Overview

Most books on coaching start from the position that it is the setting of the goal that is the catalyst to change. Define the goal at the outset and then identify what is available to help the goal be achieved. It is an approach with a long pedigree. Aristotle, writing in the 3rd century BC, said First, have a definite, clear practical ideal; a goal, an objective. Second, have the necessary means to achieve your ends; wisdom, money, materials, and methods. Third, adjust all your means to that ends . It seems a logical approach, and it is one that is followed every day in business. This book has taken a different approach. In Set Up, we began not with defining the goal, but with agreeing the purpose of the conversation. The difference between the two is important. Goal setting suggests clarity about what is wanted, and often individuals dealing with work performance or personal development issues are not clear about what they want. They are clearer about what is making them dissatisfied or unhappy, demotivated or lacking in confidence. Alternately, they are quick to identify a goal because they understand that is what is expected. However, the goal may be a flawed one. It may focus on the wrong area or it may be stated simply because it is thought to be acceptable to the...