Listen to the Podcast

Podcast Show Notes

When you start to coach as a Leader, you might wonder how much you can and should give from your own experiences and solutions. After all, coaching is about letting the other person figure things out, no?

Not so fast. As in many areas of life, there is not just black and white here.

We have options between the two extremes: between not giving anything and between giving them our solutions.

One of the good options might indeed be to help people with a thinking framework first.

What is a framework in coaching?

It is a thinking model we give to our coachees, so that have a mental ‘scaffolding’ to build their ideas on. It gives them structure, helps them put their ideas in order and test them.

In that way, it can be a virtuous tool: it helps our team members move forward to find a solution themselves, while we don’t give them a concerete answer. 

FRAMEWORK 1: PERFORMANCE

The first framework example is a simple performance model:

Performance = Potential – Distraction

Once you shared this, you can simply step back and ask your team members what they think the performance potential is and what is currently distracting from achieving it.

FRAMEWORK 2: TEAM DEVELOPMENT

A second framework we discuss in the episode is the well-known model to develop teams: ’Forming, Storming, Norming, Performing’

We can use this framework to help Teams and their Managers realize that teams go through certain phases before they perform. They can then come up with their own solutions on how they would for example master the challenging ‘Storming phase’.

The third framework I introduced was a categorization model for Corporate Values. It suggests there are four types of values in a corporate context:

FRAMEWORK 3: COMPANY VALUES

1. Core Values: Those are deeply part of the company’s DNA

2. Aspirational Values: Those are the values that are not present, but the company needs them.

3. Permission to Play Values: Those are values that are simply required for a normal company to function.

4. Accidental Values: They emerge and take hold on their own.

Summary

Frameworks can be a big source of creativity for a coach. They are a major resource to help our team members build the accountability that they seek.

If we learned and are familiar with a lot of mental frameworks in the area of our clients, we can give them something really valuable without solving for them, which almost feels like squaring the circle.

All the best and hope this was useful!

Cheers, Maik

%d bloggers like this: