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My Proven Process of Interactive Coaching

by Evan Hackel

A key concept from my book Ingaging Leadership: The Ultimate Edition

 

 

I would like to recommend that you use the following methodology of coaching in your coaching relationships. I have used it with younger workers, with workers who are my own age, with workers who are older than I am. And I can tell you, it works.

Please bear in mind that the process I am about to explain is flexible. You are welcome to adapt and change it as you refine it and use it to produce great coaching results with a wide variety of the people you supervise in your organization.

The process usually starts where the person being coached has an issue or problem that they need dealt with. I would recommend taking the following steps.

Step One: Start by defining the issue . . .

Define the largest issue you will be addressing in your coaching. What exactly is it?

Start by having the learner state what the problem is. As the coach, make sure they clearly delineate the difference between fact and opinion in the issue they define. Keep asking them good questions until the person you are coaching has clearly identified the issue. Good questions to ask after they’ve stated the initial problem are:

  • Can you tell me more about the situation?
  • Why do you think this is happening?

 Step Two: Decide why the issue matters . . .

Have the learner explain and share why the issue you will work on is important. Then take your exploration one step further by explaining why it is important from the perspective of different parties that are invested or impacted on by the issue. And discuss its value to your organization too.

Step Three: Decide what is possible . . .

Encourage the learner to brainstorm all the possible solutions to the issue that is under discussion. Then have them choose several solutions that you will explore. After exploring, have the person you are coaching choose what they believe to be the best option. It’s especially important you do not do this for them.

Step Four: Decide what steps to take next . . .

Have the person being coached find the next steps and have them commit to the process that they’re going to move forward with.

This process is designed to enable the learner to self-discover the answers. It is important that you, the coach, avoid the temptation to answer the questions. You are facilitating discoveries, not making them yourself.

This process assumes, however, that the Person being coached has the knowledge to define a problem, answer the questions that surround it, and identify reality-based solutions that address it. If the learner does not bring that level of knowledge to the process, the coach should step in and assume a mentoring role that helps the learner acquire new knowledge and move ahead with finding and implementing solutions.

 

Evan Hackel
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