What are the objectives we can implement when coaching and providing feedback? There are three high-level objectives you can use:

First, when someone is reluctant, continue to ask questions and gain clarification about why the performance is lacking.

Second, if someone is agreeable or somewhat agreeable, pursue actions, as well as, focus on their effort to ensure that they are truly engaged in the coaching process.

Third, if someone is totally agreeable, stop asking questions and pursue actions and activities to facilitate the performance being sought. It's imperative that we don't simply ask questions and do nothing with the response or the information we've received. The ultimate goal of any coaching session is to first gain clarification, get the employee to agree that they need to pursue actions to get better; and then ultimately execute on those actions to drive the performance.