In which scenario would setting at least one SMART goal least likely occur?

Setting at least one SMART goal is most closely aligned with developing a specific action plan, where clear objectives are defined, making it a critical part of the coaching process. The SMART criteria—Specific, Measurable, Achievable, Relevant, Time-bound—are utilized to formulate goals that provide structure and clarity.

In the context of establishing rapport, for example, the primary focus is on building a trusting relationship between the coach and the client rather than formulating specific goals. This stage involves understanding the client's story, their motivations, and emotional needs, which is foundational to effective coaching but not directly tied to setting SMART goals.

When explaining the coaching process or establishing a coaching agreement, while these steps may touch upon goal-setting in broader terms, they do not specifically necessitate the formulation of a SMART goal at that moment. These processes are more about outlining the nature and structure of the coaching relationship rather than defining actionable, measurable objectives.

Therefore, the scenario where setting a SMART goal is least likely to occur is during the establishment of rapport, as this part emphasizes relationship-building and understanding rather than immediate goal-setting.