COACH SESSION PREP

<ol><li>Watch Coaching 411 video.</li><li>Review the answers to your client's Coaching Kickstart.</li></ol>

<h2>COACHING KICKSTART</h2>Please complete the following items at least 48 hours before your coaching session:<ol><li>Watch the video.</li><li>Answer the questions.</li><li>Prepare to share your story.</li></ol>

Coaching 411

What excites you most about being coached?

What are the benefits of proactive coaching? Why is it important to leave room for reactive coaching?

Sharing Your Story

In this session, you'll take ten minutes to share your story. Telling your personal story to your new coach may be a little intimidating, but it doesn’t have to be a big production. The goal isn’t to be comprehensive. It’s to give your coach a sense of what makes you uniquely you.&nbsp;A great method for sharing is the Life Story Layout. Get the framework here: <a target="_blank" rel="noopener noreferrer nofollow" href="https://drive.google.com/file/d/11CxXRMxuqutZX2zWNT03PODKtnhMI1JH/view?usp=sharing">Life Story Layout PDF.</a>Now, you probably can’t talk about all the people, places, and life events you’ve experienced since you will only have ten minutes to share. But the Life Story Layout will help you figure out the key parts of your story to share with your coach.

<h2>FIRST COACHING SESSION</h2>When you talk with your coach for the first time, this is what you can expect:<ul><li>This session will help you answer the question Who is my coach, and what will our sessions be like?&nbsp;</li><li>Your coach will share about themselves and want to learn more about you. Be prepared to share a 10-minute version of your story. </li><li>Your coach will also share what these first three sessions will be like and what you're aiming for by the end of the third session.</li></ul>

SESSION FACILITATION GUIDE

<h3>INTRODUCTIONS – 10 minutes</h3>5 min » Introduce yourself. If you need an idea of what to cover, here’s a list:<ul><li>Highlights of your ministry journey.</li><li>Why you are passionate about coaching.&nbsp;</li><li>Highlight any similarities in your stories after you hear their story.&nbsp;</li></ul>5 min » Explain the purpose of the first three meetings:<ul><li>You’ll share your story. I want to get to know you.</li><li>I’ll learn about your goals and help identify blind spots.</li><li>We’ll set priorities for your growth.</li></ul><hr><h3>START THE CONVERSATION — 40 minutes</h3>Ask them to share a ten-minute version of their story.<ul><li>The goal is for you to get an understanding of who they are and why.&nbsp;</li><li>Listen for personal growth and development opportunities during their story. Ask follow-up questions to gain a better understanding.</li><li>It’s likely they will take more than 10 minutes, but as long as you’re getting to know more about these areas, then that’s great:<ul><li>Family and friendship dynamics</li><li>Faith journey</li><li>Ministry context</li></ul></li><li>Below are optional questions that help you learn more about those areas.</li></ul><blockquote>Optional Questions In case your client needs some help sharing their story…Ask about their family and friendship dynamics.– Tell me about your family. Spouse? Children? Parents? Family-in-law? – Tell me about your closest friends. How often do you see them? What level of relationship do you have? – Is there anyone who knows the “last 10 percent” of you? How did you choose this person to know you so well?Ask about their faith journey.– Tell me about your overall faith journey.&nbsp; – When did they decide to follow Jesus?&nbsp; – Who influenced their faith?&nbsp; – What events were pivotal to growing their relationship with Jesus?Ask about their ministry context.– What led them into ministry? – How long have they been in ministry? At their current church? In their current position? – What do you do, big picture and day to day? What parts come easily? What parts of your job are more difficult? – Who do you interact with in your role? What relationships come easily? What relationships require more work? – What challenges do you face?</blockquote><hr><h3>NEXT STEPS — 10 minutes</h3>1. Choose a consistent meeting time.<ul><li>What day/time works best for both of you?</li><li>What’s your preferred method of contact? Email? Text?</li></ul>2. Give them more context for the next two sessions.<ul><li>I’ll learn about your goals and help identify blind spots.</li><li>We’ll set priorities for your growth.</li></ul>There are two parts to identifying growth opportunities:<ol><li>Personal Evaluation.<ul><li>The Coaching Kickstart in the next module will walk you through a personal evaluation.</li><li>This will help me know what you want to work on together.</li></ul></li><li>Multi-directional Evaluation<ul><li>Multi-directional evaluation helps you identify blind spots.&nbsp;</li><li>Shortened 360 Evaluation will go out to those you work with (peers, supervisor, and those who work for you) to help you see what you’re doing well and what areas could use improvement.&nbsp;</li></ul></li></ol><ul><li>Armed with the information from your Personal Evaluation and the 360 Evaluation, we will create a strategy to increase your personal and professional development.</li></ul>3. Remind them about the Coaching Kickstart.&nbsp;<ul><li>Before the next session and all future sessions, you’ll need to complete the Coaching Kickstart.</li><li>I will send you the link to your next module 10 days before our session.&nbsp;</li><li>The Coaching Kickstart is designed to take 15–25 minutes.</li><li>The Coaching Kickstart is always due 48 hours in advance of the session.</li></ul>4. Last but not least...<ul><li>Leave room for questions from the client.</li><li>Pray for the client.</li><li>Ask them to fill out the Takeaways section.</li></ul>

