There are a several different approaches which coaches can take in order to inspire, support as well as develop their coachees. Different goals, personalities and challenges will prompt different coaching styles.
In the process of directive coaching, the coach follows a process of tell, show and then do. Directive coaching is all about explaining and then showing a new approach or skill for your coachee so that they copy and implement what you’re demonstrating.
A directive coaching approach involves a transfer of wisdom, where the coach provides advice or direction. This advice is probably based on their experience and expertise. This is a widely recognised, fairly traditional coaching approach.
The advantages of a directive coaching style include:
- The coachee benefits from the experience which is shared,
- The coachee benefits from the coach’s insight,
- The coachee can be given a solution, and
- The coach feels rewarded by sharing wisdom.
The disadvantages of a directive coaching style:
- The coachee has less ownership of outcomes,
- The coachee may be less committed to action, and
- The solution might not be ‘right’.
Key Characteristics Of The Directive Coaching Style
- Goal-oriented: The coach works with the coachee to establish specific goals and objectives, and provides specific recommendations and strategies to help the coachee achieve those goals.
- Solution-focused: The coach helps the coachee to identify specific solutions to the challenges they are facing, and provides specific recommendations and strategies for implementing those solutions.
- Expert-driven: The coach uses their expertise and knowledge to provide guidance and advice to the coachee.
- Prescriptive: The coach provides specific recommendations and solutions to the coachee, often in the form of action steps, to help the coachee achieve their goals.
The SMARTER Coaching Model For Directive Coaching
The SMARTER Model is a directive coaching model that can be used to help coachees set and achieve specific and measurable goals. The model is an extension of the popular SMART goal-setting framework, which stands for Specific, Measurable, Attainable, Relevant, and Time-bound. The SMARTER Model adds two additional steps to help coachees evaluate and revise their goals and plans as needed.
Here are the steps of the SMARTER Model:
- Specific: The first step is to help the coachee define their goal in specific terms. The goal should be clear, concise, and well-defined.
- Measurable: The second step is to help the coachee identify specific measures of success for their goal. This could be a quantitative or qualitative measure, but it should be something that can be objectively measured.
- Attainable: The third step is to help the coachee ensure that their goal is achievable and realistic given their current resources and constraints.
- Relevant: The fourth step is to help the coachee ensure that their goal is relevant and meaningful to them. The goal should align with their values and priorities.
- Time-bound: The fifth step is to help the coachee set a specific timeline for achieving their goal. This will help them stay motivated and focused on their goal.
- Evaluate: The sixth step is to help the coachee regularly evaluate their progress towards their goal. This will help them stay on track and identify any obstacles or challenges that need to be addressed.
- Revise: The seventh step is to help the coachee revise their goals and plans as needed. This will help them stay flexible and adapt to changing circumstances or new information.
The CLEAR Coaching Model For Directive Coaching
The CLEAR Coaching Model is a directive coaching model that can be used to help coachees achieve specific goals and improve their performance. The model is based on five key steps that help the coach and coachee establish a clear coaching contract, listen actively, explore the coachee’s thoughts and feelings, take action towards their goals, and review progress and learning.
Here are the five steps of the CLEAR Coaching Model:
- Contracting: The first step is to establish a clear coaching contract. This involves setting the boundaries of the coaching relationship, such as the purpose of the coaching, the desired outcomes, the roles and responsibilities of the coach and coachee, and the logistics of the coaching sessions.
- Listening: The second step is to listen actively. The coach needs to create a safe and supportive space for the coachee to share their thoughts and feelings, and actively listen to what they have to say. The coach can use active listening techniques, such as summarising and reflecting to help the coachee feel heard and understood.
- Exploring: The third step is to explore the coachee’s thoughts and feelings. The coach can ask open-ended questions, probe deeper into the coachee’s experiences and perspectives, and help the coachee gain clarity and insight into their situation. This step helps the coachee identify any limiting beliefs, assumptions, or patterns that may be holding them back.
- Action: The fourth step is to take action towards the coachee’s goals. The coach and coachee can work together to develop a plan of action that is specific, measurable, achievable, relevant, and time-bound. The coach can provide guidance, support, and accountability to help the coachee stay motivated and focused on their goals.
- Review: The final step is to review progress and learning. The coach and coachee can regularly review progress towards the coachee’s goals, evaluate the effectiveness of the coaching process, and identify any areas for improvement. This step helps the coachee reflect on their learning and celebrate their successes, while also identifying areas for further growth and development.
The PEDAL Coaching Model For Directive Coaching
PEDAL is a more task-orientated coaching style. The coach sets up a new skill or process, explains and displays it. The coachee then either describes or practises this skill, while the coach assesses their understanding as well as their approach. The coach then gives feedback prior to explaining exactly how this skill links to the coachee’s role and will promote their approach.
