Five Simple Steps For A First-Time Meeting With A Reluctant Coaching Client

Today, most executive coaching assignments are company-sponsored. In fact, coaching has become a sought-after perk and is frequently seen as a prestigious incentive: proof that companies see sufficient value in an executive to want to invest in his or her personalized learning and development.

While most executives value the opportunity, in some situations, being offered coaching can bring up ambivalent feelings. This usually happens when the executive was offered coaching not as an opportunity to grow, but as a last chance to adjust to the company expectations — or even worse, as an apparent maneuver to avoid a possible legal case when the employer considers termination as a course of action. Scenarios like these can make an executive reluctant about the process and unenthusiastic about meeting the coach for the first time for what is called a “chemistry meeting,” which is supposed to lead to a go, no-go decision.

Executive coaches tend to be passionate about their work and very human-centered. They have an innate desire to apply themselves to any assignment and to bring value to the client and the company. Here are some tips to make this crucial introductory meeting between a reluctant executive and a coach result in a decision to move forward with the program:

1. Present yourself as a neutral party. By stressing your neutrality, you create a room for a new relationship to emerge without the emotional debts and complications of the situation between the employer and the executive.

2. Build rapport. Briefly and carefully frame a story about yourself that may strike the interest of the executive. Pick on cues from the common themes you notice. If there is a picture of children in his/her office, mention your own kids. If there is a quality training plaque on the wall, make a point of referencing any experiences you had around that. The point is to build a common ground in the shortest time possible.

3. Invite the executive to briefly share views on their desired outcome of their situation. You want the executive to open up but without going deeply into the situational complexities before you have his or her full commitment to move forward. If you can, share a quick story of a similar situation that you’ve worked on where your client succeeded.

4. Use a bit of inspiration. Mention or recommend an article or a book that they might want to be interested in reading because of a direct relevance to their situation or goals.

5. Close the meeting by agreeing on a reasonably short decision time. Offer them an ability to contact you with questions should they have any. Don’t be afraid to ask, “Can I call you at the end of a certain amount of time if I don’t hear from you?’’ This will create the foundation for an early relationship-like dynamic.

Chemistry meetings are wonderful opportunities to build rapport in what is to become a powerful relationship between a coach and their coachee. Interestingly, the client’s initial reservations or even reluctance, if worked through properly, can transform into commitment and engagement: the cornerstones of a successful coaching intervention.

Originally published by https://www.forbes.com