What's your process for coaching based on a leadership framework?

1 Choose a framework

The first step is to choose a leadership framework that suits your coachee's needs, goals, and situation. There are many frameworks available, such as the Situational Leadership Model, the Transformational Leadership Model, or the Leadership Practices Inventory. You can also create your own framework based on your organization's values, culture, and expectations. The key is to choose a framework that is relevant, clear, and measurable.

2 Assess current level

The next step is to assess your coachee's current level of performance and potential against the chosen framework. You can use various tools, such as self-assessments, 360-degree feedback, behavioral interviews, or observation. The purpose of this step is to help your coachee gain awareness of their strengths and weaknesses, as well as their impact on others. You should also help your coachee recognize their motivation, values, and aspirations.

3 Set goals and action plans

The third step is to help your coachee set SMART goals and action plans based on the framework. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. You should help your coachee prioritize their goals, identify the resources and support they need, and break down the steps into manageable tasks. You should also help your coachee anticipate and overcome potential obstacles and challenges.

4 Provide feedback and support

The fourth step is to provide ongoing feedback and support to your coachee as they implement their action plans. You should use a coaching style that matches your coachee's readiness and preference, such as directing, facilitating, or empowering. You should also use a variety of feedback methods, such as praise, constructive criticism, or coaching questions. You should encourage your coachee to reflect on their progress, learn from their mistakes, and celebrate their achievements.

5 Evaluate results and adjust

The final step is to evaluate the results and adjust the coaching process accordingly. You should use the framework as a benchmark to measure your coachee's outcomes, such as improved performance, increased confidence, or enhanced relationships. You should also solicit feedback from your coachee and other stakeholders, such as their manager, peers, or customers. You should review the goals and action plans and make any necessary changes to ensure continuous improvement and alignment with the framework.

Coaching based on a leadership framework can help you and your coachee achieve more clarity, focus, and direction. By following this simple process, you can help your coachee develop their leadership competencies and potential in a systematic and effective way.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?