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Guest post by: Brian Sullivan Become an Author

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If you find yourself in a management role within your company you no doubt had a positive attitude, aptitude for the job and the performance to back it up. You worked purposefully, managed your time and tasks well and showed the passion and enthusiasm of an effective leader. As a result, you were pegged to move up the chain of command. Chances are you remember that day vividly when your VP, manager or supervisor sat you down for that cup of coffee and with a smile on his broke the good news to you. YES! You were ready for the Big Time. From there, he gave you your orders, told you what needed to get done and sent you on your way, confident that you would confidently attack the job.

But if you are like many who are thrown into a leadership role, you had little or no formal management or coaching training so were forced to figure it out on your own. In the process, there were no doubt times where you found yourself frustrated that your new team of direct reports didn't do the job the same way you did. How could that be? Well certainly THAT had to get fixed. To do so, you had to put your "personal signature" on your new role and that was going to take some occasional tough love. But for some reason, the more you dished out the demands of the job and your expectations, the more your team pushed back and sometimes even pulled away. "How could this be so difficult?" you asked.

Well here's the truth. Too many new managers are never trained how to lead others. Their employers mistakenly believe that the skills that make somebody a good tactical performer in one job can be easily transferred to the role of coaching that role. Not true. This is not to say the best sales performer or operational manager can't be a great leader...they can. But just as there needs to be a repeatable process to consistently perform in those roles, there also needs to be a specific process to coach.

The following is what we call the PRECISE Leadership Formula, and it can be used by any new manager or seasoned leader to influence a team or individual in a purposeful way. By your next coaching session, review these steps and plan out the expected flow of the conversation. Will it go exactly as planned? Probably not? But by thinking through the session in advance and by making notes prior to your coaching session, there is no doubt that you will accomplish your objective more quickly and easily.

1. Prepare -state objective of meeting

Identify importance of situation (on team, associate, organization)

What will I say to establish the objective and importance of discussion?

What details about the situation will I look for from my associate?

What might they ask for? What can I give? What will I ask for in return?



Respect and Trust

Set positive tone for discussion

What will I say or do to "bring the walls" down?



3. Engage With Questions

Seek information

Identify and uncover issues and concerns

What questions will I ask to get the associate to open up, to sell themselves, to prepare them to sell others, to get little yeses?



4. Convey Solution

Seek and discuss ideas

Explore needed resources/support

What ideas do I have to help this person/team be successful? What will I say to begin exploring ideas? How will I help the person/team explore needed resources? What support can I provide?

5. Indecision

Question to isolate concerns

Confirm the concern has been addressed.

What might the person/team be concerned about? What will I say to uncover those concerns? What questions might I ask to "peel back the onion?"

6. Secure Agreement

Agree on plan for meeting objectives and tracking progress

Specify actions to take, including contingency plans if necessary

Confirm needed resources and support, including your own

Confirm how and when to track progress

What might I say to guide the person/team toward deciding on actions? What could I say to spark contingency thinking? What might I say to help the person develop appropriate tracking methods?

7. Explore for Other Coaching Opportunities

Find additional opportunities to coach

Start the process up again

In what other areas can I be of assistance to my associate? What additional coaching objectives might I have?



By being more PRECISE before, during and after each session, you will find it easier to lead your team towards your vision, mission and objectives. In addition, you will find your team more excited to follow your lead. Make these steps a habit, and you will find yourself surrounded by a team that looks to you as their leader...a leader who leads on purpose, with purpose.

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