Today in our Fast track – Professional Coaching course for Agilists, we discussed the power of coaching the underlying issue instead of focusing solely on treating the problem. This distinction is critical in the realm of agile coaching, where the focus often shifts between immediate solutions and more profound, lasting changes. Understanding the difference between deep fixes and quick fixes can transform the effectiveness of our coaching strategies and ultimately lead to more sustainable success for teams and organizations.
Deep Fixes vs Quick Fixes: Uncovering the Power of Coaching
Agile coaches and their teams or organizations they coach, are often in need of advise, feedback and mentorship. Often we forget in the hasty rush of offering solutions and putting out fires where needed, that we are also coaches, perhaps even ICF credentialed coaches and we have a set of skills we can use to help our clients come to more sustainable learning and development as well. Quick fixes are often seen as the go-to solution. A problem arises, and a quick fix can patch it up, allowing the team to move forward without significant disruption. For instance, if a team is facing a bottleneck due to a specific technical issue, a quick fix might involve a temporary workaround that gets things moving again. This works in one-to-one coaches as well as with entire teams.
Quick fix solutions are appealing because they promise immediate relief, and do not get me wrong; there are moments when this is absolutely warranted and even needed, do not leave your client frustrated with your questions, when all they need is a clear answer. But this is not what this blog is about.
What I want to share with you today, is that when it comes to coaching for growth, these quick fixes often come with hidden costs. They can create a cycle where underlying issues are never fully addressed, leading to recurring problems and mounting technical debt. Quick fixes can also mask deeper organizational or process-related issues that, if left unresolved, can hinder long-term growth and efficiency.
The power of lasting fixes
Lasting, deeper solutions, on the other hand, aim to address the underlying (and unaddressed) need for change that creates the problems. This approach requires a deeper level of listening from the coach and a willingness to invest time and resources into understanding and resolving fundamental issues. While lasting fixes might take longer to uncover and may initially slow down progress, they pave the way for more sustainable and effective outcomes. A professional coach and an Agile team coach both use this knowledge to help their clients come to better and more sustainable solutions.
For example, if a team is consistently missing deadlines, a quick fix might involve extending deadlines or reallocating resources temporarily. A deeper, more sustainable fix, however, would involve a longer conversation, a thorough analysis of the team’s workflow, identifying bottlenecks, and implementing changes to the process that prevent delays from occurring in the first place. This could involve better prioritization techniques, improved communication channels, or investing in additional training for team members.
Coaching for lasting change or Deep Fixes
As coaches, our role is to guide both individuals and teams toward deep fixes. This involves asking insightful questions, encouraging self-reflection, and facilitating discussions that uncover the root causes of issues. It requires patience and a commitment to helping clients develop the skills and mindset needed to address problems at their source.
In coaching, our goal should be to move beyond quick fixes and help clients uncover and address the true sources of their challenges. By engaging in deeper, more reflective conversations, we can guide our clients to develop sustainable solutions that lead to lasting success and personal growth.
This also means we need to shift our focus from the “problem” to the “person” or the entire “team”. The deeper and lasting solution lies in the growth and learning the client goes through, while in a session with their coach and even after, as the conversation becomes transformative, deeper and more focused on what the person or team are able to shift in their own environment, perspective or ways of working and behaving to sort out the problem, for once and for all.
Coaching Conversations: Uncovering the True Source of Sustainable Change
When we focus too much on solving the next immediate problem, we often resort to quick solutions. These temporary fixes address the symptom but leave the root cause untouched. This approach creates a cycle where clients continually return with new problems, relying on us for each quick fix. The coach will focus on the most pressing topic and the client will probably come up with a quick solution. But without addressing the real opportunity for growth, the client will become dependent on the coach to help them fix all the other connected issues as well.
Consider the common issue of time management. A client may come to you overwhelmed by their inability to manage their time effectively. The immediate response might be to offer practical solutions: creating a detailed schedule, prioritizing tasks, or using time management tools. While these solutions might provide temporary relief, they don’t necessarily address the underlying source of the problem.
Let’s dive deeper with a coaching conversation example:
Client: “I’m struggling with time management. I can’t seem to get everything done, and I’m always feeling overwhelmed.”
Coach: “What specific challenges are you facing with your time management?”
