Coaching Made Simple

Ross Judd

Coaching isn’t about correction—it’s about connection and growth. A few simple questions can spark powerful performance shifts. Start small, stay consistent, and watch your team thrive.

The Leadership Skill That Solves Most Problems

If you’re a leader, coaching is one of the most powerful tools at your disposal. In fact, it’s probably the single most effective way to solve the majority of your people problems.

Let’s break it down:

Someone’s not performing? Coach them.
Not getting the best out of your team? Coach them.
Doing too much yourself? Coach your team to take on more.

Simple, right?

Well… not quite. Here’s the catch: most people misunderstand what “coaching” really means. Too often, it’s mistaken for giving corrective feedback, instruction, or even discipline.

That’s not coaching.

Tip #5: A Simple Approach to Coaching That Works

True coaching is a two-way conversation. It’s about drawing on the knowledge, experience, and strengths of the person you’re coaching. It helps them reflect, take ownership, and unlock their potential to improve performance.

Imagine that for a moment. Imagine if your people were constantly learning, growing, and performing better—not because you told them to, but because they saw it for themselves.

In a previous blog on handling difficult conversations, I shared two simple yet powerful questions:

What did you do well?
What would you do differently next time?

If they need a little guidance, you can add:

“Here’s what I think you could do differently next time.”

These questions form the heart of a simple and highly effective coaching conversation.

A Quick Process You Can Start Using Today

Here’s how it works:

Pick a topic – Maybe someone missed a deadline or didn’t deliver on a commitment.
Ask: What did you do well?
Ask: What could you have done differently? (Avoid using the word “better” – it can feel judgmental.)
Offer: Here’s what I think you could have done differently.
Offer: Here’s what I think you did well.

Then, capture any actions that come out of the conversation, follow up when they’re due, and enjoy watching the improvements roll in.

If someone falls into the “blame game,” don’t worry—we’ve got a great model coming in our next blog that will help shift that mindset. Stay tuned!

Final Thoughts: Keep It Simple, Keep It Consistent

The key to great coaching? Keep it simple. Start with small, regular conversations. Don’t wait for big issues. You’ll get far more impact from frequent, small doses than the occasional deep-dive.

As your team gets used to this reflective process, they’ll start identifying deeper patterns and taking more responsibility for their performance.

Remember: coaching is a marathon, not a sprint. But every step you take builds a stronger, more capable team.

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