TO help people deal with issues, to deal with them in a proactive contructive way, 

PURPOSE OF COACHING:

When it comes to coaching, setting clear objectives is essential to guide the coaching process and measure progress. Here are some key points to consider when setting objectives for coaching:

1. Clarify the coaching purpose: Clearly define why coaching is needed and what the desired outcomes are. Determine the specific area of focus, such as improving specific skills, enhancing performance, or achieving specific goals.

2. Collaborative goal-setting: Involve the individual being coached in the goal-setting process. Have open and honest discussions to understand their aspirations, challenges, and areas they want to develop. Together, identify specific, measurable, attainable, relevant, and time-bound (SMART) objectives for the coaching engagement.

3. Align individual goals with organizational goals: Ensure that the coaching objectives align with the broader goals and objectives of the organization. This connection provides context and relevance to the coaching process, making it more effective.

4. Break objectives into manageable steps: Identify smaller milestones or sub-objectives that the coachee can work towards. Breaking down big objectives into smaller, achievable steps helps the individual see progress and stay motivated.

5. Focus on behavior and performance: Frame objectives in terms of behavioral changes or performance improvements. This makes objectives more impactful and actionable. For example, an objective could be to improve communication skills, deliver effective presentations, or enhance decision-making abilities.

6. Measure and track progress: Establish methods for measuring progress toward the objectives. This could include regular check-ins, evaluations, or assessments. Use these measurements to provide feedback, adjust coaching strategies if needed, and acknowledge achievements.

7. Revisit and revise objectives: Coaching is an iterative process, and objectives may need to be reviewed and revised over time. As the coachee progresses and new challenges emerge, it's to ensure continued growth and development.

Remember, coaching objectives should be challenging yet attainable, relevant to the coachee's needs and organizational goals, and measurable for tracking progress. Open communication and regular feedback will play a crucial role in guiding and adjusting the coaching process to achieve these objectives successfully.  

4. Break objectives into manageable steps: Identify smaller milestones or sub-objectives that the coachee can work towards. Breaking down big objectives into smaller, achievable steps helps the individual see progress and stay motivated.

5. Focus on behavior and performance: Frame objectives in terms of behavioral changes or performance improvements. This makes objectives more impactful and actionable. For example, an objective could be to improve communication skills, deliver effective presentations, or enhance decision-making abilities.

6. Measure and track progress: Establish methods for measuring progress toward the objectives. This could include regular check-ins, evaluations, or assessments. Use these measurements to provide feedback, adjust coaching strategies if needed, and acknowledge achievements.

7. Revisit and revise objectives: Coaching is an iterative process, and objectives may need to be reviewed and revised over time. As the coachee progresses and new challenges emerge, it's to ensure continued growth and development.

Remember, coaching objectives should be challenging yet attainable, relevant to the coachee's needs and organizational goals, and measurable for tracking progress. Open communication and regular feedback will play a crucial role in guiding and adjusting the coaching process to achieve these objectives successfully.