ICF Core Competency: Facilitating Learning and Results – Planning and Goal Setting

Planning and Goal Setting in coaching is an iterative process.  While the initial plan and goals are established early, often at the beginning coaching sessions, these may be adjusted as the client experiences new learning, insights, and growth.  What does this involve?

10. Planning and Goal Setting—Ability to develop and maintain an effective coaching plan with the client.

1. Consolidates collected information and establishes a coaching plan and development goals with the client that address concerns and major areas for learning and development.
2. Creates a plan with results that are attainable, measurable, specific, and have target dates.
3. Makes plan adjustments as warranted by the coaching process and by changes in the situation.
4. Helps the client identify and access different resources for learning (e.g., books, other professionals).
5. Identifies and targets early successes that are important to the client.

Retrieved from ICF Core Coaching Competencies.

A good starting point for a coaching plan, especially for leaders at all levels, is a 360 degree feedback assessment which can provide relevant and current information about the leader’s competencies as perceived by the key people she is working with day in and day out.

Nevertheless, performance feedback through performance appraisals can also provide key inputs.  What’s important is that the leader has a more robust base of information to start with and accelerate insights when determining the priorities for her coaching plan and goals.

One excellent 360 degree feedback assessment is the Leadership Circle Profile^TM.

The  Leadership Circle Profile^TM. is the only 360 degree profile that measures both competency and underlying assumptions and it does so in two primary leadership domains: Creative Competencies and Reactive Tendencies.

Creative competencies are “competencies that measure how leaders achieve results, bring out the best in others, lead with vision, enhance your own development, act with integrity, and encourage and improve organizational systems.”

Reactive tendencies are “leadership styles that emphasize caution over creating results, self-protection over productive engagement, and aggression over building alignment. These self-limiting styles overemphasize the focus on gaining the approval of others, protecting oneself, and getting results through high control tactics.”

Click here for a quick look at an example Leadership Circle Profile graphic.

To learn more, check out the Leadership Circle Profile^TM Test Drive or visit the  Leadership Circle Profile^TM. website.

The  Leadership Circle Profile^TM. assessment is available in the Philippines through Catalyst Leadership. Interested parties may contact Cliff Scott, Director at Leadership Circle Philippines and Managing Director at Catalyst Leadership.

For other countries, please visit Leadership Circle Profile^TM for contacts in your country.

Click here to see the 11 ICF Core Coaching Competencies in this blog.