Coaching is a two-way street, and when the coach is consistently late for training sessions or reschedules them, or disregards your opinions and experiences, then there's a problem. A communication gap between coach and athlete can be a major challenge. If the goal is not the right one, then it can be difficult to make progress. Additionally, coaching is not always seen as an organizational priority, so it can be hard to get the necessary resources and support. Executive coach and guest speed guru, Beth Armknecht Miller, provides tips on how to manage common causes of frustration in a coaching relationship.
In her LinkedIn Learning Coaching Skills for Leaders and Managers course, Sara Canady, a LinkedIn Learning instructor, states that there are four common obstacles that prevent managers from training their employees. These include lack of commitment, lack of understanding of the goal, lack of resources, and lack of feedback. To help overcome these challenges, coaches can use training software to track the progress of their athletes and communicate with them. Additionally, coaches can use a 360-degree evaluation to open the eyes of an unbeliever by providing more data points than yours alone. This can make the coach less defensive and more aware of himself.
Coaches should also explore with their athletes if the goal is the right one, and if not, make adjustments. Additionally, coaches should pressure athletes to commit and explore their level of commitment using a Likert scale question. In the training process, the coach must first ensure that the student clearly understands what he wants to achieve. When a coach receives feedback from other coaches, he must be willing to change and improve as a coach. Ultimately, coaches must be willing to put in the time and effort necessary to ensure that their athletes reach their goals.