<h2>AFTER COACHING SESSION</h2><h2>Takeaways</h2>Please fill out the Takeaways section as you wrap up this conversation with your coach.

This is the most important thing I shared with my coach today:

This is one thing I didn’t share, but it will help my coach know me better:


Before you go...

<h4>Help Your Coach</h4>Your coach is passionate about getting better, take a moment to help them by giving your feedback <a target="_blank" rel="noopener noreferrer nofollow" href="https://docs.google.com/forms/d/e/1FAIpQLSeZdSGSdjLKLJxAG32D9ogiL3buqRUfZEV7WfxqpZwh25zqIw/viewform?usp=sf_link">HERE</a>.<h4>Improve the Content</h4>We think you're brilliant, so <a target="_blank" rel="noopener noreferrer nofollow" href="https://docs.google.com/forms/d/e/1FAIpQLSds3T5p4V261_k0Taf4b-nJZx-y-4M1uciKcYSUIV5lhbw4-A/viewform?usp=sf_link">CLICK HERE</a> to answer two short questions that will help us make this material better!

Improve the ContentCoaches, help us make this content better. Please take a moment to give us your feedback <a target="_blank" rel="noopener noreferrer nofollow" href="https://docs.google.com/forms/d/e/1FAIpQLScA2XRNb0BlptcoSIln_4ub1iseGX1a-3uE6ORds8gpUyszow/viewform?usp=sf_link">HERE</a>.<h4>Begin Your Payment Process</h4>Click <a target="_blank" rel="noopener noreferrer nofollow" href="https://irresistible.church/coaching-notes">HERE</a> to initiate the payment process.

<h4>PRIMARY SESSION GOAL | DISCOVER THEIR GROWTH GOALS</h4><ul><li>The main objective of this session is to clarify what the client wants to improve. Most clients know their growth areas and are ready to work on them. However, they may find it difficult to define or prioritize these areas. <a target="_blank" rel="noopener noreferrer nofollow" href="https://res.cloudinary.com/do3xwjhta/raw/upload/v1708972128/uploads/ICN_Simple_360_Process___GROWTH_AREA_SUGGESTIONS_lukfoz.pdf">THIS DOCUMENT</a> serves as a tool to help clients identify and label their development areas effectively.</li><li>By the end of the session, aim to have a prioritized list of the client’s development goals. This helps focus on what they are most eager to improve and what will have the greatest impact on their growth.</li></ul>Coaching Tip |As you begin to build a development plan, prioritize the areas where the client shows the most passion and motivation, as these are likely to see quicker and more effective results.<h4>SECONDARY SESSION GOAL | READYING THE CLIENT FOR A 360-EVALUATION</h4><ul><li>The secondary goal of this session is to prepare the client for a simple 360 feedback process. This process gathers insights from colleagues and supervisors, providing a well-rounded view of the client's strengths and areas for improvement. These insights are crucial for developing a comprehensive growth plan, especially highlighting areas the client may not have recognized.</li><li>Understanding that a 360 evaluation can cause some clients anxiety, it's important to reassure them. Emphasize that the purpose is to enhance their leadership potential by considering feedback from all directions.</li><li>Ensure you're acquainted with the content of the preparatory video the clients will watch <a target="_blank" rel="noopener noreferrer nofollow" href="https://vimeo.com/916807337/2e7a960ad4?share=copy">HERE</a>. It's important to be on the same page for any discussions or questions they might have.</li></ul>Coaching Tip | Make sure to allocate sufficient time (around 10 minutes) to discuss and start the 360 process within the session. Initiating the process during the session increases the likelihood of its completion and effectiveness.

