I’m asking the wrong person the right question.
I had this realization when closing a fruitful executive coaching partnership. In this case, I asked my corporate coaching client, “what could you have done to make coaching even more impactful?” But I should have also asked my client’s sponsor (aka boss) the same question. And I should have asked this question of the sponsor at the outset of the coaching partnership.
As coaches, we need to spend more time on the role of the corporate sponsor in the coaching outcomes we’re working on with our clients. Because they’re the ones who witness the triumphs and struggles of our clients “in the wild,” as I call it.
With this in mind, here’s what I tell sponsors about their role once coaching starts with their team member:
Identify training or mentor relationships to run alongside coaching. Consider this a must-do and force multiplier. Personal growth comes in many forms and skills-based training and mentorship are a necessary complement to coaching, based on individual coachee needs, of course.
Offer perspective on the coachee’s development plan as a sign of your shared accountability for their growth. It’s not intrusive or inappropriate and if you’re uncomfortable doing so, ask yourself why. You’re there to support their specific goals and can with insight into their plan.
Note: sometimes a coachee doesn’t want their sponsor to know about personal conversations taking place with their coach. In instances like this, I counsel clients to version their plan so they can still share with their sponsor while maintaining the confidentiality they deserve.
Ask about themes from a 360 or other assessment the coachee completed. It’s both healthy to do so and a reasonable ask from a sponsor.
Related, know that some coachees share a summary of their 360, for example, with team members, trusted colleagues, or their sponsor. This step – which demonstrates real vulnerability – makes it easier to receive feedback during the engagement and can strengthen bonds within a team as well.
Ask how the coachee will follow up with 360 or assessment participants. This step is part thank you to those who participated in a 360, for example, and part sharing their future development focus with those best able to gauge progress. As a coach, I also provide this guidance to clients.
Invite the coachee to schedule regular time to discuss coaching. Do they prefer conversation within scheduled 1:1s or would they like dedicated time with you? Bring this question to them; don’t wait for them to ask you. And know you can thoughtfully ask about coaching conversations while not breaching confidentiality. Let the coachee decide what they’d like to share and what they prefer to keep private.
Ask colleagues for observations on the coachee during the engagement. Bring these observations – and your own – to your scheduled time. And provide recognition when you see a mindset or behavior the coachee is working to develop. By the way, if this sounds like a good practice to apply to every professional relationship, it’s because it is.
Parting shot: If a coachee is uncomfortable or resistant to sharing about their coaching experience, don't let it go unchallenged. Any hesitance you see serves a purpose and deserves your attention as a supportive sponsor. We rarely get answers to questions we don't ask so don't let any hesitance you experience get in the way of the coachee feeling you care and back them.
Sponsorship is an active role. Now, go ask the right person the right questions.
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