In addition to what is described in the post I also look for the following:

- A willingness to change and grow;

- Ability to be self-reflective;

- A desire for more than just fixing a problem;

- Some sense of or openness to an interior life;

- A willingness to work at least as hard as I will;

- Not taking themselves (or me) too seriously;



My first thought about how to share my reservations that someone is not yet ready for coaching is a question and contradiction. Is it possible to coach someone to see that they aren't ready for coaching and then help them find what might be appropriate help. I also think a conversation about the distinctions between coaching, mentoring, consulting, counseling, and spiritual direction might give them more insight as to what would be most helpful. I might also consider a brief follow up letter confirming that there is no ongoing relationship and providing resources and referrals.

The ownership point is especially important. I can imagine coaching scenarios where the client is expecting the coach or other colleagues to take on the brunt of the work. Without a strong sense of ownership and drive, the client will likely not be successful. At the same time, I'm glad humility is listed as an important trait. There needs to be a balance between claiming the issue as one's own and being open to growth.



In determining if a client is ready to be coached, I would look for flexibility, adaptability, good listening skills, and an eagerness to enter into the process. If a client is not in this space yet, I would have a direct conversation with them to talk through next steps.

I guess my thoughts about if a client or person is ready to be coached would be....



1. Open to a journey rather than a quick "fix it' type approach.

2. Someone who is certainly thoughtful and self-reflective.

3. Open to change

4. Excited about a new future or at least changing things up

5. Is a go-getter or at least energy to pursue change



My reservations would be....



1. Someone who is a "know it all" and who thinks they are experts but in a harsh way not in a thoughtful way.



2. Someone who is very negative and or too cynical



3. Not willing to explore new possibilities



4. Someone who is "too needy" or at least someone who assumes that I will do all the work and follow up and research for them.



I think I would go through a few sessions and if I notice some major red flags I guess maybe have a conversation along the way. But I would hope that an initial conversation or interview at the outset would help prevent any problems later.

This is a really helpful list and these five areas really cover it. In my own words I would look for this in client readiness: motivation, self-awareness, knowledge and appreciation of the coaching relationship, determination, and a willingness to take risks, fail and learn. In my work with cohorts I have found the initial one-on-one meeting as a helpful way to ascertain client motivation and investment.

One thing that has helped me in our training is when we have talked about "dialogue partners" and made this distinction from coaching. I think a lot of people just want someone to talk to and don't necessarily want or intend to set or achieve goals. Watching for signs of being a "dialogue partner" is a good "red flag" to whether this is someone who wants a coach.

I like Mike's - sense of or openness to an interior life. I think so much of this is being willing to shift perspective and self-narrative and if someone doesn't seem to have a sense or curiousity about that, I think it would be hard to coach them. The ability to articulate and explore what they want to achieve or change I think is important. If we can't come to some clarity to help guide us, it will be hard for coaching to be effective.



In terms of not being ready, I think having introductory conversations about what coaching is and isn't is important to do in the first meeting or pre-meeting. I think also addressing any lack of engagement or ability to take responsibility quickly (if it comes up) is important.



I disagree with regards to Carl's comment about conversation partners. I think someone can be receiving coaching in a conversation partner like relationship if I remember that my role is to ask questions that prompt self-awareness, discovery, new knowledge. My experience of coaching is that I don't always have a concrete goal outside of myself that I working on but I am still evolving during our sessions.

I think the thing I would look for in a client, besides the things that have been mentioned above, is just a willingness to change. Sometimes we just aren't willing to risk the challenges and frustrations that we don't know, for the challenges and frustrations that we already have. If a person is simply not open to new experiences and willing to experiment, no amount of coaching will help.

Along with that, I think there also has to be an openness to the possibility of failure and to learning from those failures to see what else might be possible. If a person is not willing to try anything for fear of failing, then it will be impossible for that person to experience any movement.