<h2>COACHING KICKSTART</h2><h4>BEGIN WITH THE END IN MIND</h4>In his widely acclaimed book, The 7 Habits of Highly Effective People, Dr. Stephen Covey presents a compelling concept: Begin With the End in Mind. Covey explains,<blockquote>“To begin with the end in mind means to start with a clear understanding of your destination. It means to know where you're going so that you better understand where you are now and so that the steps you take are always in the right direction.”&nbsp;</blockquote>This principle underscores the importance of having a clear goal from the outset, ensuring that every action you take is aligned with your ultimate objectives. This concept is as crucial for your personal development journey as it is in all aspects of life.As you embark on your personal development journey, it's essential to remember that you and your coach are partners in this process, but a clear destination is vital. You and your coach share the same goal: to enhance your leadership skills and maximize your impact. Together, you will develop a personalized plan that leverages your unique strengths and addresses your challenges.This plan will be shaped by two key insights:<ol><li>Yourself: You're the expert on your own aspirations and potential growth areas. Identifying what you want to improve will set the foundation for your journey.</li><li>Feedback from Others: Everyone has blind spots. Insights from colleagues can illuminate aspects of ourselves we might overlook, offering valuable perspectives that can propel our leadership forward. To gather this essential feedback, we'll use a tool called a 360, which we'll explain in more detail later.</li></ol>Getting Started: Before your next coaching session, there's some groundwork to be done. Completing the pre-work below will ensure you and your coach have a productive start, aligning on your goals and how best to achieve them. Please complete these steps promptly, allowing your coach plenty of time to prepare for your coaching session.

<h3>Where do you want to go?</h3>Your answers to the following Personal Evaluation questions will help you and your coach get on the same page about what you want to accomplish and who you want to be at the end of this coaching journey.

Identify the key areas you think are vital for your professional development. How do they fit with your current job and your goals for the future? If you could use some help to start the process look at the list of development ideas in the PDF below.

*Click <a target="_blank" rel="noopener noreferrer nofollow" href="https://res.cloudinary.com/do3xwjhta/raw/upload/v1708972337/uploads/ICN_Simple_360_Process___GROWTH_AREA_SUGGESTIONS_ut50b8.pdf">HERE</a> if you could use a list of development categories to assist in answering the question above.

For the areas of improvement you've identified, think about how enhancing these skills or knowledge could elevate your leadership and influence. How might focusing on these areas not only make you a better leader but also address the current challenges you're encountering in your role?

Personal growth isn't just about what's most beneficial; it's also about what we have the passion and energy to change. Think about how eager you are to improve in each area you've listed. Consider your enthusiasm and energy around each area and identify the top three areas you're most motivated to work on. Explain why you have the most energy around these areas.

Finally, combine your assessments of impact and enthusiasm to prioritize your growth areas. Which three to five areas do you believe will most significantly enhance your leadership when paired with your genuine interest in improving them?

<h2>WHAT TO EXPECT IN YOUR COACHING SESSION</h2>In your next coaching session, your coach will delve into the insights you've provided to identify the most relevant areas for your development. This tailored approach ensures that the focus aligns with what is most important to you.However, self-awareness has its boundaries. Despite our intentions and understanding of areas needing growth, we might miss crucial aspects that we simply cannot see on our own. Those closest to us often perceive our blind spots more clearly. Fostering an environment where they feel safe to share their observations can reveal invaluable insights, leading us to areas of growth that can have a significant impact.After discussing your identified areas for growth, your coach will assist you in initiating a simple 360 evaluation for the upcoming session. This tool is crucial for collecting diverse perspectives from your peers, offering a comprehensive understanding of your leadership strengths and areas needing enhancement.This session represents a move not only towards personal enhancement but also towards cultivating an atmosphere of transparency and development in both your personal and professional life. Becoming a leader who is receptive to feedback is essential for maximizing your influence.

