1. Coaching
and Setting Goals
Kristina Nesterova, MBA, lecturer of Turiba University

2. Table Of Contents
01 What is Coaching?
02 How to Become
More Self-aware?
03 How to Set Goals?
04 How to Accomplish
Goals?

3. What is Required From You Today
Be yourself
Full
participation
Openness
A sense of
fun

4. What is Coaching?
01

5. What is Coaching?
• Coaching is an art of questioning.
• The definition of coaching is: helping people to make changes in
their life in order to go in a direction they want to.
• It unlocks person’s potential in order to maximise performance.
• Coaching requires special skills to be “other-oriented”, by paying
emphatic attention to the coachee, yet not giving advice, but
encouraging to open personal inner resources of the coachee.

6. How Does
Coaching Work?

7. It is important
• to distinguish coaching from
mentoring, counselling and therapy.
• the biggest difference is that coaching
mainly focuses on positive emotions
and the future rather than seeking:
‘what is the problem?’; ‘what caused
that problem?’ and ‘who’s the one to
blame?’.

8. Coaching supports people at every level in becoming who they
actually want to be by building:
What is Coaching?
Self-awareness Empowering
choices
Leading to
change

9. Who is a Coach?
• A coach will:
 show you the track you are on;
 point out where you can make a change;
 support the change.
• A coach is a guide on the way to becoming the best version of
ourselves.
• A coach helps a client to explore the present and design the future.
• A coach always treats the clien as resourceful.

10. The Main Areas of
Coaching
Values
Values are the guiding
principles of our behavior.
They determine what we
consider to be right, wrong,
fair, unfair, good or evil.
Beliefs
Beliefs are ideas that a
person thinks are true.
A belief can come from
different sources,
including: a person's
own experiences.
Goals are ideas of the
future or desired
results that a person or
a group of people plan
and commit to achieve
Goals

11. Exercise
about the balance in your life...

12. Life Balance

13. How Well-balanced is Your Life?

14. How Well-balanced is Your Life?
1.Which area would you like to
start from?
2.How much are you satisfied with
it from 0 to 10?

15. How well-balanced is
your wheel?
Is it possible to ride?

16. How Well-balanced is Your Life?
3. Which areas impact others in the
wheel?
4. What depends on what?
5. Choose one area where you’d like
to make a difference.

17. How to Become More
Self-aware?
02

18. Building
self-awareness
03
• Definition:
Self-awareness is about learning to better
understand why you feel what you feel
and why you behave in a particular way.

19. Exercise
about us playing roles...

20. Who is Right in this
Situation?
David: Kathy, why are you late again? I am sick of it, you are always
late!
Kathy: I’m sorry, I just did not hear my alarm ringing. Please don’t be
mad at me.
David: Well, you have absolutely no respect for my time. I’ve no idea
why I still put up with you!
Kathy: But you are not perfect yourself. Stop yelling at me otherwise
you will regret it!
David: OK, OK. Calm down. I didn’t mean to upset you.
Kathy: Well you never help me with my lateness so what do you
expect?

21. The ‘Victim’ Drama Triangle

22. The ‘Victim’ Drama Triangle
The drama triangle is a dynamic model of
social interaction and conflict developed by
Dr. Karpman.
“Victim, Rescuer and Persecutor” refer to
roles people unconsciously play, or try to
manipulate others to play, and not the real
circumstances in life, such as victims of
crime or abuse, etc.
Every time when we refuse to take responsibility for ourselves,
we are unconsciously choosing to act like victims.

23. The ‘Victim’ Drama Triangle
(Being a ‘Victim’)
V = victim. Victims usually feel helpless,
oppressed and powerless. Their typical
attitude is “Poor me!”
Victims are unable to make decisions, solve
problems, take responsibilities for their own
lives.
Being powerless, victims constantly seek for
rescuers to save them and solve their
problems.

24. The ‘Victim’ Drama Triangle
(Being a ‘Rescuer’)
R = rescuer. Rescuers can
feel guilty if they do not ‘save’
someone. Although rescuers
have positive intentions, their
attitude at times has negative
impact.
It keeps the Victim dependent
and gives the Victim permission
to fail.

25. The ‘Victim’ Drama Triangle
(Being a ‘Persecutor’)
P = persecutor. Persecutors are controlling,
authoritative and unpleasant to deal with.
They usually criticize and blame the victim,
set strict limits, but they don’t actually solve
any problems or help anyone else.
They make the victim feeling ‘small’ through
threats and bullying.

26. Who is Right in this Situation?
David: Kathy, why are you late again? I am sick of it, you are always
late!
Kathy: I’m sorry, I just did not hear my alarm ringing. Please don’t be
mad at me.
David: Well, you have absolutely no respect for my time. I’ve no idea
why I still put up with you!
Kathy: But you are not perfect yourself. Stop yelling at me otherwise
you will regret it!
David: OK, OK. Calm down. I didn’t mean to upset you.
Kathy: Well you never help me with my lateness so what do you
expect?
David: OK, so from now on I will make sure you get out of the house
on time.

