As a manager, one of your most important roles is developing your employees through effective coaching. Unlike directing or instructing, coaching takes a more non-directive approach aimed at empowering the employee. These coaching conversations should drive the employee to come up with their own solutions with guidance through questions and support from you as the manager.
Here is a straightforward framework centred on non-directive coaching:
1. Set the Agenda
Ask your employee open questions about what developmental areas or challenges they want to focus on. Share observations you’ve made as well but leave next steps open without imposing advice or demands. This allows the employee to guide the conversation on what matters most to them.
2. Ask Exploratory Questions
Use probing questions to better understand gaps and challenges from your employee’s perspective without judgment. “What do you feel caused that?” “Where do you feel stuck when that happens?” Explore strengths to leverage as well. Avoid yes/no questions, instead asking, “What’s working well lately from your view?” The goal is to stimulate self-assessment through reflective inquiry.
3. Brainstorm Solutions
Shift the conversation into solution-finding by asking your employee what ideas they may have or have tried regarding growth areas. Brainstorm new approaches together. Refrain from imposing your own ideas initially, instead saying “What kind of actions seem feasible to you moving forward?” The goal is to spark their own problem-solving.
4. Define Next Steps
Have the employee summarise what concrete commitments or next steps they will own coming out of the conversation. Outline how you can support efforts through questions like “What from me could help enable this?” rather than mandates. Schedule follow-ups allowing them space to work on it, avoiding micromanaging.
The most impactful coaching occurs when employees leave with their own clarity and commitments. This empowers them through self-directed growth backed by your support. Make sure to consistently schedule non-directive coaching conversations following this type of structure.