<h2>BETWEEN NOW AND THEN</h2>Whether you're already experienced with 360 evaluations, just starting out, or have only heard bits and pieces about them, we aim to demystify the process for you. To get a clear understanding of what a 360 evaluation entails and how it unfolds, please watch the video linked below:

Additionally, <a target="_blank" rel="noopener noreferrer nofollow" href="https://res.cloudinary.com/do3xwjhta/raw/upload/v1708972608/uploads/ICN_Simple_360_Process___COMBINED_DOC_-_HELPFUL_RATER_CRITERIA_360_EXAMPLE_nfjvft.pdf">THIS PDF</a> will be a valuable resource as you prepare for your 360 evaluation. It includes two key sections:<ol><li>A guide to selecting the 'right' individuals who can provide insightful feedback on your leadership.</li><li>An example of a typical 360 report to give you an idea of what to expect from your report.</li></ol>Start thinking about, or even jotting down, who you'd like to include in your 360 feedback list. The more prepared you are with this list for your coaching session, the smoother the process will be.

COACHING SESSION FACILITATION GUIDE

<h3>START THE CONVERSATION — 10 minutes</h3>Warm-up and Checking In:<ul><li>Begin by creating a welcoming and open atmosphere. A simple question like, "How has your week been?" can open the floor for the client to share recent experiences and current sentiments.</li><li>Follow up with, "What's occupying your thoughts today?" to gauge their current state of mind and any immediate concerns or priorities that might impact the session.</li></ul>Reflecting on Previous Encounters:<ul><li>Express gratitude for their openness and the insights shared in the previous session: "I really appreciate the depth of what you shared with me last time. It's given me a clear picture of who you are and where you are coming from." This acknowledgment not only validates the client's previous contributions but also reinforces the value of their openness in facilitating their personal growth journey.</li><li>In cases where specific events or situations were mentioned in past sessions (e.g., a significant appointment or a challenging work scenario), follow up to show your attentiveness and concern: "You mentioned XYZ last time we met. How has that situation evolved?"</li></ul>Encouraging Further Disclosure:<ul><li>If appropriate, gently probe for any unshared thoughts or updates that might be relevant to their development or the coaching process: "Is there anything you felt hesitant to mention before that you think might be important for us to discuss?"</li></ul><h3>DIG IN DEEPER— 30 minutes</h3>Review Assessment Answers:<ul><li>Begin this segment by reviewing the client's responses to the pre-session assessments. This review sets the stage for a focused and productive discussion. A helpful starting point could be, "Let's look at the key areas you've identified for your professional development. Can you walk me through your thoughts on each?"</li></ul>Clarifying and Expanding Insights:<ul><li>Use probing questions to delve deeper into the reasons behind their chosen areas. For example, "What makes you feel that this particular area is crucial for your growth?" or "How do you see improvements in this area impacting your role and leadership?"</li></ul>Facilitating Self-Discovery:<ul><li>Encourage the client to reflect on their motivations and the outcomes they envision. A question like, "What drives your interest in focusing on these areas?" or “How motivated are you to change this area?" can help them articulate their internal motivations and clarify their goals.</li></ul>Prioritizing Development Areas:<ul><li>Guide the client in prioritizing their identified areas for development. Ask, "Considering your goals and the impact each area may have, how would you rank these in terms of priority for our work together?"</li><li>Offer insight on how to balance their enthusiasm for certain areas with the potential impact on their leadership and job performance, ensuring a strategic approach to their development plan.</li></ul><h3>MOVE TO ACTION — 10 minutes</h3>Express Gratitude &amp; Summarize:<ul><li>Begin by thanking the client for their participation. Quickly recap the main development areas discussed to confirm understanding. "Thank you for your honesty today. You've pointed out areas such as... Does this accurately capture what's important to you?"</li></ul>Seek Confirmation &amp; Make Adjustments:<ul><li>Verify that the summary aligns with the client's goals and ask if any changes are needed. "Would you like to modify any part of this list to better reflect your goals?"</li></ul>Outline Immediate Actions:<ul><li>Explain the next steps in building their development plan, incorporating their priorities and upcoming 360 feedback. "With your development priorities identified, we're halfway to creating your comprehensive development plan. We'll integrate these with insights from your 360 feedback next week to complete your priority list."</li></ul>Reaffirm Support:Conclude with a message of support and encouragement. "I'm here to help you achieve these goals. Remember, you're not on this path alone."