What are some of the traits you look for to determine if a client is ready to be coached?

If you feel that a client isn't ready, when and how would you share your reservations?

1. Are they really looking to be transformed, to embrace necessary changes.

2. They are ready to put the time, creativity, energy, and effort into coming up with the the answers, and take ownership of the tasks that need to be done -vs- rely on the coach to be the answer giver and planner.

3. They are ready to make time in between coaching sessions to be accountable for getting things done (including involving others who can assist with accountability and the work)



If ANY of this is missing, then the first step would be to ask what is stopping them...ask questions to make them dig deeper into what is blocking their thoughts, actions, and willingness to change.



If the client has had success in the past with coaching, it could be the approach the coach is taking or questions being asked. So asking the client what the coach has done/said in the past that has helped them...and what has not.



Finally, if all else fails...it may be the wrong time for the client to be coached. They may benefit from some other helping service (mentor consultant, therapist), another coach, or to disengage for a time if their schedule/life circumstances are a big barrier to the work.

If someone doesn't do the prework between sessions and tends to have excuses, I would ask what is keeping them from completing the work and whether this is the right time to embark on coaching. I might suggest that if they are are able to name it or make excuses suggest they take some time to determine if this is a priority or if there is something else that they want to focus on. I would also ask if they think I'm a good fit for them, so that if there is some underlying piece that is hindering their progress we can address that as well.



Also, if I felt that what they were looking for was a therapist or consultant I would again describe the coaching relationship and offer what the other two offer and get clarity from client what is the best path for preferred outcome.

If you feel that a client isn't ready, when and how would you share your reservations?



I think it is very important if I don't feel the client is ready for coaching is to take the time right away to discuss it with them. As much as I would love to steer them towards being ready for coaching, they need to be ready or they will not respond to coaching.



I would hope to talk to the person over phone over zoom, so I could see or hear their reaction. It wouldn't be about shaming them but just telling them what i am noticing and asking how they are feeling. Maybe they are really stressed and right now isn't the time. If we approach them about it they might be able to recognize this fact and then set themselves up for success later on. I think letting them know that Not now is a good answer and doesn't mean they failed but that right now isn't a good time for them.

Curiosity and commitment are the two primary factors that come to mind when I think of a potential client. I'm looking for clients who are genuinely curious about the coaching process, if they've never experienced it, and for clients who are curious about the impact it can have on their personal & professional lives. This helps fuel the fire within them to start the coaching journey and pursue genuine change. This curiosity also leads to a commitment to seek change in their lives, to explore new opportunities, and seek new perspectives. Without a commitment to these things, the client will quickly fizzle out and lose all pretenses to wanting to have a healthy coach-client relationship.

If I find a client isn't ready, it's incumbent upon me as the Coach to hold them accountable to this fact and address it with them immediately.

Some of the traits I would look for in determining if a client is ready to be coached would be:

1. They have an excited energy and eager anticipation of learning new things about themselves and aren't shy about asking questions and formulating new thoughts on what is being discussed.

2. The client exhibits a willingness to take the lead in the coaching process.

3. The client is not hesitant to take ownership of their actions, either negative or positive.

4. The client is not dependent on looking to the coach to take the lead or come up with directives or answers.

5. The client shows an inner fortitude in pushing through difficult conversations and awareness and sees the process as "worth it" to get to their preferred future.

6. The client doesn't see themselves as lacking if they don't have answers or direction but instead are eager for the opportunity to discover new ways of gaining insight and awareness.



The client isn't ready when ....

1. They consistently demean themselves and the coaching process.

2. They constantly second guess themselves and are apologetic for "not knowing"

3. Blame shifting

4. Try to take a back seat to the coach

5. Ready to "quit" when they find it hard to push through negative beliefs about themselves and others.

6. They remain "stuck" in an old pattern of "playing it safe."



If a client appears to be resistant or hesitant in engaging in the coaching process after a reasonable amount of time and attempts by the coach to help them move forward, the coach would need to skillfully and respectfully share their observations with helpful examples and ask the client to clarify what are the meanings of those observations. I think it is important too that the approach by the coach be one of curiosity (assuming there is a valid reason) and inviting the client to disseminate what has been observed from their perspective.

