Directing vs Coaching in Practice
Directing and coaching are the two leadership approaches you’ll use most often. The key is knowing when to give clear direction and when to guide someone through the process. Read each situation, decide which approach fits best, then click the (+) to learn more.
Need a Hint? Click Here
Situations
Quick Tips
1. A new employee is learning a core task
- Don’t default to one approach
- Start with more direction when someone is learning
- Shift to coaching as they gain confidence
Your goal is to adjust, not repeat the same style
2. An employee is unsure how to approach a task
3. An employee has experience but needs guidance
4. An employee understands the task but needs help with their approach
5. A task must be completed quickly with no room for error
6. An employee wants to improve their skills
"I'm trying something new..."
3. An experienced employee is working on something new
Best Approach: Coach
- Provide direction where needed
- Encourage input and collaboration
- Support them as they build confidence
Why: They have experience, but need help applying it in a new situation.
5. A task must be completed quickly with no room for error
Best Approach: Direct
- Clearly define what needs to be done
- Set expectations for speed and accuracy
- Monitor progress closely
Why: Time-sensitive situations require clear direction and control.
1. A new employee is learning a core task
Best Approach: Direct
- Provide clear, step-by-step instructions
- Set expectations for how the task should be completed
- Review work closely and give immediate feedback
Why: They are still learning and need structure and clarity.
close
Helpful Hints:
- Directing is best when someone is new or the task is unfamiliar
- Coaching is best when someone has some experience but needs guidance
The goal is to adjust your approach based on the situation, not use the same style every tim
2. An employee is unsure how to approach a task
Best Approach: Coach
- Talk through the task together
- Explain the “why” behind the approach
- Ask questions to guide their thinking
Why: They need guidance, but also benefit from being involved in the process.
"I want to improve my production."
6. An employee wants to grow and improve their skills
Best Approach: Coach
- Discuss development goals
- Ask questions to guide learning
- Provide feedback and support
Why: Coaching helps build capability and long-term growth.
4. An employee understands the task but needs help with their approach
Best Approach: Coach
- Talk through their current approach
- Provide feedback and guidance
- Help them think through improvements
Why: They don’t need step-by-step directions, but benefit from guidance and input.
Chapter 4: Lesson 2 - Directing vs Coaching in Practice
Chris Brown
Created on April 28, 2026
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Transcript
Directing vs Coaching in Practice
Directing and coaching are the two leadership approaches you’ll use most often. The key is knowing when to give clear direction and when to guide someone through the process. Read each situation, decide which approach fits best, then click the (+) to learn more.
Need a Hint? Click Here
Situations
Quick Tips
1. A new employee is learning a core task
- Don’t default to one approach
- Start with more direction when someone is learning
- Shift to coaching as they gain confidence
Your goal is to adjust, not repeat the same style2. An employee is unsure how to approach a task
3. An employee has experience but needs guidance
4. An employee understands the task but needs help with their approach
5. A task must be completed quickly with no room for error
6. An employee wants to improve their skills
"I'm trying something new..."
3. An experienced employee is working on something new
Best Approach: Coach
- Provide direction where needed
- Encourage input and collaboration
- Support them as they build confidence
Why: They have experience, but need help applying it in a new situation.5. A task must be completed quickly with no room for error
Best Approach: Direct
- Clearly define what needs to be done
- Set expectations for speed and accuracy
- Monitor progress closely
Why: Time-sensitive situations require clear direction and control.1. A new employee is learning a core task
Best Approach: Direct
- Provide clear, step-by-step instructions
- Set expectations for how the task should be completed
- Review work closely and give immediate feedback
Why: They are still learning and need structure and clarity.close
Helpful Hints:
- Directing is best when someone is new or the task is unfamiliar
- Coaching is best when someone has some experience but needs guidance
The goal is to adjust your approach based on the situation, not use the same style every tim2. An employee is unsure how to approach a task
Best Approach: Coach
- Talk through the task together
- Explain the “why” behind the approach
- Ask questions to guide their thinking
Why: They need guidance, but also benefit from being involved in the process."I want to improve my production."
6. An employee wants to grow and improve their skills
Best Approach: Coach
- Discuss development goals
- Ask questions to guide learning
- Provide feedback and support
Why: Coaching helps build capability and long-term growth.4. An employee understands the task but needs help with their approach
Best Approach: Coach
- Talk through their current approach
- Provide feedback and guidance
- Help them think through improvements
Why: They don’t need step-by-step directions, but benefit from guidance and input.