Picture the desired Outcome.

Once the felt need is identified, it is important to take the time and pinpoint what the situation will look like when the gap is filled. This is the step that many people skip or don’t develop fully, which can lead to confusion, misunderstanding, and frustration for all involved.  

One of the most important concepts in coaching is having a vision or end goal in mind.  Without that, people often lose sight of the importance of making the needed changes.  How we create this picture of what is possible is the central component of this step in the Coaching process.
People with a clear vision of what the end result of coaching is, tend to move in that direction more quickly than those without.  But, it is critical the goal be owned by both the coach and the cleint.  Without that sense of ownership, motivation may be lost.  We focus on motivation and buy-in even more in the next step of the process, but this is where direction and motivation really begin.

Establish the right attitudes. 

How well we really know our people may determine how quickly we know that we have the right trainee for the job and how they are motivated. This step is a critical part of the process of effective coaching.  Without it we spend a great deal of our time just overcoming resistance.

We often hear that people resist change.  It isn’t true.  People resist being changed when they 1) don’t see the need, 2) don’t want to do it, or 3) believe that the change is not possible for them.  Whenever people are asked to change without their buy-in, we create resistance.  We will be looking at proven techniques that will help us better create an atmosphere where people are consistently motivated at high performance levels. 
We will focus on some of the skills required to cut resistance and move through the Coaching process with less friction.  these skills are:
•Leadership 

•Communication 

•Building trust 

•Getting commitment vs. compliance

Action development plan.

Once the resources are in place and the correct skill set has been identified, explained, and demonstrated, it is now time for the trainee to practice and apply what has been learned.  

In order for knowledge to evolve into a skill we practice it and perfect the skill with the help of a coach, ensuring that we are practicing the new skill and not the old habit. 
ADP  also allows the coach to identify strengths and opportunities for improvement.  Some of the points to consider here are: 

• How to encourage others to success 

• How closely to monitor and when to let go 

• How to hold others accountable for progress

Reinforce progress.

Making progress is one thing, but without a way to reinforce it and keep it in place people may quickly go back to the way they did things before. 

One of the biggest fallacies managers hold to is the assumption that if people know something, they will do it. People don’t do what they know; they do what they have always done.
Some of the skills we must look for in reinforcement of coaching are:
• Empowering people to get results after they have learned new skills 

• Giving the right kind of feedback 

• Following up 

• Handling nonperformance issues 

• Handling mistakes and people who get off track