’s not just my official stuff but even my personal stuffs that I lose focus from
Coach: How did you conclude that you have a problem in focusing?
Rachna: I end up being leaving things half complete which I am supposed to complete
Coach: What do you think you can do to ensure that you get more focused on your work?
Rachna: I can plan for a meditation or yoga class to seek attention on my work
Coach: Meditation and yoga sounds good for attaining focus while having peace in mind. How will you feel when you think you have more attention and focus on your work?
Rachna: I will feel contended. The feeling of giving everything I have got on the work I am doing. I would like to feel I have given my 100% even when the work is unable to be completed. I should feel a sense of fullness.
Coach: That’s great. What really interests you, Rachna? For example, think of few things where you are putting your 100% on it or in the past you did put 100% on it.
Rachna: Yes, there were certain things in the past where I felt the fullness and spent my 100% on them.
Coach: From when, you did lost focus? You really found that out yourself or did someone told you about it and you realized it?
Rachna: People told me so and I realized it after that. I don’t usually get help nor guidance for the work I do but pure criticism. People don’t give good feedback even when times I have done more than what I can do. Every time, the unacceptance and criticism made me think whether what I do is worth or not. I lose focus mostly because of the haunting past of unacceptance.
Coach: What do you think you can do to make yourself go forward with or without acceptance? I believe not everyone and everything gets accepted and that’s okay.
Rachna: If I put my 100% and able to complete the work and attain fullness, I should be good.
Coach: That’s nice to hear. Who are all can help you on this?
Rachna: I think my better half would be able to help and I have a mentor in workplace, who provides some insights from his experience. They both can help me along with some meditation practices.
Coach: How do you feel now about attaining the outcomes that you have told me?
Rachna: I have more clarity on what I need to do to attain fullness that will give me more confidence.
Coach: Okay. When do you think will be a good time to catch up for a follow up conversation?
Rachna: I believe, same time next week would be ideal. Thank you so much for making me realize that I had it in me.
Coach: Don’t thank me yet until you feel what you want to feel during your outcome.
Rachna: Sure. Thanks, and see you next week. Bye.
Coach: See you. Bye.
In the above conversation, coachee informs the coach about the problem of losing focus that she faces regularly. Coach don’t have more information about that and he need not know every single detail of the problem. So, Coach says he is listening and that gives a sign of trust for the coachee to tell more about the problem. The coachee is now relaxed to share more information as the coach opens the platform to do so. The questions that were asked by the coach will make the coachee self-realize on what she can do by herself to make herself better. As we see here, the Coach is not a problem solver nor a solutions provider. Instead, the Coach asks powerful questions that gives a “Aaha” moment for coachee to dig in deeper into the root of the problem unlike before. Some of the powerful questions like “How do you know if this is a problem?”, “What do you think you can do about it?”, “From when the problem started?”, “Who are all can help you face the problem?” etc.