Coaching Basics: Understanding Competence and Motivation
Successful coaching begins by assessing two critical factors in any task: Competence – Is the person capable of completing the task? Motivation – Is the person motivated to complete the task? Each of these factors breaks down into four components, using two mnemonics: TRUE for competence and DISC for motivation. By evaluating these, you can identify where someone may need support to succeed.
Assessing Competence with TRUE
Competence is about the ability to perform a task, and it includes: Training – Has the person been properly trained? Role Perception – Do they understand this task as an essential part of their role? Understanding – Are they clear on what needs to be done? Experience – Do they have sufficient experience with similar tasks? If all four elements are high, the person is likely competent. If any of these areas score low, they may need further support to build competence.
Assessing Motivation with DISC
Motivation involves the desire to complete a task effectively, which includes: Desire – Do they believe this task is important? Incentive – Do they understand the benefits of completing it? Security – Are they comfortable with the task, without fear of failure? Confidence – Do they feel capable of succeeding? If all four elements are high, the person is motivated. If one or more are low, consider ways to boost their motivation.
Four Types of Development Stages
Based on competence and motivation, people can fall into one of four categories: Enthusiastic Beginner (Low Competence, High Motivation) – Needs direction and reassurance. Capable but Cautious (High Competence, Low Motivation) – Requires motivation and support. Disillusioned Learner (Low Competence, Low Motivation) – Needs both direction and encouragement. Self-Reliant Achiever (High Competence, High Motivation) – Ready to work independently with minimal oversight. Understanding these categories helps you tailor your coaching style to each team member’s specific needs.
Self-Assessment for Effective Coaching
A key feature of this tool is self-assessment. Team members evaluate themselves on the TRUE and DISC criteria, identifying areas they find challenging. This self-awareness helps foster a collaborative coaching environment where both parties understand the starting point and the goals.
Conclusion: A Simple Framework for Better Coaching
Using this readiness assessment tool enables accountants to coach their teams with empathy and precision, creating a supportive and efficient work environment. By focusing on competence and motivation, you can help your team members reach their full potential.
