how to conduct a sample coaching session to get clients

How to Conduct a Sample Coaching Session to Get Clients

As coaches, we understand that coaching is really a life-changing service. As a matter of fact, coaching has demonstrated to be among the most effective techniques of growth, training, and development available. Studies in organizations have demonstrated that coaching programs have accomplished between 500 and 700 % ROI. These are impressive numbers by any measure and address the good value to be experienced in working with a coach.

Understandably there’s something really powerful happening in coaching relationships. Coaching is fairly new and so few individuals have really discovered its power and applications.

In the early phase of your coaching business, before you’ve formulated a niche and marketing techniques to get qualified clients, your ability to deliver a good sample session is a vital factor in constructing a successful coaching practice.

As most people have never worked with a coach, don’t comprehend coaching, and likely are not even seeking a coach, a sample session is frequently your best way of acquainting them with the process, showing the experience and advantages, letting them see the potential outcome, and therefore moving them to a place where they’d wish to work with you.

For a minute, place yourself in the position of your likely client.

They might be nervous.

They might not understand or trust you so far.

They might not understand the advantages of coaching.

They might be worried about expenditures.

These are all concerns that have to be addressed and overpowered for anybody to choose to carry on with coaching. The tryout session is your chief chance to address these legitimate fears and offset them with something of better value.

After a long time of experimentation, I provide a rough formula outlining a few of the cardinal elements that will help you deliver awesome sample sessions. As a warning note, remember coaching is most potent when it’s fluid, natural, and unscripted. So don’t attempt to impose these steps in a mechanical way. Regard them as guidelines that you are able to by nature weave into the conversation where appropriate and when the chance exhibits itself.

Take your prospect deep (Coach on something significant):

Occasionally when you engage a prospect (especially a family or friend) in a sample session and ask them what they wish to work on, they’ll answer with some surface topic.

They may state, “I have to organize my garage.”

Reply by verifying you both may certainly spend time on that, then ask if they may have something a bit more crucial—maybe a dream, challenge, or shift they wish to make—for which they’d like a little coaching.

Even if you’re successful in assisting them to organize their garage, it won’t be viewed as a significant enough advantage to justify hiring you as a coach. But, if you are able to help them make a discovery on a dream or some huge challenge they’re facing, the candidate will more totally appreciate the value of coaching.

Take them out into the future tense:

Let’s suppose an individual wants coaching on a huge goal or aspiration.

Ask: “If you’re truly successful with this, where will you be in XYZ weeks?”

(You want them to produce and experience a really clear vision of the most successful result.)

Discover the meaning:

When the prospect has identified where they’d be if the coaching was enormously successful, research the meaning of that goal.

“What is crucial about this goal to you?” or “What will accomplishing this goal provide you?”

(You’re starting to move them out of their ideas about the goal—which have a poor shelf life—into the more potent domain of the meaning and emotions affiliated with the goal.)

Discover and substantiate the emotions:

When your prospect is in touch with his/her most sought after outcome, continue discovering the emotion by the goal.

“What will you be experiencing when you recognize your aspiration has come true?”

Ideally, you wish the prospect to see, touch, savor or otherwise substantiate the emotional payback.

Once again you’re constructing the prospect’s emotional association to the goal; this emotion will fuel the activities required to overpower all the obstacles in the way.

(Of course, there will be spots – maybe a business client who isn’t comfortable in talking about emotions with you so far – where you may wisely decide not to explore the emotions affiliated with a goal.)

Coach the individual, not simply the conditions:

Remember the most potent work you’ll do is in coaching the prospect, not the state of affairs.

So don’t forget to research who the prospect wishes to be—the characters they have to bring forth—to accomplish the desired result.

For instance, if the prospect wishes to get into a leadership position in their career, help them discover what leadership characters they have to bring out or build up to become the best imaginable leader.

And where possible, coach the candidate to a place where they feel and physically substantiate these characters. If you get your candidates to this place, nothing will contain them.

Discover the overall outcome:

Discover what would it be worth to your prospect if they were successful in accomplishing their sought after result.

“So if you do discover an occupation that you love,  what would it be worth to you?”

(Double sales, lower tension, better health, and so forth.)

The reply to this question might or might not be financial, but as long as the prospect associates with or reflects on the value or importance of the shifts they may make with coaching, they’ll be far more likely not to resent paying for your services.

Bring the prospect back to the present tense and into action:

When the candidate has seen and experienced the result they wish and experienced the affiliated meaning and emotions, bring them back to the present tense and polish off the sample session by inquiring:

“So what is the following—or beginning—step forward?” (Towards the grand dream or result they’ve described).

Coach the individual to break off one physical beginning step and establish a little accountability, so the step gets conducted.

Ask for the business and a referral:

When you’ve taken a candidate through a sample session, you and they will have a feel of whether there’s a fit. From your view, you merely have to confirm you’d wish to work with this candidate (and that they may afford to hire you). You are able to state, in your own words, with 100% integrity and genuineness,

“That’s a mighty vision you have for your future. If you’re serious about gaining it, I’d love to be your coach.”

Or you may state something like this,

“I truly enjoyed coaching you. If you wish some support in accomplishing your aspiration, I’d love to be your coach.”

Discover a way to point out that knowledge and purpose alone doesn’t translate into altering behavior.

(Otherwise, everybody would be maintaining their January 1 Resolutions.)

Everyone has had the same experience of a desire to change something or start something new but never get around to it. Coaching is often essential to make changes occur and stick. If you are able to get this point across, you’ll get your portion of enthusiastic clients.

Conclusion:

Coaches understand that any plan without action and dedication remains an aspiration.

(That’s why so many resolutions end in failure.)

Intent alone doesn’t alter behavior and seldom translates into sustainable change.

All the same, when you formulate a vision for your life and career that’s in direct alliance with who you are, and what you most wish to accomplish in this life, you get inspired. And inspiration, matched with the correct support and answerability, changes everything.

In our coach training program, we go more in depth and teach how to conduct a first free session and close sale. We teach how to deal with rebuttals and work with clients even if they feel they can’t afford your coaching. To learn more visit any one of our coach training programs you may be interested in.

Share this post

Facebook
Twitter
LinkedIn