Sustaining the Benefits of Coaching - Periodic Check-ins with a Coach

Periodic check-ins with a coach after the formal coaching sessions have ended offer several benefits that help sustain and reinforce the progress made during the coaching process. Here are some key advantages:

1. Accountability and Motivation

• Regular check-ins provide a sense of accountability, ensuring that you stay committed to the action plans and goals established during coaching. These sessions can serve as a motivational boost, helping you maintain momentum and prevent any backsliding into old habits or behaviors.

  
  

2. Reinforcement of New Skills and Behaviors

• Behavioral change takes time, and periodic follow-ups help reinforce the new skills, habits, and leadership behaviors you developed during coaching. A coach can offer reminders, encouragement, and additional insights to ensure that these changes become fully integrated into your daily routines.

  
  

3. Opportunity for Course Correction

• As you apply what you've learned, new challenges or unexpected obstacles may arise. Check-ins provide an opportunity to reflect on what’s working, what’s not, and make adjustments to strategies or goals as needed. This flexibility ensures that your development remains relevant and effective.

  
  

4. Celebrating Progress and Achievements

• A periodic review with a coach allows you to recognize and celebrate progress and achievements. Acknowledging successes, no matter how small, can boost confidence and serve as positive reinforcement, encouraging continued growth and development.

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5. Continued Learning and Skill Development

• Leadership challenges evolve, and a coach can help you identify areas for further development as you grow in your role. Check-ins provide ongoing opportunities for learning, exploring new perspectives, and receiving guidance on handling emerging situations, keeping your skills sharp and adaptable.

  
  

These periodic check-ins act as a safety net, ensuring that the investment in coaching leads to long-term, sustainable growth and enhanced leadership effectiveness.

Now the question that begs to be answered would be what would the ideal frequency of periodic post-coaching check-ins. Basically, it all depends on individual needs, goals and the specific context, however, we list some common and effective schedules to consider.

1. Monthly for the First 3-6 Months

• Initially, monthly check-ins are recommended to maintain momentum and address any early challenges or adjustments. This frequency allows for timely feedback and guidance as you begin to implement new skills and strategies in your daily work environment.

2. Quarterly for the Next 6-12 Months

• After the initial phase, transitioning to quarterly check-ins helps ensure that the new behaviors are solidified and offers an opportunity to assess progress over a longer period. Quarterly meetings are often enough to provide accountability without feeling overwhelming.

3. Semi-Annual or Annual Check-Ins Beyond 12 Months

• For long-term maintenance, semi-annual or even annual check-ins are suitable. These less frequent touchpoints can focus on high-level reflections, any significant changes or challenges that have arisen, and long-term professional development goals.

  
  

Key Considerations for Check-In Frequency

Listed below a some additional considerations when deciding on the frequency of periodic coaching check-in sessions.

• Complexity of Goals: More complex leadership challenges may require more frequent touchpoints initially.

• Level of Accountability Needed: If you thrive with more accountability, monthly check-ins for a longer period might be beneficial.

• Stage of Leadership: New leaders might benefit from more frequent check-ins, while seasoned leaders may only need occasional guidance.

• Feedback Culture in Organization: If feedback and support are readily available internally, fewer check-ins with the coach might suffice.

  
  

In general, it would be advantageous to have periodic coaching check-ins to follow up with any coaching investment. Doing so would greatly enhance the benefits of coaching and ensure that learning is sustained and the necessary subsequent self-learning and behavioural changes continue to evolve to a greater level of competency.