Customize your coaching approach

There are two coaching approaches—directive (showing or telling the other person what to do) and supportive (acting as a facilitator or a guide). The table below suggests uses for each approach and provides examples.

Once you've had an initial conversation with your coachee, you might change approaches depending on your coachee's issues and needs. But whichever approach you're using predominantly, reassure the person that discussing mistakes or shortcomings with you during coaching will not be reflected negatively in his or her performance review. You'll build a strong foundation of trust, which is essential for successful coaching.

Directive versus Supportive Approaches

Approach	Uses	Example
Directive	Developing skills	Training a new employee who needs to develop skills in your area of expertise
	Providing answers	Explaining the company's strategy to a new direct report
	Instructing	Conducting a sales call with an employee to demonstrate how it's done
Supportive	Facilitating problem solving	Helping a direct report find his or her own solution to a problem
	Building confidence	Expressing belief that an employee can find the solution
	Encouraging self-directed learning	Letting a direct report with new responsibilities learn on the job and make mistakes
	Serving as a resource	Providing information or contacts to help an individual solve problems