HOME / HR CAPITALIST DEFINITIONS:
We've all been there as coaches in corporate America for our team.
We know the adjustment we need our direct report to make. It's easiest to just tell them what to do with a side dish of "why". Self diagnose
That's prescriptive coaching, and it has its place. But telling someone what to do is rarely the best path for long term results. That's why tools I've talked about in the past, like the Please Shut Up 6-Step Coaching Tool, always involve you "shutting up" and forcing the recipient of your coaching to respond/talk/engage.
But there's a senior level to coaching strategy. I call it Self-Diagnosis and it goes something like this:
Using self diagnosis is a powerful coaching tool. You have to lay the groundwork with limited feedback points for the situation/task, as soon as you've done that, you can start using self-diagnosis.
If you haven't used self-diagnosis before, be patient. It might take 3-4 sessions before the employee understands the expectation is clear - they have to self diagnose, and you're not going to bail them out.
You know you've won when they start self-diagnosing without you asking them to.
Or you could keep telling them what to do and see how that goes for you...