Using Incentives and Rewards in Coaching

Incentives in Coaching
Gregory Johnson, Coach, United States, Premium Member
The benefits of the dialogue would seem to hold significant incentives. The outcome of an experiential learning coaching exchange should be designed to achieve incentives for the client and the coach.

The Use of Incentives in Coaching
Jaap de Jonge, Editor, Netherlands
Gera, I assume your question is aimed at the use of "extra" incentives to reward a coachee (the person being coached) if she/he is doing/trying well. Right?
What kind of additional rewards or incentives are you thinking of?

The Use of Incentives and Rewards for Coachees
Tito Rafael Hidalgo Barcia, Strategy Consultant, Ecuador, Member
I understand and agree that employees must not get a reward for professional activities we have been hired for in the first place.
I am sure you will agree that we humans are complicated from the core, and yes, we do need and like incentives and/or rewards but remember, as I said before: we humans are complicated, so if we get some extra reward for our effort, most probably we expect the same or more and more every time.
My experience is that we must be careful in selecting the type of incentive we give to our coachee(s). So I agree with Greg Johson, a good start would be the benefit of Dialogue and/or guiding the coachee to reward themselves for such achievement. This is my humble opinion.

Coaching Incentives at Group Level
Reid, CEO, United Kingdom, Premium Member
I think incentives can work well if given to a group. This can be in the form of a coaching skills workshop (after all, who doesn't enjoy a professional development day?) Another way is to incentivise a feedback programme - usually an online forum - with vouchers or credits to the staff canteen or local eats place. This sort of thing nurtures continued participation and momentum.