The relationship between the coach and the client is at the heart of any successful coaching engagement.
When the coach contracts well to begin with and understands how to re-contract if necessary, during the coaching relationship, they set the partnership up for success.
Contracting in coaching typically involves two key stages: the Chemistry Check and the Contracting Discussion.
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The Chemistry Check focuses on fit, rapport, and mutual interest in working together.
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The Contracting Discussion addresses expectations, goals, roles, confidentiality, logistics, and ethical boundaries.
The Chemistry Check is a valuable opportunity for both the coach and client to explore their compatibility and assess whether they are a good fit to work together. Ideally lasting at least 30 minutes, this conversation allows time for a meaningful exchange that can give the coach a sense of the client’s level of commitment, while also providing space for the coach to demonstrate their style and approach. For the client, it’s a chance to experience the coach’s way of working and gain greater clarity about what they truly want to achieve through coaching.
During the initial conversation, ask the client what they know about coaching and, if needed, explain how it differs from therapy, consulting, and mentoring. Listen closely for the challenges they are facing, and offer insight into how you might work together by asking coaching questions that help them reflect on the outcomes they truly desire. Invite the client to articulate what a successful outcome from your work together would look and feel like. Throughout the conversation, support the client’s autonomy by reinforcing that they are the decision-maker regarding what they bring to coaching and the direction they want to take.
The coach’s mindset during the Chemistry Check is key to creating a meaningful and respectful connection. It’s important to show up authentically, grounded in your own style and values, and with confidence in your ability to build relationships. Being well-prepared - such as having a few guiding questions in mind—supports you to hold a focused and productive conversation. A mindset of non-attachment is essential; rather than trying to secure the client, remain open and objective, as you would in any coaching session. This means listening with perspective, stepping back from the details, and offering the client a broader view of their situation.
Questions that facilitate awareness and insight into the outcomes the potential client wants to achieve:
What would you like to achieve from coaching?
What will be a good outcome for you?
Take a moment to imagine we choose to work together, and after 6 months, we are reflecting on what you have achieved – how will you know this has been a successful journey?
What will you be feeling that tells you this has been a valuable and meaningful experience for you?
What will be different and noticeable about you by others who matter to you as a result of our work together?
Questions that support psychological safety in the Chemistry Check session:
How have you felt about embarking on finding a coach to collaborate with for your personal and professional development?
What's your experience of this conversation so far?
What's important to you about finding the right coach to support your growth?
How are you feeling about coaching and how this can support you to achieve the outcomes you want?
What's one thing you need from me that will support your success?
The Contracting Discussion
Sometimes referred to as a Strategy Session, this is a key conversation between the coach and client to define how they will work together. It sets the foundation for the coaching relationship by addressing three key areas: procedural, professional, and relational. Procedurally, it covers practical details such as the number of sessions, session length, and payment arrangements. Professionally, it outlines the objectives, expectations, and overall plans for the coaching. Relationally, it explores the client’s specific needs, communication preferences, and learning styles. This discussion should take place before the first coaching session or be clearly scheduled into the beginning of that first session. In cases where coaching is sponsored by an organisation, the Contracting Discussion would typically include a three-party conversation with the sponsor - usually the person or organisation funding or authorising the coaching.
Procedural Examples:
- Timeframe of the coaching engagement
- Number and frequency of sessions
- Times and dates
- Location
- Reschedule and cancellation policies
- Payment
- Refund policy
- Use of assessments/tools
- Additional resources included
- Access to the coach outside of coaching hours
- Confidentiality
Professional Examples:
- One of the first things to understand is whether the coaching engagement is sponsored by an organisation. If it is sponsored, a three-party conversation with the coach, the client, and the sponsor organisation is required to establish:
- The organisation’s goals and the purpose of coaching for the coachee.
- What will be confidential and what will be shared with the organisation (who in the organisation will this be shared with, and how?).
- The coach’s responsibility to the sponsor.
- How the Return on Investment (ROI) will be measured.
Additional professional considerations:
What are the objectives of the coaching engagement?
What accountability exists for the coach in terms of their conduct and ethical behaviour? (E.g., ICF Code of Ethics).
What are the expectations of the coach and client?
What are the commitments of the coach and client?
What results is the client looking for?
Will there be a plan that is referred to periodically?
What is the process for checking in on progress and ending the relationship? E.g., progress made, the way forward, and other support.
What boundaries need to be set in place? Such as respecting each other’s time, communicating effectively, or the scope of the coaching.
Relational Examples:
What does the client want to lean into, or feel is most important for them in the coaching relationship? And how can the coach support this?
What are the specific needs of the client? E.g., does the client want to receive feedback? How does the client best learn?
What might get in the way of progress? E.g., self-sabotage, distraction, avoidance.
How will the coach and client communicate any changes they may see as important?
What will encourage honesty and keep the dialogue open?
How will accomplishments be celebrated during and at the end of the coaching engagement?
Note: The coach listens to determine what is important to ask and discuss with their client - not all the questions above will be required; these are examples only.