I think some of the things I would look for in a potential client are:

Not looking for a quick fix or as me as the fixer

someone who is a self-starter and willing to do the work

Someone who is flexible and therefore willing to be open to change and experimenting with new things

Lastly, someone who is willing to take ownership and not seek ways to pass the buck. Future thinking.



If someone is not a fit, I would ask them to share with me what they think makes a good client and what doesn't. I would ask where they would put some of my concerns without telling them that they are my concerns about them. I would then dig deeper into asking them to reflect on if any of the concerns they lifted are areas that they could see them falling into.

In determining if a client is ready to be coached I would first share what coaching is and is not. As we shared it is not counseling, mentorship, or therapy. I would help them to understand that they would be the expert in the situation and that as coach I do not have all the answers.



In prospective clients I look for an excitement about forward moving plans. I look for a willingness to be open to new options and ideas. They might recognize they feel stuck, but I would like them to recognize that new possibilities might be achieved in our time together. I would want the client to display a willingness to put some time in the coaching relationship and not just sit on learnings and takeaways.

One characteristic I like to see is awareness. Is the person aware of being stuck or aware that what they've tried hasn't led to the desired outcomes. Are they open and aware that new possibilities exist for moving toward their preferred futures.



Also, connecting with points 2 and 3 above concerns the person's understanding of the word "coach". Athletic coaches assume the athlete is prepared to lift weights and sweat, etc. so that they can perform at their peak. The athletic coaches I've experienced don't waste time on players who don't want to improve and develop and do the individual hard work needed to succeed.



I also like to see if there is a sense of humor about the person. Change is challenging and laughter helps smooth out the bumpy times.

I would be looking for ownership and tenacity as primary indicators, with humility being a strong secondary. I would ask questions by session 3 if a lack of progress indicated a lack of willingness to change, or to take responsibility for action and outcomes. These could be more curious questions that progress to more directive questions. A second step would be to clarify the coaching relationship and expectations.

I feel like a lot of these blog questions are written for people who are already coaching. I haven't done any coaching so it's hard to say what I look for yet. My guess is I'd look for what the post says and someone who is willing to trust me as their coach and who comes to sessions ready to do the work and puts forth their best effort.

I think the key difference here for me is - is being able to differentiate between people who are seeking "help" or "support" rather than those who are eager to be coached. I think that at the beginning of my coaching career I might be prone to taking on any client who is interested in the service, but this blog helps me to see that as the coach I have a role in helping to identify if they are a good potential coachee based upon these indicators.

I would look for clients who are able to self reflect - to identify what is their work/responsibility and what is someone else's work/responsibility. I would look for people who are open to change or who have a history of making change in their life. I am excited to partner with clients who have a positive outlook, or who even in tough moments or challenging situations recognize that things won't always stay that way. I think you should share reservations you have ideally when you have them. It does not benefit the client or the coach to hold back or keep moving forward in a direct that does not lead to positive transformation.

Traits that I would be looking for in a client: someone who is open and wants to be transparent, someone that desires to be seen and heard, someone who can trust someone, and someone who has a desire to change. I think about Jesus asking , "Do you want to be healed" Some people really don't want to change. If I feel the client is not ready, I would pray and ask the Holy Spirit to confirm that and to give me the words to be share what I am sensing from them and then share with them that perhaps it is not the time yet for them to be working with a coach. I had a similar experience with a care receiver, I had extended grace many times but they were showing me that they were not ready to receive care because they were not putting forth any effort in the caring relationship.

