Coaching involves a lot of listening; and different approaches within coaching sessions work for different coaching clients.
My standard structure is to begin by meeting a new client for an introductory session (in the coaching trade, it’s called a ‘chemistry’ session, but I don’t care for the jargon), for which I don’t charge. The purposes of that meeting (usually 40 to 60 minutes) are to get an idea of what the client would be looking to achieve through coaching, for me to explain the methods of coaching that I might use, and for us both to decide whether we think we can work together.
I then plan a programme of (typically 6) 90 minute one-to-one coaching sessions.
Confidentiality is vitally important to successful coaching. My client has to be confident that I won’t be reporting to anyone on the details of our coaching sessions.
Even where a person’s employer is paying for the coaching, it has to be understood that I will not divulge what is discussed in coaching sessions. When I set up a coaching programme through an employer, I will agree with all the parties, in brief terms, the purpose of the programme and, unless the individual asks me to do more, I will only tell the employer whether coaching sessions have taken place and confirm that I consider that the programme looks likely to achieve its purpose (if I think that unlikely, I will look for an appropriate way to bring the programme to an end).
The final coaching session in a programme is usually reserved for reflecting on methods we have used in earlier sessions, the purpose being to leave the client well prepared for ‘self-coaching’ into the future.