There are models that take simple things and make them complicated. Conversely, there are models that take highly complex things and at least give you a place to start. In that regard and in the spirit of simplicity and execution, we present our advice on how to leverage Situational Leadership® in a coaching conversation. Our intention is to share a practical, repeatable process that at least has the potential to get your coaching conversations off on the right foot.
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Set a tone for your discussion that aligns with the content or the theme of your objective. Sounds basic but, in practice, this is where so many coaching discussions get derailed. Frequently, in an effort to manage our own discomfort, we “ease into” discussions that have the potential of being uncomfortable based on the message we are responsible for delivering. Conversely, because we have so much to do, we rush through conversations intended to positively recognize noteworthy performance. Net-net: be intentional with the timing, the setting and the first words out of your mouth when coaching.
Think brevity and essence. In a sentence, what is it you want to talk about? For example, something like:
Or perhaps:
Keep this in mind, a textbook opening and focus can be executed to perfection in less than a minute.
The natural and logical extension of a well-positioned introduction is the continuation of the conversation. This is where the coach has to be prepared to initiate a deeper dive into the topic identified during the focus. It is also where the coach has to be disciplined in the delivery of objective and verifiable behavior. Even though nobody is “on trial,” think of the transition as the juncture where you are providing “eye-witness testimony”:
An effectively accomplished transition extends the focus and provides you with the opportunity to learn more about what is happening and, far more important, why.
In general, as this conversation unfolds, you will have a series of “response options”:
As the coachee responds to your positioning, we would suggest that answers to the following questions relative to the FOCUS of this discussion should inform your course of action:
Objective assessment of answers to these questions should dictate your path forward.
As is the case with sustaining any kind of event, behavior change and positive migration is a function of follow-up and follow-through. As the discussion winds down, ensure explicit alignment on who is to do what by when.