It's hard to top what's already listed. I'd also perhaps add I can tell a client is ready to be coached if they are willing to write down any compelling takeaways or new questions during the session, and/or that they have an open spirit going in. Often when someone is in the space of frustration they end up pacing so much emotionally that the coaching session becomes a counseling session.



If I feel that a client isn't ready, I draw that line through warm boundaries that say, "It's okay if you're not up for what this time would be. Let me know when you are ready and we can then proceed." I would then keep and eye out for an open spirit and willingness to let the structure of the coaching session be healthy.

I echo a lot of what has already been said! I think for readiness--it might sound silly, but a stuckness feels necessary. If you are in a situation where you know what needs to be done but are resistant to doing it, I am curious if coaching would be helpful--I would welcome thoughts on that! If you really were feeling stuck, I feel like the powerful questions of coaching would 'get the juices flowing' to find a path towards forward movement.

I love Jim's question of, "convince me" as a model for sharing your reservations on coaching someone who isn't ready. It seems as the coach, our role is to engage the client with the right questions to help them see that they may not yet be ready and identify steps that could move them towards readiness.

I think tenacity is one of the most important traits. People who are ready to change are also willing to work hard for it despite various challenges and possible setbacks.



Other things I look for are a kind of place where the client feels like they've got nothing to lose and everything to gain from coaching. It's not rock bottom at all- just an idea that they can continue to grow from the place they are to the place they want to be.

So many good ideas here. I wonder if readiness could be dependent on what problem they are bringing in to solve or an issue they want to move forward on. I wonder how often someone comes in thinking they want to accomplish something that is a few steps away from what they realistically are ready for or have the capacity to deal with. Maybe when addressing the readiness issue there could be some space for talking through what they could potentially work on first before they are ready to tackle the thing they think they are there for.

What are some of the traits you look for to determine if a client is ready to be coached?



They show up and are willing to be vulnerable, acknowledge the places where they can be stretched and are engaged in the coaching process.



If you feel that a client isn't ready, when and how would you share your reservations?



If a client appears to not be ready for coaching, I would ask what circumstances need to change for them to be ready to take the next step or if they do nothing, what will happen, following up with how would they feel if nothing changes vs. how would they feel if they started to see change. If they are unable to distinguish the difference, I would suggest to them that maybe they are not ready to be coached.

I think being combative or defensive immediately is a clear sign that someone isn't ready to be coached. I'm always surprised when someone seeks coaching, but then pushes back on every question. I see this happen in cohorts too. I also think a willingness to commit to the time and the work is important. Coaching can't work if they don't show up and don't follow up by doing the work. Working in a ministry setting though, how can we redirect folks if coaching isn't working without getting into sticky situations?

While I was reading through this, it gave me a great idea to look for these 5 aspects at the beginning of a coaching relationship. While the person may not have all of these, I would look for queues in at least 4 aspects listed here. I usually look for perseverance and excitement in clients.

If I see that the client is not ready I would also formulate some questions, like what would it take for them to work on the goal that they want to achieve.

A person has to want to grow and change and is willing to invest time and money to accomplish both. I listen for hunger cues that tell me a person is hungry and open to trying something new to achieve a new outcome.



If I feel a person isn't ready for the challenging coaching will bring, I may say they seem to have reigned themselves to their situation and see what they say. If they voice that they feel stuck, I might ask if they are willing to do the work it will take to bring about a different outcome. If they are not ready to be coached but need some help, I may say as much and ask if they would like a referral (to a counselor, for example).

I had a client once that was not fully "into" being coached. He was sent to me by an old client as part of an improvement plan. I could sense he was not all that committed and I discussed this with his supervior (my old client) who confirmed it.

n

nI wish I had more actively addressed this question with the new client. I wish I was clearer in my words and actiosn that the new client was my client now, and I was not a vehicle of influence or control from his boss. I wish I had just spoke the truth about the new clients situation and helped him speak a preferred future that he was personally committed to - whether it was improving his performance at his current post, or doing something else.