“Visioneering is the course one follows to make dreams a reality”, writes Andy Stanley in his book, Visioneering. The formula he shares is “visioneering = inspiration + conviction + action + determination + completion. We all end up somewhere in this life and some will end up at a place on purpose. “

I don’t know about you, but I choose to be among those who end up at a place on purpose.  When God plants a vision in our hearts, and we discern and obey, we find ourselves on a journey of great anticipation, not an easy journey, yet one of great hope and excitement.  Our God is the CREATOR of the universe and what a privilege, an honor that He chooses to do His work through us.  Surpora, a seventy year-old, energized, retired VP of Nursing and Certified Christian Life Coach through our program, said that she knew God was calling her to step out and do more! She wasn’t ready to retire and she hopes that she will be here long enough to “use all her talents and abilities” and leave them here on earth before she goes to her heavenly home.  What an inspiration and blessing she has been to me, and to others at CCI.

How Do Christian Life Coaches Help Clients in Visioneering?

As Christian life coaches work with clients in visioneering, we know that we must first help our clients create a clear picture of what could be and then to help them align their vision with their core values and continue to hold that vision for them.  In Visioneering, Andy Stanley writes, “encourage them to look beyond what is, and paint a picture of what could be –  and in some cases – what should be.  That is creating a vision.”  He continues to share the following instruction on “how”  to bring the vision into focus and weave it into our daily lives:

1. PASSION: Vision evokes emotion. There is no such things as emotionless vision. Vision is always accompanied by strong emotion. And the clearer the vision, the stronger the emotion.

2, MOTIVATION: Vision provides motivation. The mundane begins to matter. The details, chores, and routines of life begin a worthwhile means to a planned-for end. Vision-driven people are motivated people.

3. DIRECTION: Vision serves as a road map. Vision simplifies decision-making. Anything that moves us toward the the realization of our vision gets a green light. Everything else is approached with caution.

4. PURPOSE: Vision translates into purpose. A visions gives you reason to get up in the morning. If you don’t show up, something important  won’t be accomplished. Suddenly, you matter – alot!  You have a reason for getting up, and showing up!

God calls us to do His Work and He has a plan for each person in the universe.

I love what John Maxwell writes in his book,  Cure for the Common Life,  “You are heaven’s Halley’s comet; we have one shot at seeing you shine. You offer a gift to society that no one else brings. If you don’t bring it, it won’t be brought.”   “As Christian life coaches, we seek to honor the calling God has on each individual and we encourage them to honor that which God is calling them to do.  God has a vision for each life , and He needs each of us to do our part and to be obedient to what He wants to do in and through us.

God made each of us and then He broke the mold. There is only one me and He knows me, loves me and has a plan just for me.  How special is that to know?  “The Lord looks from heaven; He sees all the sons of men. From the place of His dwelling, He looks on all the inhabitants of the earth; He fashions their hearts individually: He considers all their works”. Psalms 33:13-15

What is the vision God is calling you to? What can He do in and through you for His Glory in this broken and pain filled world? What does it look like? What does it feel like?  And, what is your answer to His calling, His vision for your life?

SMART Goals Help Build a Successful Coaching Practice

Are you a coach working to build your coaching practice? Smart coaches recognize the need to spend time in goal setting. And, as Christian coaches, we want to be prayerful and seek God’s guidance to make sure we are following His plan, and not giving God our goals and asking Him to bless them. Goals are not carved in stone, they are open for review and revision.  God typically doesn’t show us the entire plan at first, and His plan unfolds daily.

“So whether we are at home or away, we make it our aim to please Him.” 2 Corinthian 5:9

SMART Goals in Coaching – How to Set Them

SPECIFIC: As you are prayerful and seeking guidance in this area, here are a few questions to consider.  After you have identified your coaching niche, then specifically, how many clients will you be working with on a monthly basis? How many hours a week will you spend in coaching?  How much will you be earning each month from coaching clients? How many hours each week will you spend on admin, marketing, accounting, etc? Coaching is also a ministry for Christian Coaches as we seek to live the Greatest Commandment to love God and love others, so include the time for ministry, community and volunteer activities.

MEASURABLE: How can you track and measure your progress? What are some indicators that identify when you have reached the goal? Ex: Many coaches share the goal, “I want to grow my business/ministry.” How much, how many, and how will you know when you have grown your business?  When you measure your progress, you stay on track, reach your target dates, and experience the feelings of success that creates more momentum to take more action. And then, don’t be surprised when God expands the goal when the business is for His Glory, and not yours.

ACHIEVABLE: Sometimes the goal God has for us is much bigger than we imagine. So, by man’s standards, it may not look achievable but our God is a BIG, BIG God, and if He has given you a BIG vision then He will bring people and resources into your life to support the vision and help you.  If you are a new coach and establishing your coaching business/ministry,  start where you are and build.   If you have 2 paying clients today, it is realistic to set a goal to have 10, and adjust the number as you move forward. To go from 2 clients to 10 clients in 3 months for most new coaches is achievable.