‘PEDAL ‘stands for:
- Link to role
Directive coaching, utilising models such as PEDAL, is generally best used in the following situations:
- Introducing an individual to a new task.
- The person has little or no confidence in their ability to complete the task.
- The individual is new to their role.
- There is no room for mistakes.
Here are a number of the benefits of using this model coaching:
- Clarity: The model provides a clear structure for the coaching conversation, which helps both the coach and the coachee to stay focused on the topic at hand. This can lead to greater clarity and understanding of the situation, problem, or goal.
- Goal-orientation: The model is designed to help the coachee set specific, measurable, achievable, relevant, and time-bound (SMART) goals. This can help the coachee to be more focused and motivated in working towards their goals.
- Action-oriented: The model emphasises the importance of taking action towards achieving the coachee’s goals. This can help the coachee to be more proactive in their approach and to take ownership of their progress.
- Feedback: The model encourages the coach to provide feedback to the coachee on their progress towards their goals. This can help the coachee to stay on track and to make any necessary adjustments along the way.
- Accountability: The model helps to establish a sense of accountability for both the coach and the coachee. This can help to ensure that the coachee follows through on their commitments and takes responsibility for their progress.
What Is A Non-Directive Coaching Style?
Non-directive coaching is an approach to coaching that is focused on facilitating the coachee’s self-discovery, growth, and learning. It is founded on the belief that the coachee is the expert on their own life and has the answers within themselves, and the coach’s role is to help them access and utilize their own internal resources and wisdom.
In non-directive coaching, the coach uses active listening, open-ended questions, and reflective techniques to help the coachee gain insights, explore their thoughts and feelings, and generate their own solutions to the challenges they face. The coach does not provide advice or solutions but instead creates a supportive and non-judgmental environment in which the coachee can explore their own perspectives and make their own decisions. A non-directive coaching style encourages the coachee to think through her problem and then develop her own solution. This type of coaching style takes more time however is usually more effective. This is especially if the situation is complex.
Suppose that the problem presents a skill or competence which the coachee can learn. In that case, a good coach will nurture the employee by challenging her to objectively mull over the situation. Just supplying the right solution is wasted if she doesn’t understand it or internalise it well enough.
The Advantages Of Non-Directive Coaching Are Long Lasting
In actual fact, when coaches tell a coachee something, only 10% of people are likely to recall it correctly after a period of three months. If they employ non-directive coaching, that number goes up to 95%!
With a non-directive coaching style, the client comes to a solution which fits their individual needs. It is therefore far more likely to act on it. In addition, the coach doesn’t need to be an expert on the coachee’s specific issue in order to be successful. The coach just needs to remain open-minded, non-judgmental and make sure that they keep their ears open.
The only drawback of a non-directive coaching style is that it can take much longer to come to a conclusion. In fact, the coachee may not be able to come to a conclusion or may not be willing to in the first place.
The GROW model is a coaching model which is frequently used in conjunction with a non-directive coaching style. When using the GROW model, the coach starts the conversation by asking about the coachee’s goals. They then will explore the reality of the situation at the moment, the options for change and then agree the best way forward.
If you would like to become a life coach then you should contact us to discover more about our Life Coach Course.
Frequently Asked Questions
How is directive coaching different from non-directive coaching?
Directive coaching is more focused on providing specific guidance and advice to the coachee, whereas non-directive coaching is more focused on helping the coachee discover their own solutions and insights.
When is a directive coaching style appropriate?
Directive coaching is appropriate when the coachee needs specific guidance or support to achieve a particular goal or outcome, or when the coachee is new to a particular task or skill.
What are some common techniques used in directive coaching?
Techniques used in directive coaching may include setting specific goals and action plans, providing feedback and advice, modeling behaviors or skills, and teaching specific techniques or strategies.
What are the benefits of a directive coaching style?
The benefits of a directive coaching style include increased clarity and focus, faster progress towards goals, improved performance, and increased confidence and motivation for the coachee.
What are some key characteristics of a coach who uses a directive coaching style?
Coaches who use a directive coaching style tend to provide clear, specific instructions and guidance to their coachees. They may have a high level of expertise in a particular area and use their knowledge to direct the coachee’s actions. They may be more focused on outcomes than on the coachee’s personal development, although the two are not mutually exclusive. They may also use a more authoritarian or commanding tone than other coaching styles. While the directive coaching style can be effective in certain situations, coaches using this style should be mindful of the potential for the coachee to become overly dependent on the coach and should work to encourage the coachee’s independent thinking and decision-making skills.