Coaching is simple, it’s helping people find the answers for themselves, rather than telling them what to do. Coaching is proven to improve employee morale, self-confidence, job satisfaction and organisational commitment, leading to improved productivity and bottom line results (22% profit improvement in a study by Manchester Inc. of Fortune 1000 companies).

However, when asked if their organisation actually does coaching, most leaders answer with phrases like: “sometimes”, “not everyone does it”, and “probably not well”.

So with such compelling evidence and the perceived simplicity, why aren’t more organisations embracing the coaching culture?

Well, it usually comes down to 3 things: don’t really know how to do it; don’t have time to do it; the leader’s aren’t doing it nor encouraging it.

Recently during our collaboration with an organisation who is focusing on building a strong growth strategy and encouraging an empowering culture, we worked with the senior management team to help them personally use coaching more and support their leaders to drive it into their business. They too had the same challenges of lack of time and never having been “taught” how to coach.

We introduced them to the 5-O Coaching Framework, developed by Melanie Blyth after 20 years of using and testing a variety of coaching methods and models in commercial environments. This simple framework walks you through the 5 key steps of coaching. Each step can be progressed through separately, at different and ongoing sessions, to uncover and work on big or deep topics. But the framework is also designed to be used in one go, in short conversations, providing a simple structure to get the most out of many manager/employee interactions.

The 5 steps of the 5-O Coaching Framework are:

1. OPENING – Building rapport and uncovering the topic to focus on. Setting up a coaching mindset and environment, being clear on your coaching rules of engagement, and asking those first few opening questions to find out what is on their mind today, or agree on the topic to discuss.
2. OPPORTUNITY – Understanding the actual challenge through self-assessment. Asking open style questions and really listening to the answers, with focus on the individual’s key challenge.
3. OUTCOME DESIRED – Clarity on where you’re heading and what good looks like. A critical step, often missed in most conversations, enabling the individual to look into the future and create greater desire to reach it.
4. OPTIONS – Discussing the possibilities and options. Opening up wide to consider different possibilities or solutions, through asking good questions to stimulate thinking, being a little provocative when needed.
5. OWNERSHIP – Gaining commitment on the way forward, and taking a learning moment. Choosing the next steps and ensuring a high level of intention to make it happen. Agreeing to follow up and reflecting on what has been learnt.

Using a coaching framework such as this one creates a simple structure, provides confidence and supports the coach to make the best use of their limited time. Rather than looking to make time to coach, move into a more coaching mindset whenever you can, ideally in your already scheduled 1 to 1 meeting. Tackle small topics first, with those you trust. Build gradually and capture the questions you find most effective to use. Enjoy the experience and the positive results that encouraging empowerment of others will bring.

For your copy of the 5-O Coaching Framework please download it below, and for assistance in creating a stronger coaching mindset in your organisation feel free to contact Melanie Blyth or Dee Clayton at [email protected].

5-O Coaching Framework – simple

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