27. Who Is Missing in This
Situation?

28. The ‘Victim’ Drama Triangle
The Adult

29. ‘‘Coaching does not work with people who
are not commited to growing and changing
as it is simply a waste of time.’’
–Kain Ramsay

30. How to Set Goals?
03

31. How to Set Goals with Coaching?

32. Exercise
about how our brain works...

33. How many green circles do you see ?
* do not say your answer until I give you a signal.

35. Ready?!

36. 1. How many blue circles did you see?
2. How many yellow circles did you see?
3. How many red circles did you see?

37. Give a clear task
to your brain. And
it will impress
you!

38. How to Set Goals with
Coaching?

39. How to Accomplish
Goals?
04

40. The GROW Model

41. • The GROW model is a simple framework that was developed in
the 1980s by Sir John Whitmore to facilitate corporate coaching
conversations.
• It helps managers to be consistent, free from bias, and productive
during coaching conversations with their employee.
• The GROW model is useful in everyday meetings and leadership
to unlock potential and possibilities.
The GROW Model

42. Exercise
about the power of questions...

43. 1. Work in pairs;
2. Use the GROW model in order
to reach goals;
3. 20 minutes (10 min. per
person)
4. Listen attentively
5. Tell us about it!
A GROW Model in Practice

44. What Question Can be a Good
Coaching Question?

45. Activities
Powerful
Сoaching
Questions are
Open-
ended
Future-
oriented
Contain
Positive
Assumption
Timely
asked
Solution-
oriented
Lead to
action
Powerful
Questions
 Good coaching questions
are often complex but
powerful and there is more
than one right answer.
 Powerful coaching
questions help a coachee to
think and uncover what’s
really important for them.

46. Examples of Powerful Questions
 Weak questions  Powerful questions
 What should you do?  What do you want?
 Whose fault is this?  What is the solution?
 Why is this happening
to you?
 What can you learn from
this?

47. 1. What challenges are you facing?
2. What matters to you right now?
3. Who’s fault is it?
4. What’s on your mind today?
5. What are you trying to achieve?
6. Why do you want this?
7. What do you want to happen next?
8. How will you know if you succeeded?
9. Did your parents tell you this?
10. What have you tried?
Which Questions are Powerful?

48. 01-Questions which start with ‘what’
help to identify true goals and values
of a coachee;
02- Questions beginning with ‘how’
usually help to recognize the means of
an achievement;
03- The ‘when’ questions constant
time frames and make the goals
sound more realistic.
The GROW Model in Practice
(Goal)

49. The GROW Model in Practice
(Goal)
The following questions can help gain clarity about their goals:
• What do you want to achieve from this coaching session?
• What goal do you want to achieve?
• What would you like to happen with ______?
• What do you really want?
• What would you like to accomplish?
• What result are you trying to achieve?
• What outcome would be ideal?
• What do you want to change?
• What would the benefits be if you achieved this goal?

50. The GROW Model in Practice
(Reality)
The following questions are designed to clarify the current reality:
• What is happening now (what, who, when, and how often)?
• Have you already taken any steps towards your goal?
• How would you describe what you did?
• On a scale of 1 to 10, where are you?
• What progress have you made so far?
• What did you learn from _____?
• What have you already tried?
• How could you turn this around this time?
• What could you do better this time?

51. The GROW Model in Practice
(Options)
These questions are designed to help the employee explore options and
generate solutions:
• What are your options?
• What do you think you need to do next?
• What do you think you need to do to get a better result (or closer to your
goal)?
• What would happen if you did that?
• What is the hardest/most challenging part of that for you?
• What advice would you give to a friend about that?
• What would you gain/lose by doing/saying that?

52. The GROW Model in Practice
(Will)
Here are questions to help probe for and achieve commitment:
• What do you think you need to do right now?
• Tell me how you’re going to do that.
• How will you know when you have done it?
• Is there anything else you can do?
• What roadblocks do you expect or require planning?
• What resources can help you?
• Is there anything missing?
• What will one small step you take now?
• On a scale of one to 10, how committed/motivated are you?

53. Exercise
about the power of questions...

54. 1. Work in new pairs;
2. Use the GROW model in
order to reach goals
3. 15 min. per person
4. Let a coachee think and
consider each question
5. Listen attentively
6. Write down!
A GROW Model in Practice
G-Goal
 The coachee expectations from the session
 The coachee current goal to achieve (SMART)?
 The benefits from that goal
R- Current Reality
 What, who, when, and how often
 ‘On a scale of 1 to 10, where are you?’
 ‘What have you already tried?’
0- Options
 Even the most unthinkable ideas and options
 Find at least 6
W- Will (Way out)
 How and when are you going to start?
 What resousres do you have/need?

55. About author
● International Certified Life and Busness
Coach
● Master of Business Administration
● 50+ hours of individual sessions with clients
● Part-time lecturer at Turiba
Kristina Nesterova, MBA
e-mail: kristinanesterova2707@gmail.com