Coaching practices for Implementation Intention Coaching

Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Implementation Intention Coaching, these are the strongest matches in the current practice library.

Does this sound like the set of challenges you might be facing?

• My coaching chats end on a warm "I’ll try to get to it" that I let slide as if it were a plan
• The people I coach leave fired up with a plan, but the first ordinary snag throws them and the whole thing quietly dies
• We have a great talk and the person leaves with "I’ll think about it," and within a day or two it’s evaporated
• I start each coaching conversation from scratch and never circle back to what the person said they’d do last time
• I genuinely mean to do it, but the day swallows it every time and “I’ll get to it” never actually turns into doing it

Practices that may help

1. Build a concrete Will commitment
   Convert the chosen option into a specific next action with a date, and ask "what will you do?" not "what will you try?"
   The GROW Coaching Model, Made Practical
2. Obstacle anticipation before close
   Before ending, ask "what could get in the way?" and pre-plan the response.
   The GROW Coaching Model, Made Practical
3. Secure Will — convert the best option into a specific commitment
   Close the conversation with a specific, self-declared commitment to a concrete next action.
   The GROW Model: Coaching Conversations That Actually Move People
4. Close the GROW loop with session review
   At the start of the next session, review what was committed and what actually happened before setting a new goal.
   The GROW Coaching Model, Made Practical
5. Write when, where, and how plans for every behavioral goal
   Specify exactly when, where, and how you will act — not just what you intend to do.
   Action Planning
6. Set if-then implementation intentions for goal behaviors
   Specify when, where, and how you’ll act — not just whether you intend to.
   Hyperbolic Discounting — Why Future You Always Gets the Short End
7. Ask "What do you want?"
   People often know what they want but haven’t said it — asking directly surfaces it and shifts from complaint to intention.
   The Coaching Habit: Seven Questions to Be More Coach-Like
8. Turn the chosen domain into a committed action
   Convert the domain insight into a concrete, timed, values-linked behavior — not a vague intention.
   Values Bullseye, Made Practical
9. Clarify the Goal with precision
   Establish exactly what the person wants to achieve — not the presenting topic, but the specific, owned outcome.
   The GROW Coaching Model, Made Practical
10. Combine mental contrasting with an if–then plan (MCII)
    Fantasize about success, then vividly imagine the key obstacle, then write the if–then — the sequence matters.
    If–Then Planning, Made Practical

Describe your situation in your own words to search the complete practice library.