Unlock Game-Changing Coaching To Inspire and Drive Results

Coaching goes beyond feedback — it builds confident, creative problem-solvers who take initiative and tackle challenges head-on.  Choose among these 4 approaches to unlock potential and drive innovation…

Effective coaching is all about balance — knowing when to guide and when to step back.  In the Harvard Business Review, Ruchira Chaudhary of TrueNorth Consulting, outlines four key coaching styles within a "push" and "pull" framework.  Your choice depends on your expertise, the task at hand, and the experience level of the person you're coaching.

1. Telling (High Push, Low Pull): This style is instructive.  The manager draws on their experience and knowledge to direct the employee toward meeting their goal.  It is most suitable when an individual requires considerable oversight, is attempting something new, or is in a situation that requires urgent action. But be aware that if you overdo this style, you will be micromanaging.
2. Hands off (Low Push, Low Pull): Here the coach acts as an advisor and gives the employee considerable latitude — along with necessary tools and support.  Use this with experienced, motivated employees, but be sure to have checks in place such as regular “catch-ups.”
3. Asking/Listening (High Pull, Low Push): This involves asking open-ended questions, such as “What are some alternatives you’re considering?” and “What do you think is the best approach to this problem?”  This style is great for coaching those on the path to leadership. 
4. Collaborating (High Push, High Pull): A cross between traditional coaching and mentoring, this style is the “sweet spot” of coaching.  It fosters self-awareness and empowers the employee to make the eventual decision, after taking all factors into consideration.

Which coaching style do you employ most? How might you expand your approach to coaching? To join the conversation, click on "comments" below.

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