How do you spot and address leadership gaps in your coachees?

1 Assess their current skills and behaviors

The first step to spot leadership gaps is to assess your coachees' current skills and behaviors. You can use various methods and tools to do this, such as self-assessments, 360-degree feedback, behavioral interviews, or observation. The goal is to get a comprehensive and objective picture of their strengths and weaknesses, as well as their impact on others. You can also ask them to reflect on their own performance and goals, and what they think they need to work on.

2 Identify the desired skills and behaviors

The next step is to identify the desired skills and behaviors for your coachees' roles and contexts. You can use frameworks and models that define the competencies and capabilities of effective leaders, such as the Leadership Pipeline, the Situational Leadership Model, or the Emotional Intelligence Model. You can also consult with their managers, peers, or stakeholders to understand their expectations and needs. The goal is to align your coachees' development with the organizational vision and strategy, as well as their personal aspirations.

3 Analyze the gaps and prioritize the actions

The third step is to analyze the gaps between your coachees' current and desired skills and behaviors, and prioritize the actions that will help them close those gaps. You can use tools such as the SWOT analysis, the GAP analysis, or the SMART goals to do this. The goal is to identify the root causes of the gaps, the potential barriers and opportunities, and the specific and measurable outcomes that your coachees want to achieve. You can also help them prioritize the actions based on their urgency, impact, and feasibility.

4 Design and implement a development plan

The fourth step is to design and implement a development plan that will guide your coachees' learning and growth. You can use tools such as the 70-20-10 model, the GROW model, or the Action Learning Cycle to do this. The goal is to create a plan that is tailored to your coachees' needs, preferences, and styles, and that incorporates various learning methods and sources, such as formal training, coaching, mentoring, feedback, or assignments. You can also help them monitor and evaluate their progress and adjust their plan as needed.

5 Provide ongoing support and feedback

The final step is to provide ongoing support and feedback to your coachees as they work on their development plan. You can use tools such as the Feedback Sandwich, the STAR model, or the Appreciative Inquiry to do this. The goal is to encourage, motivate, and challenge your coachees, as well as to recognize their achievements and celebrate their successes. You can also help them reflect on their learning and apply their new skills and behaviors to their work.

By following these steps, you can spot and address leadership gaps in your coachees and help them become more effective and confident leaders. You can also build a trusting and collaborative relationship with them and foster a culture of continuous learning and improvement.