Frequently Asked Questions
In coaching, the client sets the topic and the agenda. You identify where you want to focus and we dive in. While the topics covered are as varied as our clients, we find that most people seek coaching in one or more of the following general areas:
- Life Coaching:
- Navigating major life transitions.
- Setting and achieving personal goals.
- Creating or enhancing habits that will support goals and well-being.
- Examining and improving coping mechanisms.
- Leadership Coaching:
- Gaining clarity on values and purpose.
- Overcoming limiting beliefs, self-doubt, or impostor feelings.
- Improving work-life balance.
- Developing leadership skills, including how to motivate others.
- Leading difficult conversations.
- Improving executive presence and influence.
- Setting and respecting boundaries.
- Career Coaching:
- Identifying and achieving career goals.
- Transitions (e.g. promotions, job changes, taking a leadership role).
- Crafting effective resumes and cover letters.
- Preparing for interviews and networking.
- Negotiating salary and benefits.
- Developing professional skills and confidence.
If you choose to hire Kelli or Mollie for one-on-one coaching, we will work with you to determine how long the initial arrangement should be and the cadence of sessions. We typically meet every week or every other week, for a specific number of weeks or months, depending on your goals.
Your investment in coaching will depend on a lot of factors, including the number of sessions and whether an individual or organization is making the investment. This is something we can discuss after your discovery call, once we have a better sense of your goals.
To make the most out of your investment, we suggest clients do the following:
- Come prepared, on time, and ready to discuss your goals.
- Share your challenges openly and honestly, knowing we maintain full confidentiality.
- Commit to engaging in the process and complete agreed-upon actions.
- Take time between sessions to process what you’re learning.
- Trust the process and be patient with your growth.
If your employer is making the investment for coaching on your behalf, you are still the client and our coaching and confidentiality relationship will be with you. Our agreement will be made with your employer, the “sponsor,” and each party’s responsibilities will be outlined clearly so there is no confusion about the shared goals of the coaching arrangement.
At the outset of the relationship, the client (you), the coach (Aspire), and the sponsor (your employer) come to an agreement about the purpose of the coaching engagement and the skills or aspects of performance the sponsor has identified for coaching. While dependent on the length and type of the coaching arrangement, this discussion typically happens at the beginning of the first coaching session. After this initial discussion, the client will set the agenda for each individual coaching session.
The coach maintains confidentiality with the client, as this furthers the trust and transparency that ultimately helps the client achieve their goals. The coach can generally share limited information with the sponsor, such as whether the client is regularly participating in the coaching, as scheduled, and whether they are fully engaged. More can be shared upon mutual agreement – meaning, at the onset of the coaching, all parties can agree on the parameters of what can be shared (e.g. topics discussed, skills taught, areas of focus for each session, etc.). With the client’s consent, the coach can share more details with the sponsor; however, the most effective way forward is often for the coach to encourage the client to talk with the sponsor directly, as appropriate and necessary.