Client: “I have too many tasks and not enough time to complete them. My to-do list keeps growing, and I don’t know where to start.”
Coach: “Have you noticed any patterns in when you feel most overwhelmed? What activities or tasks are usually involved?”
Client: “I feel overwhelmed most days, but especially when I’m working on projects that require a lot of collaboration. Meetings and interruptions make it hard to focus on my tasks.”
Coach: “What happens during these collaborative projects and meetings?”
Client: “There are constant interruptions, and it’s hard to get back on track after each meeting.”
Coach: “When you say ‘constant interruptions,’ what does that look like in your day?”
Client: “People come to me with questions, or I get pulled into discussions that weren’t planned.”
Coach: “How have you been handling these interruptions?”
Client: “I’ve tried setting boundaries for meetings and creating blocks of focused time, but I still struggle to keep up.”
Coach: “What do you think might be contributing to these interruptions despite your efforts to manage them?”
Client: “I think part of it is that people don’t really respect the boundaries I’ve set. They just assume I’m always available to help with their issues.”
Coach: “How do your colleagues respond when you mention your boundaries?”
Client: “They nod and agree, but then they still interrupt me. Maybe I’m not being assertive enough.”
The Long-Term Benefits of Addressing Growth Goals
When we take the time to explore the root causes of problems with our clients, we empower them to develop more effective and lasting strategies. In the case of time management, the real issue might be about team dynamics, communication, or even personal beliefs about productivity and worth.
By guiding clients to understand and address these deeper issues, we help them build skills and insights that prevent future problems. This approach fosters independence and resilience, reducing the likelihood that they’ll need continual quick fixes.
Some ideas to get started on lasting – deep fixes
As coaches, our role is to guide both individuals and teams toward deep fixes. This involves asking insightful questions, encouraging self-reflection, and facilitating discussions that uncover the root causes of issues. It requires patience and a commitment to helping clients develop the skills and mindset needed to address problems at their source.
One-on-One Coaching
In one-on-one coaching, our focus is on the individual’s unique challenges and goals. Here’s how we can guide them toward deeper fixes:
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Ask Insightful Questions: Encourage the client to explore their thoughts and feelings. Instead of giving direct solutions, ask questions like, “What do you think is the main cause of this challenge?” or “What patterns do you notice in these situations?”
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Encourage Self-Reflection: Help the client reflect on their experiences and behaviors. This could involve journaling, discussing past successes and failures, or exploring their beliefs and assumptions.
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Facilitate Growth: Support the client in developing strategies to address underlying issues. This might include setting long-term goals, building new skills, or changing their approach to problem-solving.
Team Coaching
When coaching teams, the focus expands to include group dynamics and collective processes. Here’s how to guide teams toward deeper fixes:
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Facilitate Open Discussions: Create a safe space for team members to share their perspectives and concerns. Ask questions that encourage the team to think collectively about their challenges, such as, “What underlying issues are affecting our performance?” or “How can we improve our collaboration?”
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Encourage Continuous Improvement: Foster a culture where the team regularly reflects on their processes and outcomes. This can be done through retrospectives, feedback sessions, or regular check-ins.
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Promote Shared Responsibility: Help the team develop a sense of shared responsibility for identifying and addressing issues. Encourage them to work together to create sustainable solutions that benefit the entire group.
Powerful Coaching Techniques
Whether working with individuals or teams, certain techniques can be particularly effective in fostering deep fixes:
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Challenging Assumptions: Encourage clients to question their assumptions and consider alternative perspectives. This can help them uncover deeper issues that they might not have recognized.
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Focusing on Long-Term Solutions: Guide clients to think beyond immediate problems and consider long-term impacts. Ask questions like, “How will this solution benefit us in the long run?” or “What can we do to ensure this problem doesn’t recur?”
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Building a Culture of Learning: Encourage a mindset of continuous learning and improvement. Help clients see challenges as opportunities for growth and development, rather than just obstacles to overcome.
Conclusion
In both one-on-one and team coaching, our goal should be to move beyond quick fixes and help clients uncover and address the true sources of their challenges. By engaging in deeper, more reflective conversations, we can guide our clients to develop sustainable solutions that lead to lasting success and personal growth. Next time a client presents a problem, consider whether you’re addressing the symptom or the root cause. The difference in your approach can transform their journey and outcomes.
