The key to blending directive and non-directive coaching lies in situational awareness. Start by assessing your coachee's development level and the task at hand. For complex challenges where the coachee has limited experience, lean into directive coaching by providing clear guidance and frameworks. However, as their competence grows, gradually shift to non-directive approaches, using powerful questions to unlock their potential. The sweet spot often comes from what I call the "guided discovery" approach – where you strategically alternate between giving direct input on critical aspects while using thought-provoking questions to help coachees reach their own insights. This hybrid method maximizes both learning and ownership.

From my experience in leading and mentoring individuals, I'd summarize it in 5 steps: 1. Assess the situation: Evaluate your team(s) goals and needs to determine the right approach. 2. Establish Trust: Build relationships and practice active listening to create a safe environment. 3. Directive Coaching: Provide clear guidance and set expectations when team members need direction while encouraging self exploration through open-ended questions and empower team to act at their own discretion fostering non-directive coaching. 4. Adaptive style: Be flexible to switch between styles based on feedback and evolving needs. 5. Give Feedback: Offer constructive feedback and celebrate successes to motivate and reinforce positive behaviors.

Become clear in your own mind about what is flexible and what is not. Some things are non-negotiable, usually the outcomes you are working towards. Other things can be completely flexible, like how the individual gets to those outcomes. Direct the direction Coach everything else

Yo he utilizado ambos estilos el directivo mucho más enfocado en los resultados a corto plazo, la acción inmediata, la resolución de problemas y toma de decisiones inmediatas. Es el más habitual de los directivos. Sin embargo no es el más adecuado si quieres elevar el nivel de madurez de tu equipo. Y ahí es donde entran las conversaciones a través del coaching. Requieren tener conversaciones más profundas con los colaboradores para que las soluciones no salgan siempre de tí. Esta vía es más lenta y más sostenible a largo plazo, elevando el nivel de la empresa. Por tanto la clave está en emplear ambos acorde a las circunstancias del día a día y trabajando el corto, medio y largo plazo solo con como conversamos.

A combina??o de coaching diretivo e n?o diretivo é fundamental para liderar equipes eficazes. Aqui est?o algumas estratégias adicionais que podem ser eficazes na mistura de estilos de coaching: *Estratégias Diretivas. *Estratégias N?o Diretivas. *Estratégias de Equilíbrio. *Técnicas de Feedback Eficazes. *Desenvolvimento de Habilidades. Lembre-se de que a chave para uma lideran?a eficaz é adaptar seu estilo de coaching às necessidades específicas da equipe e do contexto.