The idea of micro is quite appealing today. We like small and manageable; we live in the era of the bite-sized everything. We enjoy the brief digest of daily news via a smart phone notification, twitter gives us just 280 characters, recipes promise a meal on the table in 10 mins, hashtag ‘reflections’ abound.
But in the world of coaching, we like to take our time. We believe in cultivation, percolation, slowing things down…allowing for growth.
That said, agility is everything. I discovered this (again) when I was approached recently to lead a micro-coaching programme for senior leaders. Keen to engage in coaching, they wanted to organise it into 15-minute sessions, at the start of the working day, three times a week…for one month. Bite-size coaching!
And it worked.
I thought I’d share some further info on how it worked, perhaps this approach is new to you.
What is Micro-coaching?
It’s the practice of frequent, brief, in-workflow coaching conversations. These short-burst interactions typically last no more than 10-15 minutes. This type of engagement offers consistent connection and focuses on the real-time needs of the individual. If you are up and running with clear expectations and a clear path, micro-coaching is a great catalyst for positive engagement and performance.
How is it different from other coaching?
Micro-coaching is to coaching what agility is to strategy. The traditional approach to strategy has been about gathering senior leaders once a year, to consider the distant future and set a strategic 5-year plan. The pandemic has shown us that strategy must become more emergent and more collaborative. Micro-coaching can support this.
When it comes to engaging with others, regular and short communication can be better than a pattern of infrequent and longer communication. The shorter cycle of micro-coaching can be based on the immediate needs of the individual and at/above the speed of change.
Is it effective?
Micro-coaching, like all forms of coaching is about questioning, observing, clarifying, and challenging. Coachees are encouraged to reflect on what’s working well and to celebrate and validate their progress and achievement. Alongside and in relation to this, coachees agree smart, fresh, honest and actionable goals. The coaching expectation is to encourage critical thinking around target setting and progress.
Frequent micro-coaching touchpoints can help keep things more sustainable by supporting perspective and motivation. The regularity of the micro-coaching connection also supports the social, emotional and developmental needs of individuals especially in these times of greater isolation with more working from home.
What’s the approach?
Micro-coaching starts with an initial and extended coaching session, usually 30 minutes. This session aims to build trust, lay out expectations and establish the terms of engagement. Together coach and coachee:
1. explore the wider business challenges/ context
2. agree the focus & outcomes for the coaching programme
3. agree/confirm a time for the coaching call x3 per week
How do you demonstrate impact?
At the end of a micro-coaching programme, the coach and coachee have a 30 mins review session to reflect on outcomes and the plan for next steps. The coach may also share a feedback survey for the coachee to evaluate where they are in relation to their plan and expectations, as well as reflect on the coaching itself.
So small can be beautiful…and powerful too. Lemn Sissay, one of my favourite poets (and people) starts every day with a new, short 4-line poem. That’s micro-reflection in action.
We all need more micro-moments whether that’s via coaching conversations or simply with ourselves. Small things consistently done create great results