How can you identify your coachee's strategic thinking strengths?

A lot of questions that should bring about self-reflection should be asked. A coach should not be afraid to ask difficult questions that would get the client to think differently and get to the point of full self awareness

Strategic thinking is not a strength for everyone. As a trained StrengthsFinder and Strengths Strategy coach, I've coached several leaders who had no Strategic strengths in their top 10. In this case, I help guide them into "confident vulnerability," enabling them to confidently step into their top Strengths domains - which may include Strengths in the Executing, Influencing, and Relationship-Building domains - and then create possibilities for how they can vulnerably rely on their peers or members of their team for tasks that require heavy strategic thinking.

Imagine running a race where the track keeps changing, and you don't know what's around the corner. That's what business can be like! Strategic thinking is like having a special map and skills to handle this tricky race. It's not just about making plans; it's about learning how to see hidden patterns, guess what might happen next, and make smart moves even when things are uncertain. It's like becoming a detective for business. Instead of fearing changes, you to see them as exciting puzzles to solve. The key is not having all the answers, but learning to ask the right questions and being super curious. A world where things are always changing, strategic thinking is like having a superpower to evolve and make the future your own adventure!

Most likely, your coachee has already used some form of strategic thinking. Perhaps they have served in the military, played sports or board games, studied game theory or history, or raised children. If so, they are familiar with making tough tradeoffs, hard commitments and no-regret moves. You can help them generalize their experience to a broad range of business problems. That way, they have some proven and familiar rules of thumb available to them, in addition to the new frameworks you are introducing.

Coaching as a tool supports the coachee to dissect their skill set and question their beliefs. The role of the coach is to enable the coachee to add that level of questioning to their behaviours so that not only do they recognise their own strengths but challenge themselves as to what they may have seen as weaknesses. Questioning is a great way to think differently and with the support of a coach, gain a perspective that allows for change.

Effective executive coaches possess a range of key strengths. They excel in active listening and empathy, building trust and rapport. They communicate clearly, ask thought-provoking questions, and empower clients to take ownership of their goals. With a strong business acumen, they provide relevant advice, offer timely feedback, and assist in goal setting. Adaptable and culturally sensitive, they offer diverse problem-solving perspectives and hold clients accountable. Maintaining strict confidentiality, they prioritize continuous self-awareness and learning. These strengths collectively contribute to clients' success by fostering leadership development, overcoming obstacles, and achieving professional goals.

Is often observed during my discovery stage, how you client is responding certain question, what are ideas that they share, how ambitious they are, how they had resolved or unresolved issues in the past are a great way recognize their pitfalls and help them fix the gaps.

The fast-paced world of business, it is crucial to avoid common pitfalls that can hinder success. Key challenges include short-term thinking, confirmation bias, and a lack of adaptability. Prioritizing forward planning, open-mindedness, and agility can accelerate continuous improvement. By embracing these principles, we pave the way for innovation, growth, and lasting impact. Gaps will occur, but it is our ability to identify them and close them as efficiently as possible.

Being a mentor and helping your coachee navigate the process of improving their strategic skills. Using techniques like asking questions, active listening, and setting goals can really make a difference. Offering valuable resources is like giving them tools to expand their knowledge and outlook. Together, you and your coachee can work towards enhancing their strategic thinking abilities and achieving their professional goals. Keep up the great work as a coach!

Helping someone improve thinking strategically in life will allow for flow in work. You can do this by challenging their thinking in different situations, like when they work on projects, go to meetings, or give presentations. Ask them questions like, "What's the will this do for you?" or "How does this fit into our long-term plans?" It's like helping them see the bigger picture. When things get tough, like during a crisis, tell them to ask "what is the worse possible outcome". Encourage them to share what they learn with you and others. It will help them reflect on their progression. Practicing and using strategic thinking in their daily life, will allow for personal development to make a positive impact in fulfilling their purpose.

As a Certified Gallup Strength Coach, I know how it works before I use the assessment and after I use it with Clients. If your client has that strength, you might notice three behaviors in his/her/their communication and conduct. 1. They will always come with Plan A and Plan B during decision-making. 2. They will be able to happily answer all what if (xyz happens?) questions and give a new solution. 3. They ask 2 types of questions ( detail and overall, current and future, individual and groups )

I did my 3rd Clifton’s Strength finder assessment last week . It is a timeless assessment and I encourage everyone ( you have to but not much) to take it. The first one was in 2011 and the 2nd in 2016 and I am amazed at not only how accurately it picks up your strengths but also how thoughtful insights are . In addition it does not change much with time at all.