The SkillWill Matrix I ntroduced by Max Landsberg in his book The Tao of Coaching H as been widely accepted as is a useful method of ensuring that a coachs style of interaction is matched to a coachees readiness for a particular task ID: 701913
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Slide1
SKILL vs. WILL MATRIXSlide2
The Skill/Will Matrix
I
ntroduced
by Max Landsberg in his book, The Tao of Coaching. Has been widely accepted as is a useful method of ensuring that a coach’s style of interaction is matched to a coachee’s readiness for a particular task. Coaching takes place when there is a particular situation, issue or task that the coachee needs help with. Requires a coach to assess the coachee’s level of skill for dealing with that situation, issue or task and also their level of will. • Skill depends on experience, training and understanding. • Will depends on desire to achieve, incentives, security and confidence. Slide3
The Skill/Will Matrix cont.
Pros
Relatively simple tool
Leaders with good relationships should be able to use the matrix to determine the best fit for employeeStarts with an assessment and point toward what to do.ConsVery easy to allow prejudgment to bias first evaluationCritical for first assessment to be fair and balancedSlide4
SKILL vs. WILL MATRIX
The matrix works by plotting the level of the coachee’s skill against their will, either high or low, in order to determine the appropriate style of interaction for the coach to adopt:
Low
High
High
Skill
WillSlide5
Low Skill, Low Will
Direct
Discuss what would motivate employee. Agree on what is possible.
Be clear regarding expected outcomes (goals)
Set clear rules, methods, and deadlines Check for understanding Give responsibility and authority for the pieces of tasks employee can do.
Structure tasks for quick wins
Identify and provide required training.
Provide
frequent
feedback.
Require frequent check-ins (verbal or written) but relax control as progress is shown.
Praise and reward for success Slide6
Low Skill, High Will
Guide
Discuss why task is important and why employee is best choice.
Discuss what would motivate employee. Agree on what is possible.
Be clear regarding expected outcomes (goals) Check for understanding Give responsibility and authority because employee is competent
Provide
frequent
feedback.
Require frequent check-ins (verbal or written)
Praise and reward for success Slide7
High Skill, Low Will
Excite
Be clear regarding expected outcomes (goals)
Discuss and set methods.
Check for understanding Identify and provide required training. Accept early mistakes as important "coaching" moments. Give responsibility
for the pieces of tasks employee can do
.
Structure tasks to minimize possible risks to employee and company
Provide
frequent
feedback.
Require frequent check-ins (verbal or written) but
relax control as progress is shown
Praise and reward for success Slide8
High Skill, High Will
Delegate
Be clear regarding expected outcomes (goals)
Involve in decision-making
Frequently ask employee for opinions Check for understanding Give responsibility and authority because employee is competent and committed.
Provide feedback.
Ask for check-ins at key milestones or when employee has questions.
Praise and reward for success Slide9
Thank You!