Manager or Coach? You Decide
Click each card to reveal the recommended approach
Card 1 of 6 A new hire misses their deadline for the third time What's your move?
Card 2 of 6 A veteran team member seems bored and disengaged lately What's your move?
Card 4 of 6 A solid performer wants advice on how to approach a tough client situation What's your move?
Card 3 of 6 A team member isn't following the required safety checklist What's your move?
Card 6 of 6 A direct report is working toward a promotion and wants to grow their leadership skills What's your move?
Card 5 of 6 An employee asks "what should I do?" about a decision they're capable of making What's your move?
Coach
This person has the ability, they're missing purpose and challenge. Managing this situation will feel dismissive. Coaching opens the door. Try asking: "What kind of work energizes you most right now?"
Manage
This new hire needs structure, not exploration. They're early in their role, the behavior is recurring, and expectations need to be reset clearly. Try this: Re-demonstrate the correct process, set a specific expectation, and schedule a check-in within the week.
Coach
This is a coaching moment disguised as a question. If they have the knowledge and experience to decide, your job is to help them trust their own judgment not to become their answer machine. Reflect it back: "What do you think the right move is?"
Coach
They're capable they just need a thinking partner. Resist the urge to hand them the answer. Try: "What have you already tried? What options are you considering?" Let them land on the solution.
Manage
Safety is non-negotiable. This isn't the moment to explore feelings about checklists, it's the moment to be direct, clear, and immediate. Restate the expectation and document the conversation.
Coach
Ambition + capability = pure coaching territory. Help them identify what leadership looks like in their context, what gaps exist, and what they can do to close them. Your role is to stretch their thinking, not map their path.
Manager or Coach? You Decide
Travis Allen
Created on April 7, 2026
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Transcript
Manager or Coach? You Decide
Click each card to reveal the recommended approach
Card 1 of 6 A new hire misses their deadline for the third time What's your move?
Card 2 of 6 A veteran team member seems bored and disengaged lately What's your move?
Card 4 of 6 A solid performer wants advice on how to approach a tough client situation What's your move?
Card 3 of 6 A team member isn't following the required safety checklist What's your move?
Card 6 of 6 A direct report is working toward a promotion and wants to grow their leadership skills What's your move?
Card 5 of 6 An employee asks "what should I do?" about a decision they're capable of making What's your move?
Coach
This person has the ability, they're missing purpose and challenge. Managing this situation will feel dismissive. Coaching opens the door. Try asking: "What kind of work energizes you most right now?"
Manage
This new hire needs structure, not exploration. They're early in their role, the behavior is recurring, and expectations need to be reset clearly. Try this: Re-demonstrate the correct process, set a specific expectation, and schedule a check-in within the week.
Coach
This is a coaching moment disguised as a question. If they have the knowledge and experience to decide, your job is to help them trust their own judgment not to become their answer machine. Reflect it back: "What do you think the right move is?"
Coach
They're capable they just need a thinking partner. Resist the urge to hand them the answer. Try: "What have you already tried? What options are you considering?" Let them land on the solution.
Manage
Safety is non-negotiable. This isn't the moment to explore feelings about checklists, it's the moment to be direct, clear, and immediate. Restate the expectation and document the conversation.
Coach
Ambition + capability = pure coaching territory. Help them identify what leadership looks like in their context, what gaps exist, and what they can do to close them. Your role is to stretch their thinking, not map their path.