INITIATE A 360

Budget roughly 10 minutesIntroducing the 360 Evaluation:<ul><li>Possible transition statement: "To complete our understanding of your development needs, we'll integrate external feedback through a 360 process. This uncovers insights you might not see, filling in crucial blind spots in your self-assessment."</li><li>Begin by asking if the client has watched the introductory video on the 360 process. If not, view it together.</li><li>Address any questions or concerns they have about the 360 evaluation. Example comment, "It's normal to feel apprehensive about feedback. Rest assured, the 360 process is confidential and designed purely for your benefit." If necessary, you can show them an example of a typical 360 report <a target="_blank" rel="noopener noreferrer nofollow" href="https://res.cloudinary.com/do3xwjhta/raw/upload/v1708972977/uploads/ICN_Simple_360_Process___360_REPORT_EXAMPLE_gmzpl1.pdf">HERE</a>.</li></ul>Guiding the Client Through the Process:<ul><li>Assist the client in selecting 5-7 contributors for their 360 feedback, ensuring a mix of peers, supervisors, and direct reports. Example comment, "Let's identify who from your network can provide meaningful feedback, ensuring we cover a broad range of interactions."</li><li>Help draft an email to these contributors that your client will send using the provided template (see link below), setting a 14-day deadline for feedback.</li><li>Ensure this email includes CC to you and [icn360@irresistible.church] for process transparency.</li><li>Ask the client to send an additional email to [icn360@irresistible.church] with the names and email addresses of the contributors so we know who to contact on their behalf.&nbsp;</li></ul>Post-Email Actions:<ul><li>A contractor will compile the feedback into strengths, growth areas, and additional insights.</li><li>This 360 summary report will be sent back to you as the coach before your next call.&nbsp; You are encouraged to send the strength feedback to your client prior to your next coaching call so they can reflect on the positive feedback.&nbsp;</li><li>Then you will share the growth areas identified in the feedback during your next coaching call and use them to determine the focus for future sessions.</li></ul>

<h2>Preparing for Your 360:</h2>Select Your Raters<ul><li>Create a list of 5-7 people who can provide insightful feedback. Consider direct reports, managers, peers, and others with whom you have a professional relationship. If necessary, review the guidance on selecting the right people for your 360 feedback in <a target="_blank" rel="noopener noreferrer nofollow" href="https://res.cloudinary.com/do3xwjhta/raw/upload/v1708973100/uploads/ICN_Simple_360_Process___HELPFUL_RATER_CRITERIA_rsugug.pdf">THIS PDF</a>.</li></ul>Draft Email for Your Raters<ul><li>Create a draft to send to your chosen raters. Use the provided email template <a target="_blank" rel="noopener noreferrer nofollow" href="https://res.cloudinary.com/do3xwjhta/raw/upload/v1711373827/uploads/ICN_Simple_360_Process___EMAIL_TEXT_g8usgo.pdf">HERE</a> as a guide.&nbsp;</li></ul>Email your raters and ICN<ul><li>Email your raters promptly after your session to allow maximum time for gathering feedback. Make sure to include a deadline for feedback and CC both your coach and [icn360@irresistible.church].&nbsp; The deadline should be 14 days from the day you send the email.&nbsp; To complete this process before your next coaching session, you must initiate the process promptly.&nbsp;&nbsp;</li></ul>After sending this email, forward the list of raters and their email addresses to [icn360@irresistible.church] to initiate the 360 process.

FINAL INSTRUCTIONS

<h3>Initiating the 360 Process Notification</h3><ul><li>After your session concludes, promptly email us at [icn360@irresistible.church] to inform us that the 360 process has been initiated with your coaching client. Please include the date of your next coaching session in your email. This information will assist us in setting a firm deadline for the completion of all necessary feedback collection and analysis.</li></ul>Hey ICN, Just wanted to let you know I just finished Onboarding Session 2 with [NAME]. You should expect to hear from them on their 360 raters shortly. We are scheduled to have our next coaching session on ??/??/??.Thanks,[Coach Name]

<h2>TAKEAWAYS</h2>Please fill out the Takeaways section as you wrap up this conversation with your coach.

Please identify and prioritize the areas of growth and development that you wish to explore with your coach. Start with the area you most want to address and continue in descending order of importance.

<h4>Help Your Coach</h4>Your coach is passionate about getting better, take a moment to help them by giving your feedback <a target="_blank" rel="noopener noreferrer nofollow" href="https://docs.google.com/forms/d/e/1FAIpQLSeZdSGSdjLKLJxAG32D9ogiL3buqRUfZEV7WfxqpZwh25zqIw/viewform?usp=sf_link">HERE</a>.<h4>Improve the Content</h4>We think you're brilliant, so <a target="_blank" rel="noopener noreferrer nofollow" href="https://docs.google.com/forms/d/e/1FAIpQLSfKOVRGRzD-dqGUMGBQbuNO8Xafml8aw5HNyOFn0f1q_1p6iw/viewform?usp=sf_link">CLICK HERE</a> to answer two short questions that will help us make this material better!

