Maximising Your Coaching: Second Session Insights
Now that you have participated in your first coaching and mentoring session and gained additional context and clarity, it is critical to understand how you can maximise your program and the opportunity for serious development.
Congratulations on completing your first session in the CoachStation Coaching and Mentoring Program!
This point in the program marks the next phase of an exciting journey towards personal and professional growth. From this point, it is crucial to embrace key principles that will maximise your learning and development and make the most of your opportunity. An important point at this stage is to understand how to get the most from your coaching. Having coached over 500 people at all levels of experience and responsibility, there are a few key themes and points that clearly highlight those who find the program of some value and those who excel.
At it’s core, beyond the importance of practicing the skills, taking the initiative to go beyond the obvious is the key ‘separator’ and contributor to developmental success. Coaching participants who proactively engage and seek more information; drive the agenda; investigate and explore material beyond that provided; and make notes in preparation for each session always get more form their coaching.
One of the greatest opportunities you have with your coaching program is to own your development. This can mean many things, however our most successful coachees use initiative and extend their learning proactively.
Use the search function below to access all of our site content, including tools, resources, blogs and other useful material. You will find many themes and topics, almost all of which will be useful and relevant to where you are now and where you could be in the future.
Use this information to extend your thinking and knowledge and bring your key thoughts and takeaways to you next coaching and mentoring session. It adds real value to your opportunity!
1. Embrace Accountability: Your growth is primarily in your hands. While your coach provides guidance, tools, and support, the real change happens through your actions. Set clear, achievable goals and regularly assess your progress. Remember, accountability is not just about meeting expectations; it’s about owning your journey and being responsible for your outcomes.
2. Cultivate Coachability: As highlighted earlier in your program, being coachable is about openness to feedback, willingness to learn, and adaptability. Approach each session with an open mind and a readiness to challenge your existing beliefs and behaviours. The more receptive you are to feedback and new ideas, the more you’ll gain from this experience.
3. Take Initiative: Proactive behaviour is a cornerstone of effective leadership. Don’t wait for solutions to come to you; seek them out. Apply the insights and strategies discussed in your sessions to real-life situations. Experiment with different approaches and learn from both successes and setbacks.
4. Engage Proactively: Active participation is key. Engage in the exercises and tasks assigned by your coach. These are designed not just to impart knowledge but to encourage self-reflection and practical application. The more you put into these activities, the more you’ll get out of them.
5. Reflect and Apply: After each session, take time to reflect on what you’ve learned. How does it apply to your current challenges and goals? How can you integrate these insights into your daily life and work? Reflection deepens understanding and reinforces learning.
6. Drive Continuous Improvement: View this coaching journey as a continuous learning process. Each session builds on the last, helping you to develop and refine your skills and understanding. Stay curious and committed to ongoing improvement.
At this point, we would like to reinforce one of the key components of effective leadership, expectations-setting and accountability – a cornerstone of 1:1’s.
Few organisations provide strong guidance or training for managers on meeting individually with their employees, but we believe that managers who don’t hold these meetings frequently enough or who manage them poorly risk leaving their team members disconnected, both functionally and emotionally. When the meetings are done well, they can make a team’s day-to-day activities more efficient and better, build trust, provides context, and improve employees’ experience, motivation, and engagement at work.It also allows accountability for performance and workload to sit where it should, without the manager bearing this practical and psychological load.
In our experience, there is no one-size-fits-all approach to 1:1’s. They are most successful when the meeting is dominated by topics of importance to the direct report rather than issues that are top of mind for the manager. Leaders should focus on making sure the meetings take place, creating space for genuine conversation, asking good questions, offering support, and helping team members get what they need to thrive in both their short-term performance and their long-term growth.
1-on-1 sessions are a key component of successful coaching and development. They give managers and their direct reports uninterrupted time to discuss projects, review performance, remove blockers, and more. It also provides an opportunity for managers to get to know their employees on a more personal level.
For the next step in your program, we would like you to read the material accessed on our Effective 1:1’s and Development page.
CoachStation provides access to over a dozen focus pages and assessments on topics such as Emotional Intelligence, Well-Being, Managing Change and Perspective, amongst many other themes. We have also written over 90 blogs on topics that will be relevant to you, our latest of which can be accessed below. Being proactive and seeking out the content that extends your thinking, knowledge and application makes the world of difference in development. How much you do this – well, that is your call!
As with all resources and application, it is important to not only read the content, but also to translate the points and phrases that resonate the most into your world.
This could be in the form of identification of a skill gap; relating the material to a situation you are currently managing; or personalising this based on one of your team or peers. No matter the trigger, it is important to make notes and highlight the key points for your agenda and discussion in the next coaching session.
The effectiveness of your coaching program hinges not just on what you learn, but on how you apply it. Your dedication, openness, and proactive approach will set the stage for profound personal and professional transformation. Our goal is to make sure your program is outstanding and is a game-changer for your professional and personal lives.
For this to be a reality, you need to embrace the opportunity and follow the guidelines highlighted. That way, you will feel the value and know not only what makes a great leader, great, but also feel the many benefits and rewards for your effort.