Before looking at potential ways forward, it is vital to compare the coachee’s present skill level with the desired one. This comparison may be obscured by worries and concerns. Listen attentively to these and be ready to assess present performance levels.
Keep things clear and simple by asking direct questions.
Some employees may view coaching as a chance to offload complaints rather than work on their performance. Let the coachee feel heard without allowing the session to be deflected from the coaching aim. Distinguish between complaints about matters that are beyond the coachee’s control and concerns that they can do something about. Ask if they have already explored a solution.