<h4>Improve the Content</h4>Coaches, help us make this content better. Please take a moment to give us your feedback <a target="_blank" rel="noopener noreferrer nofollow" href="https://docs.google.com/forms/d/e/1FAIpQLSdzBhiYHHjwt5hZVm6Q3ELiFiNIeyy4yo80S6g3Z9Sl2WiFZw/viewform">HERE</a>.<h4>Begin Your Payment Process</h4>Click <a target="_blank" rel="noopener noreferrer nofollow" href="https://irresistible.church/coaching-notes">HERE</a> to initiate the payment process.

Personal Development Goals

ACTION ITEMS<ul><li>Review the 360 Evaluation Results: Familiarize yourself with your client's feedback to offer insightful observations.</li><li>Assess Self-awareness: Cross-reference the 360 results with Assessment #2. Determine how cognizant your client is about their areas needing improvement.</li><li>Develop a Priorities Document: Use the insights from the 360 evaluation to detail developmental areas.</li><li>Growth Area Identification: From your analysis, earmark a few potential areas of growth. Decide on one specific topic to delve deeper into during your subsequent session.</li></ul>Coaching Tip | Remember none of us can truly focus on more than one or two areas at a time. Some clients will want to try and improve on every area that was mentioned in their feedback. The truth is people can only improve one or two things at a time. REMINDERS FOR THIS SESSION<ul><li>Empathy is Crucial: Keep in mind this session can be challenging for your client. Hearing constructive criticism can stir up all kinds of fears,&nbsp; insecurities, and emotions. Approach the feedback with kindness and understanding.</li><li>Be Aware of Personality Types: Individuals with perfectionist tendencies, such as Enneagram Type 1, might find this session particularly challenging.</li><li>Be prepared to Pastor: &nbsp;Throughout the session, you may be called on to play a pastoral role. Remind them of their inherent value and identity in Christ, and that part of our growth is to become increasingly more like him, not just a new leader.</li></ul>

<h2>COACHING KICKSTART</h2>Please do the following at least 48 hours before your coaching session:<ol><li>Review feedback from one section of your 360 that your coach will send you in advance.</li><li>Read Why the Best Leaders Use 360 Evaluations.</li><li>Answer the 360 Prep Questions.</li></ol><h3>Why the Best Leaders Use 360 Evaluations</h3>We all yearn to become the best versions of ourselves, both personally and professionally. But our ability to acquire the necessary knowledge for our growth and development can be hard to come by. That’s why the best leaders use 360 evaluations– they want knowledge that helps them grow and, specifically, shows them what they can’t see themselves.&nbsp;Even the most motivated and self-aware leaders have blind spots that cloud our perception of what needs improving. These are the areas that we don’t even realize are hindering us.&nbsp;Now, the funny thing about blind spots is that we can see them for others, but it’s much harder to see our blind spots without help. It's like seeing a roadblock in someone else's path but having a foggy windshield when it comes to our own journey. As time goes by and our roles grow more intricate, these blind spots become even trickier to spot. We're so immersed in our work that we sometimes miss the very things holding us back.&nbsp;But guess what? The people we work alongside day in and day out hold the keys to revealing those blind spots and showing us the path to reach our full potential. Their feedback is like gold.We all know that hearing constructive criticism isn't always a walk in the park. It can be uncomfortable, maybe even a bit nerve-wracking. But here's the truth: that discomfort is the sign of growth knocking on your door. The pursuit of growth is a journey fueled by courage, where limitations are challenged, and feedback is our guiding star. By embracing feedback, we are on the path to becoming even better leaders.&nbsp;So, embrace the transformative power of feedback, and become the leader you were meant to be.

What did other people say that I’m good at?

What do you think other people will say are the areas you need to grow in? 

