What’s Better Today?

How to Grow and Learn into the Leader You Can Be

What's Better Today? Book Cover

I’ve been coaching and mentoring other people for more than 20 years now. And in that time I’ve devoured many books and development materials on coaching, striving to be better as a coach.

But then I realised that none of the books was written about being a coachee. And almost every new client I work with needs help and guidance in getting the most our of their own coaching because, for most people, being coached is a new experience. I trawled through my own notes from clients I have worked with, discussed this at length with fellow coaches and this guide is the result.

“What’s Better Today? How to Grow and Learn into the Leader You Can Be” is the missing guide. In Part One, “Starting Out” – you will learn if you are ready to be coached, and if so, what sort of coaching will work best for you right now and thus how you can go about choosing someone to work with.

In Part Two, “Grow and Learn” – you’ll learn how to get the very most you can out of your coaching. I’ve put together a structured framework with templates that you can use to both shortcut your coaching and get the results you want as quickly as you want.

In Part Three, I share about “Wrapping Up” your coaching effectively so that you, and your coach, continue to learn from the experience.

The templates I share in this book are all available for your use through Evernote. I’ve used Evernote because it’s available on all major platforms, and you can save the templates to your own (free or paid) Evernote account – once there, you can fill in the templates easily keeping your own record to easily share with your own coach.

I know that you will find this guide book useful in your development and I welcome your feedback, suggestions and I love to hear of your successes.

Be greatly blessed.

Dr John. Kenworthy

The Three Phases of a Coaching Relationship

As time passes, the coaching relationship will find its own balance as coach / coachee will get to know each other. Effective communication and good feedback are the keys to make it work and to ensure that time is used both effectively and efficiently. Every coaching relationship goes through three phases over time, and this field-guide is divided into the three parts of these phases:
Starting Out, Learn and Grow and Wrapping Up:

Part One – Starting Out

  • Initial contact
  • Building rapport
  • Defining objectives
  • Clarifying roles
  • Setting goals
  • Discussing mentoring agreement

Part Two – Learn and Grow

  • Developing the relationship
  • Process of goal setting, action planning, implementing and reviewing
  • Overcoming obstacles
  • Problem solving
  • Development and growth

Part Three – Wrapping Up

  • Evaluation of process
  • Acknowledgement of contribution
  • Closure and celebration

Continuous monitoring and reviewing

Monitoring and reviewing the relationship should be done at regular intervals to evaluate how the relationship is progressing. Ideally, during a 12-month programme the reality check should be done at least every 3 months or so.

Reviewing the relationship acts as a reminder to both parties of its goals and addresses any difficulties. This fine-tuning exercise is good practice and improves the relationship.

Useful Questions

  • What do I think about my coach?
  • What is working well and why?
  • Is there anything that can be improved?
  • Are we communicating effectively?
  • How can we improve the communication?
  • Can we optimise the time we spend together?
  • What changes should we consider making so that things work better?
  • What are we spending too much time or too little time on?

If the coachee is keeping a learning log or a diary (something I cannot recommend enough!) it should be easy to identify the main outcomes and the learning points. It should also be easy to establish the stage of the coaching relationship.

Some programmes run for a set period of time and are related to specific outcomes. However, the coachee may wish to terminate the relationship because the objectives have been achieved. The coachee may also wish to terminate earlier for the opposite reason. This is when coach /coachee do not work well together, causing the relationship to come to a halt. Whilst a discussion should take place between coachee and coach, the programme co-ordinator should also be advised so that a replacement may be found.

Concluding the relationship

A more formal review should take place at the end of the programme, irrespective of whether the goals have been achieved or not. This is an opportunity to reflect on the results, celebrate successes, recognise learning. The important thing is that the relationship ends with positive feelings on both sides.

The end of the programme does not mean the end of the relationship. Many couples continue working together, meeting perhaps less frequently and more informally.

Very often it is at this point that many coachees consider passing on the knowledge and skills they gained by becoming coaches and entering into a new relationship.