The 5-Step Coaching Framework That Develops Strategic Thinkers

June is coaching month!

In a 4-part series, I’m here to help you develop and focus on your coaching skills this month.

Did you miss any content over the last few weeks? No problem. Here are the links that you need to catch up: 

Effective Coaching Skill 1: Listening

Effective Coaching Skill 2: Asking Powerful Questions

Effective Coaching Skill 3: Collaborative Problem-Solving

The Common Leadership Coaching Trap

After developing leaders for the past 20-plus years, I have noticed a common trap that leaders fall into.  

They tend to jump into problem-solving too quickly. 

You’ve probably been there too. 

Let me set the stage for you. 

A team member brings you an issue, and before they even finish explaining it, you have already offered a solution. 

You are likely in a rush, and this approach is fast and efficient. Right!  

But the problem is that when you always solve their issues, your team is not able to learn to solve their own problems.   

Why Quick Solutions Block Strategic Thinking

Even when leaders do ask questions, they often skip straight to “what can you do to fix that problem?”

This action question is premature if the coaching conversation doesn’t first explore the issues and then assess a variety of possible solutions. 

The good news is that there is a better way. 

A 5-Step Strategic Coaching Framework

Here is a 5-step approach that you can use to build strategic thinking and problem-solving skills on your team:

Step 1: Start with an exploration of the situation.

• Ask: “What’s the current situation as you see it?”
• Let them talk. You’re showing trust in their perspective.

Step 2: Move to the challenge.

• Ask: “What assumptions might we be making here?”
• Now we’re inviting reflection, not a reaction.

Step 3: Generate options.

• Ask: “What approaches might work in this situation?”
• Give them space to brainstorm and own the ideas.

Step 4: Let them make their own decision.

• Ask: “Considering everything we’ve discussed, what direction makes the most sense for you?”
• Start narrowing in with their input, not your instruction.

Step 5: End with action.

• Ask: “What specific steps will you take to move this forward?”
• This step builds accountability as they own the solution.

The Power of Slowing Down Your Coaching

If you want to improve your coaching skills, don’t just move people into action.

Slow down. 

Give them the time and space to think, process, and then they can move forward with clarity and intention.