Free Coaching Session Plan

I. Session Overview

The session is scheduled for 90 minutes, and the primary focus will be on refining leadership behaviors to better manage team dynamics and foster innovation. This virtual session will utilize the [Your Company Name] secure platform for ease of communication and document sharing. The session marks the 7th meeting in a 12-session program aimed at helping [Player Name] become a more effective, empathetic, and strategic leader.

II. Session Objectives

A. Primary Goal

The main goal of this session is to explore and solidify [Player Name]’s leadership style by focusing on how to balance decisiveness with empathy. Given the challenges of leading in a digital-first environment, the client is keen to improve their ability to engage with their team while maintaining control of strategic initiatives. The aim is for [Player Name] to lead with confidence while empowering others to take ownership of projects.

B. Secondary Goals

A secondary goal is to enhance [Player Name]’s ability to delegate effectively, moving beyond their tendency to micromanage. This will enable the client to free up mental space and focus on long-term strategy, while developing trust within the team. Additionally, we aim to explore ways to foster resilience in the face of increasing leadership pressures in the digital era.

III. Review of Previous Sessions

A. Summary of Key Takeaways

In previous sessions, [Player Name] identified the importance of active listening and emotional intelligence in their role as a leader. They also developed a better understanding of how to leverage data-driven insights while maintaining a human-centered approach in decision-making. A key insight from earlier discussions was that strong leadership is not about control, but rather about creating a culture of trust and collaboration.

B. Progress Check

[Player Name] has made measurable progress in engaging with their team through more frequent one-on-one meetings and providing clear feedback. However, they reported challenges in effectively delegating tasks, feeling overwhelmed by the perceived need to oversee every detail. The client has also struggled with setting boundaries between their professional and personal life, impacting their ability to recharge.

C. Learnings/Adjustments

To address these challenges, we will focus on delegation techniques that prioritize clear communication and trust, rather than excessive oversight. It is also important to introduce stress management and work-life balance strategies, as [Player Name] has acknowledged the need for better self-care. Moving forward, we will fine-tune the delegation strategies to ensure the client feels comfortable letting go of control, while still ensuring accountability.

IV. Client Context

A. Current Situation

[Player Name] is in the process of transitioning into a Chief Innovation Officer role at a global tech company, leading a newly-formed executive team. As the company undergoes digital transformation, the client is tasked with managing complex projects and high expectations from stakeholders. The role requires a shift from technical expertise to broader strategic leadership, emphasizing collaboration, innovation, and forward-thinking.

B. Strengths and Resources

[Player Name] excels at technical problem-solving and is seen as a subject matter expert by peers. They also have a strong mentorship relationship with a senior executive who provides guidance and support. The client is committed to personal and professional growth, actively seeking feedback and resources to improve their leadership capabilities.

C. Barriers or Limitations

A primary barrier for [Player Name] is their difficulty in delegating tasks, often feeling that their team cannot perform at the same level of detail. Additionally, they face challenges in establishing work-life boundaries, with the pressure of high expectations leading to burnout. There is also a fear of not being perceived as competent if they aren’t directly involved in every aspect of decision-making or execution.

V. Session Agenda

VI. Coaching Techniques/Tools to Be Used

A. Coaching Models or Frameworks

GROW Model

We will use the GROW framework to help [Player Name] gain clarity on their leadership goals, understand the current reality of their leadership challenges, explore possible solutions, and create an action plan. This will guide the client through the process of self-reflection and decision-making.

SMART Goals

In the action planning section, we will apply the SMART framework (Specific, Measurable, Achievable, Relevant, Time-bound) to create clear and actionable steps for [Player Name] to implement in between sessions.

B. Specific Exercises or Activities

Delegation Role-Play

A hands-on exercise where [Player Name] will practice delegating a complex task to a team member, with a focus on clarity, trust, and accountability. This will help the client build confidence in their ability to let go of control.

Empathy Mapping

An activity where the client maps out the emotional needs of their team members, helping them better understand how to connect with individuals on an emotional level. This exercise enhances emotional intelligence and improves interpersonal communication.

C. Questioning Techniques

Powerful Questions

“What would it look like if you trusted your team to handle more responsibility? How can you set them up for success?” These questions will encourage [Player Name] to rethink their approach to delegation and trust.

Reflective Questions

“How does your leadership style make your team feel? What are the emotions behind your decision-making process?” These will prompt deeper reflection on the emotional impact of leadership behaviors.

D. Visualization or Mindfulness Techniques

A guided visualization exercise where [Player Name] envisions a scenario in which they successfully delegate a task and experience the positive outcomes of trust and collaboration. This will help reduce anxiety around letting go of control and increase their confidence.

VII. Action Steps for the Client

[Player Name] will begin practicing delegation with clear, actionable steps and will track their emotional intelligence through journaling. Additionally, the client will develop a work-life balance routine to ensure they manage stress and avoid burnout.

VIII. Session Reflection

A. Coach’s Reflection

The session was productive, with [Player Name] showing openness to refining their leadership style and recognizing the need to delegate. The client actively engaged in the delegation role-play and expressed interest in developing better work-life balance practices. Future sessions will focus on reinforcing these strategies and ensuring continued progress.

B. Client’s Reflection

[Player Name] acknowledged the challenge of delegating and expressed some initial discomfort with letting go of control. However, they felt encouraged by the role-playing exercise and committed to trying out delegation techniques with their team. The client also felt that the mindfulness approach could help them manage stress moving forward.

C. Future Focus

In the next session, we will continue working on delegation techniques, focusing on overcoming limiting beliefs around control. We will also discuss how to maintain a work-life balance during periods of high workload and stress.

IX. Follow-Up and Next Session Planning

A. Date of Next Session: January 22, 2051

The next session will be scheduled for January 22, 2051, at the same time, to continue building on the progress made in this session. [Player Name] will receive a calendar invite to confirm the date and time. In this session, we will focus on refining delegation techniques and continue exploring strategies for work-life balance.

B. Pre-Session Check-In

[Player Name] will send a brief email update before the next session, outlining their progress on the delegation action steps and their emotional intelligence journaling. The check-in will also include a reflection on their experiences with the new work-life balance routine and whether they have found any challenges or successes. This will provide valuable context for the next session and allow us to adjust the focus based on real-time feedback.

C. Resources or Support

As part of the follow-up, [Player Name] will receive a curated reading list to support their leadership development. The list will include articles and case studies on effective delegation, enhancing emotional intelligence, and leadership strategies from experts in the field. Additionally, a set of practical tools such as a delegation checklist and a time-management guide will be provided to help [Player Name] implement the action steps more effectively.

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