Before, During & After: Coaching Conversations

Whether you’re a seasoned leader or just beginning your coaching journey, one thing remains true: coaching is one of the most powerful tools you have to inspire growth, accountability, and transformation.

But truly effective coaching doesn’t happen by chance, it requires intentional preparation, presence, and follow-up.

Here’s how to make the most of your coaching conversations at every stage:

Before the Coaching Session

Set yourself up for success by getting in the right mindset and preparing the right materials.

Before meeting with your employee or team member, review notes from previous conversations and gather any relevant data or examples that will help frame your discussion.

And equally as important: manage your own emotions before you step into the conversation. Coaching someone whose behavior has been challenging can sometimes trigger frustration or defensiveness. Take a moment to self-regulate and center yourself in your role as a guide for growth, not as a critic or enforcer.

Why it matters: If you don’t take time to prepare both mentally and practically, it’s easy for a coaching session to drift off course or become emotionally charged. Preparation ensures you enter the space calm, focused, and ready to support transformation.

During the Coaching Session

This is where accountability meets empathy.

Lean into curiosity. Ask powerful, open-ended questions that invite reflection and insight. Simply asking "How do you think this went," or "How are you feeling about your performance," can be excellent ways to get them to self-reflect on their own behaviors and performance.

Rather than simply pointing out what’s not working, partner with your employee to uncover what’s driving certain behaviors and how they can move forward.

If performance or behavior needs to improve, tie the conversation back to their personal and professional goals. Help them see how their current actions may be hindering their growth or opportunities for advancement.

Be honest and direct about the impact, but deliver your message with genuine care and belief in their potential.

Why it matters: When employees feel that feedback is rooted in care, not criticism, they’re far more likely to stay open, motivated, and engaged in the process of change.

After the Coaching Session

Take time to express gratitude for their openness, effort, and willingness to engage in a growth-focused discussion. But the coaching conversation doesn’t end when the meeting does. Make sure there’s a clear agreement on next steps:

• What actions will they take to improve?

• How will you both measure progress?

• When will you follow up and check in?

These post-session touchpoints reinforce accountability and show that you’re invested in their continued development.

Why it matters: Without clear follow-up, coaching can feel like a one-time talk instead of an ongoing journey. Consistent reflection and tracking turn insight into sustained performance improvement.

When done well, coaching isn’t just a conversation. It’s a catalyst for transformation.

By showing up prepared, present, and purposeful, you can create safe, meaningful coaching moments that spark lasting growth for your team.

Ready to strengthen your coaching skills and lead more impactful conversations? Schedule a free 1:1 coaching session with a Monarch Coach to gain personalized support and tools for building a more confident, empathetic coaching style. Click here to access your free session.

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