REALISTIC: Are you willing and are you able are a couple of questions to consider around this SMART goal setting process. Yet, we know GOD is able when we are not; I feel that our willingness to be obedient to God is the most important posture of our heart. Think about when have you might have accomplished a similar goal in the past and reflect on that time. Although “realistic” is important, it is also a good idea to stretch the goal and step outside your comfort zone to add a little “risk” along with “realistic”!

TIMED: A part of the goal setting strategy is that a goal should be grounded within a time frame because it creates a sense of urgency. If you want to lose 5 pounds, when do you want to lose it by? If we hear the response “Oh, I don’t know” then most likely we know the possibility of losing those 5 pounds anytime soon is unlikely.  “Someday” won’t work. However, if the person gives an answer within a time frame, “by April 1st”, we sense a plan unfolding to achieve the goal. Keep in mind that God usually doesn’t give us a time frame, He gives us a vision, and patience in understanding that His timing is different from our and His ways are different from our ways. (Isaiah 55:8-9)

SMART Goals Help Coaches Walk the Talk

As coaches, we work with clients to help them achieve their goals, and we also want to “walk the talk” and set SMART goals for ourselves and our coaching business/ministry. Most importantly, as Christian Coaches, we want to stay in prayer seeking God’s guidance as we step forward boldly to work toward achieving goals that glorify God.

What SMART goals do you have for 2011? Who do you have to support you and hold you accountable?

As Christian coaches there is much that we must consider when we begin working with our clients.  Coaching is not a job that should be taken lightly.  We must always keep some things in mind, including the three C’s of Christian Coaching.  Say that three times fast!

The Character of Christ Jesus, Competencies and Being Coachable

First, let’s consider our character. Especially as a Christian coach we must remember that our character should be top notch.  We after all should be representing Jesus Christ above anything or anyone.  We therefore, in many cases, are being Jesus himself to others.  How would you describe the character of Jesus and how do you role model these traits to your clients?  Remember this as you coach.  In Laurie Beth Jones book, Jesus as Life Coach,  she writes about the empathic listening of Jesus and the art of asking powerful questions, which are  two key skills in coaching.  From carpenter to Savior, Jesus first transformed himself, then the world.

Next, let’s consider our coaching  competencies (also known as Coaching Masteries) and the importance to study, learn and grow in the these skill areas.  There are nine IAC Coaching Masteries. Watch for future posts as we explore these 9 masteries in greater detail. These include:

1. Establishing and maintaining a relationship of trust.
2. Perceiving, affirming and expanding the clients potential.
3. Engaged listening.
4. Promoting the present.
5. Expressing.
6. Clarifying.
7. Helping the client set and keep clear intentions.
8. Inviting possibility.
9. Helping the client create and use support systems and structures.

The third C is coachable.  Yes, a coach too needs to be coachable.  A coach is always growing.  This includes our own walk of faith,  growing deeper in our faith, and  remaining coachable. What does it mean to be coachable?  Coaches are continuous learners about themselves, and their experiences and they work to enhance their skills unceasingly.

When working with corporate coaches who mainly coach employees for  performance improvement, one of the first myths to address is “coaching is giving feedback”.  Not!   Feedback is only part of the process in coaching for performance.

A frequently asked question is “How can you simplify the process of giving feedback?”

I suggest the following easy 4 steps:

1. Ask for permission to give feedback.  (ex. John, may I talk with you about the meeting this morning?” ) Yes, you read correctly. I suggest you ask the employee if you can speak with him about the situation. And what if the employee says no?  Well, asking permission lets the employee know up front that you have feedback and if you consistently ask, whether it is constructive or positive, this builds trust between you and the employee.  If the only time you ask to give feedback is when it is constructive, then you are right, the employee is going to think “oh here we go again – always something negative”.   Ask consistently and build a trusting relationship. And, it is ok if the employee says “now is not a good time” because you can let them know there needs to be time set aside, and you can respect that now may not be the best time. Follow up with,  “when will be a good time, this is important.”  Get it on the calendar.

2.  Describe the employee behavior, whether positive or constructive. For example, “From my observation, John, when you posted the powerpoint on the resource page, you (fill in the blank – describe what employee did)

3. Describe the impact (did it have a negative or positive impact). In one or two sentences, no need to go on and on. Make your point.

4.  Either ask for response or encourage to continue.

If constructive:  Ask for a response and then be silent – let the employee respond ( ex. How can you approach it differently next time?) If positive feedback,  then simply encourage the behavior to continue  (I appreciate the extra time. Thank you) And, remember all constructive feedback should be given in private and that goes for the corporate world or in a family situation,  like giving feedback to your children.   Keep the constructive feedback focused on solutions and not the person.

If positive: Positive feedback, on the other hand, is very acceptable in public,  a pat on the back is always good to hear among a peer group.  Yet, some still prefer to receive positive feedback in private.  Not all employees are equal in how they receive praise.. get to know each employee .. if in doubt, ask.  Oh, and for the DISC fans out there, if you are a manager of parent of a High I, they love to receive appreciation in public.  In fact, it is one of the best ways to motivate a High I…. appreciation.

Stay tuned for future article on how to receive feedback.