Author: Henrik Klausen
In the fast-paced environment of modern workplaces, coaching your staff often gets sidelined by urgent tasks and pressing deadlines. It just feels faster to tell them what to do! However, investing time in coaching your staff not only boosts their performance and wellbeing over the long term, it also enhances your leadership. You will better understand what’s going on for your staff and what’s required to unlock their full potential.
Finding time to provide coaching conversations in a busy schedule is tricky. The best way is to integrate coaching into your daily interactions with your staff. Schedule regular coaching sessions and treat these as any other critical meetings, as they may not be urgent (yet) but they are important. When coaching, focus on the areas where you and your staff member will see the most significant benefit and remember to continuously check in with your staff member - a short online coaching session is much more effective than none.
TLT vs GROW model
Simple is effective in a busy schedule and I find that two of the most effective frameworks for coaching is the Tight-Loose-Tight (TLT) model and the GROW model.
The TLT model for coaching involves setting clear and aligned expectations at the start, allowing flexibility and autonomy during the execution phase, and concluding with a thorough review and feedback to ensure accountability and alignment with the initial goals. The GROW model of coaching involves guiding individuals through setting a Goal, assessing the current Reality, exploring Options, and determining the Will to take action.
What the two models share is that the most important part is being clear and aligned about goals as “How can we be successful if we don’t know what success looks like?” There are also important differences between them as the GROW model is best suited for coaching conversations aimed at setting and achieving specific goals, particularly in one-on-one scenarios.
The TLT is well-suited for managing projects or teams where initial direction and final evaluation are more fixed, but where the process can benefit from creativity and individual initiative.
In other words:
The GROW: Emphasises detailed exploration of the current situation and options before committing to actions.
The TLT: Focuses on setting clear initial expectations and reviewing outcomes, with a flexible middle phase allowing for creative execution.
Using the GROW Model when coaching
1. Goal:-
- What: Define what the coachee wants to achieve.
- How: Ask questions like, “What do you want to achieve in this session?” or “What is your long-term career goal?”
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- What: Understand the current situation and challenges.
- How: Use questions such as, “What is happening now?”, “What steps have you taken so far?” or “What stops you from achieving?”
3. Options:
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- What: Explore different strategies and options.
- How: Encourage brainstorming with questions like, “What options do you have?”, “What could be your next step?” or “How can I assist you?”
4. Will:
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- What: Commit to specific actions and establish accountability.
- How: Solidify plans with questions like, “What will you do next?”, “How will you ensure these actions are taken?” or "How will I/we know that you are on track?"
Using the Tight-Loose-Tight Model when coaching
Tight at the Beginning:
- What: Explore and agree on clear expectations and guidelines taking the current context into account.
- How: Set specific goals, define desired outcomes, and communicate any necessary constraints or standards.
Loose in the Middle:
- What: Allow freedom and flexibility in how the goals are achieved depending on the skill and will of the staff member.
- How: Encourage creativity, independent problem-solving, and personal accountability. Support your staff member with resources and guidance but avoid micromanaging.
Tight at the End:
- What: Review outcomes against the initial goals and expectations.
- How: Conduct evaluations, provide constructive feedback, and ensure accountability for the results.
Conclusion
A core part of leadership is making decisions which often flows into 1-1s where leaders give answers rather than asking questions. Mastering either the TLT or GROW model and integrating coaching into your busy schedule requires commitment but offers significant rewards. By prioritising coaching, asking the right questions, and fostering an environment of empowerment, you can enhance your team’s performance and drive long-term success. Remember, great leaders don’t just provide answers; they inspire their teams to find their own solutions.
Photo credits: Unsplash.com (Vitaly Gariev)
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