<h2>COACHING SESSION</h2>This session will help you answer the question How can I increase my effectiveness as a leader?&nbsp;<ul><li>For the majority of this session, you'll discuss your 360 Evaluation feedback to identify development opportunities.</li><li>At the end of the session, you and your coach will decide which development opportunities to prioritize and how to move forward.</li></ul>

<h4>START THE CONVERSATION — 5 minutes</h4><ul><li>Build rapport: Begin the session with a warm and comforting catch-up time.</li><li>Highlight Positive Feedback: Begin the discussion by emphasizing the positive feedback. Ask them what (if any) positive feedback meant the most to them and why. Make sure they have received the ‘gifts’ they were given by others and not just racing past them to discover the growth areas</li></ul><h4>PREP THEM FOR THEIR 360 RESULTS — 5–10 minutes</h4><ul><li>Value Reminder: Remind them why discovering what’s in your blind spot is so important.<ul><li>Great leaders know they’re not perfect, and that they will never be perfect.&nbsp;</li><li>Leading means people are following you, and this feedback shows how those people around you experience you.&nbsp;</li><li>You can’t lead others well if you don’t know how to be more effective from their perspective not just yours.</li></ul></li><li>Share Personal Experience: If applicable, provide insights from your personal experience with 360 evaluations, how it affected you at the moment, and how it provided long-term benefits.</li><li>Feedback Perspective: Remind the client that their contributors are people who are motivated to help them.&nbsp; The strength areas already reveal that they are fans, and growth areas are to help you get better.</li><li>Predictive Feedback Review: Before we even go over the results, let’s talk about what you predicted others might say on your 360 in your answer to assessment question #2.</li></ul><h4>DIG IN DEEPER— 25 minutes</h4><ul><li>Review the feedback in the growth area category of the clients 360. Focus on themes that have multiple comments saying roughly the same thing. Help them not to focus on a single comment as that is likely more about an individual's preference versus a true growth area to focus on.</li><li>After you’ve reviewed the feedback, ask these questions:<ul><li>What are you hearing?</li><li>Do you agree?</li><li>Does this surprise you?</li></ul></li></ul><h4>DEVELOPMENT PRIORITIES — 15 minutes</h4><ul><li>Work with the client to select the top 3-5 things to work on. Allow the client to drive the conversation unless they ask for your input. If they have trouble prioritizing feel free to add your observations, “After hearing what you want to work on and reviewing your blind spots, this I would suggest we prioritize the following for your development.”</li><li>Add the additional insight gained from the 360 to the overall development plan you began for the client in the previous session. Click <a target="_blank" rel="noopener noreferrer nofollow" href="https://res.cloudinary.com/do3xwjhta/raw/upload/v1696539297/uploads/ICN_Development_Priority_Assessment_FINAL_wfdczv.pdf">HERE</a> for the document listing possible development categories.</li><li>Using your suggested list, discuss the importance, urgency, and sequence in which they'd prefer to tackle these growth areas.<ul><li>What feels important but not urgent?</li><li>The order of the top 3 priorities— what do you want to work on first?</li></ul></li></ul><h4>MOVE TO ACTION — 5 minutes</h4><ul><li>As a final step in the process, the client should take the list of development priorities to their supervisor and ask for input.&nbsp;<ul><li>Discuss how the client can talk about what they’re learning with their boss— the goal is to bring the boss into their development process, not tell the boss exactly what they’re doing.</li><li>Ideal client posture with boss: “These are the top five development priorities that I’ve identified with my coach after the first three sessions. Would you prioritize them differently? From your perspective, what is the highest priority for my development?”</li><li>Discuss any hesitations the client might have talking with their boss about their development priorities.</li></ul></li><li>Determine the topic for the next session so you don’t waste time waiting to hear back about their meeting with their boss. If they contact you and want to change it, though, be flexible.</li><li>The client needs to fill out the Takeaways section. Reminder: this will help them see their progress over the next several months.</li><li>Pray for the client.</li></ul>

<h2>AFTER COACHING SESSION</h2><h3>Next Step</h3><h4>Within the next week:</h4><ul><li>Schedule a meeting with your supervisor to discuss your development priorities and get their input.</li><li>Make sure to reach out to your coach if the meeting with your supervisor alters the development plan significantly from where you left it at the end of the session.</li><li>Plan to share the top three development priorities with your coach after finalizing them with your supervisor. </li></ul>

<h2>Takeaways</h2>Please fill out the Takeaways section as you wrap up this conversation with your coach.

These are the top five priorities that I will talk about with my supervisor:

This is who I am going to talk with about my top five priorities within the next week:

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