Here's an example of good practice in goal setting, where we see a coach dealing effectively with a goal that threatens to
be too vague.
COACH
Hello, Tim. So we've got a relatively short session today. What is it you want to get from the session?
CLIENT [COACHEE]
Well, I've been feeling generally dissatisfied recently. I don't quite know what it is, but I need to get more satisfaction
at work.
COACH
OK. So you're feeling vaguely dissatisfied.
CLIENT
Exactly, yeah. Yeah.
COACH
So that's quite a vague subject actually. I'm just wondering if we can get a bit more specific, what is it that you want to
look at?
CLIENT
I guess it's to identify what's missing.
COACH
Identify what's missing?
CLIENT
Yeah, identify what's missing at the moment, because my role hasn't necessarily changed recently. And I've been very happy
in that role generally, but something's not quite right.
COACH
Something's not quite right.
CLIENT
Exactly.
COACH
So if we were to get really goal-focused for this session, what is it you'd want to be taking away?
CLIENT
Well, what I would like to know is, what is it? What is it that's missing, and therefore, what can I do to become more satisfied
in my role again?
COACH
OK. So as I hear it, what we're trying to do is look at what might be missing and causing you dissatisfaction, and identify
a step towards getting what you want.
CLIENT
Exactly, yeah. Exactly.
COACH
So if you just summarise that back for me – exactly what you want to take away.
CLIENT
Yeah, so what I'd like to do is take a look at things, understand what it is that's maybe missing at the moment, and get a
clear step towards getting it back.
CLIENT
OK. So that's what we're going to do – look at what's missing and look at the next step to get it back.