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    Skill Vs

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    Abhiroop Verma
    The Skill/Will Matrix is a tool introduced by Max Landsberg for coaches to assess a coachee's skill level and motivation (will) for a given task to determine the best coaching style. It plots skill on the y-axis and will on the x-axis, dividing it into four quadrants: direct, guide, excite, and delegate. For each quadrant, the summary provides guidelines for the coach's interaction approach based on the coachee's assessed skill and will levels.

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    Skill Vs

    Uploaded by

    Abhiroop Verma
    44 views8 pages
    The Skill/Will Matrix is a tool introduced by Max Landsberg for coaches to assess a coachee's skill level and motivation (will) for a given task to determine the best coaching style. It plots skill on the y-axis and will on the x-axis, dividing it into four quadrants: direct, guide, excite, and delegate. For each quadrant, the summary provides guidelines for the coach's interaction approach based on the coachee's assessed skill and will levels.

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    inventory and matrix

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    The Skill/Will Matrix is a tool introduced by Max Landsberg for coaches to assess a coachee's skill level and motivation (will) for a given task to determine the best coaching style. It plots skill on the y-axis and will on the x-axis, dividing it into four quadrants: direct, guide, excite, and delegate. For each quadrant, the summary provides guidelines for the coach's interaction approach based on the coachee's assessed skill and will levels.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    44 views8 pages

    Skill Vs

    Uploaded by

    Abhiroop Verma
    The Skill/Will Matrix is a tool introduced by Max Landsberg for coaches to assess a coachee's skill level and motivation (will) for a given task to determine the best coaching style. It plots skill on the y-axis and will on the x-axis, dividing it into four quadrants: direct, guide, excite, and delegate. For each quadrant, the summary provides guidelines for the coach's interaction approach based on the coachee's assessed skill and will levels.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 8

    SKILL vs.

    WILL
    MATRIX
    The Skill/Will Matrix

    • Introduced by Max Landsberg in his book, The Tao of Coaching.


    • Has been widely accepted as is a useful method of ensuring that a coach’s
    style of interaction is matched to a coachee’s readiness for a particular
    task.
    • Coaching takes place when there is a particular situation, issue or task that
    the coachee needs help with.
    • Requires a coach to assess the coachee’s level of skill for dealing with that
    situation, issue or task and also their level of will.

    • Skill depends on experience, training and understanding.


    • Will depends on desire to achieve, incentives, security and confidence.
    The Skill/Will Matrix cont.
    • Pros
    • Relatively simple tool
    • Leaders with good relationships should be able to use
    the matrix to determine the best fit for employee
    • Starts with an assessment and point toward what to
    do.

    • Cons
    • Very easy to allow prejudgment to bias first evaluation
    • Critical for first assessment to be fair and balanced
    SKILL vs. WILL MATRIX
    The matrix works by plotting the level of the coachee’s skill against their will,
    either high or low, in order to determine the appropriate style of interaction for
    the coach to adopt:

    High

    Delegat
    Guide
    e
    Will

    Direct Excite

    Low
    High

    Skill
    Low Skill, Low Will Direct

    • Discuss what would motivate employee. Agree on what is possible.


    • Be clear regarding expected outcomes (goals)
    • Set clear rules, methods, and deadlines
    • Check for understanding
    • Give responsibility and authority for the pieces of tasks employee can
    do.
    • Structure tasks for quick wins
    • Identify and provide required training.
    • Provide frequent feedback.
    • Require frequent check-ins (verbal or written) but relax control as
    progress is shown.
    • Praise and reward for success
    Low Skill, High Will Guide

    • Discuss why task is important and why employee is best choice.


    • Discuss what would motivate employee. Agree on what is possible.
    • Be clear regarding expected outcomes (goals)
    • Check for understanding
    • Give responsibility and authority because employee is competent
    • Provide frequent feedback.
    • Require frequent check-ins (verbal or written)
    • Praise and reward for success
    High Skill, Low Will Excite

    • Be clear regarding expected outcomes (goals)


    • Discuss and set methods.
    • Check for understanding
    • Identify and provide required training.
    • Accept early mistakes as important "coaching" moments.
    • Give responsibility for the pieces of tasks employee can do.
    • Structure tasks to minimize possible risks to employee and company
    • Provide frequent feedback.
    • Require frequent check-ins (verbal or written) but relax control as
    progress is shown
    • Praise and reward for success
    High Skill, High Will Delegate

    • Be clear regarding expected outcomes (goals)


    • Involve in decision-making
    • Frequently ask employee for opinions
    • Check for understanding
    • Give responsibility and authority because employee is competent
    and committed.
    • Provide feedback.
    • Ask for check-ins at key milestones or when employee has
    questions.
    • Praise and reward for success

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