The Blocking & Tackling of Management.

Micro-Coaching & Accountability Product Logo

Micro-Coaching & Accountability:

Change Management &Organizational Transformation

The traditional coaching model is broken. It’s a slow, contrived, check-the-box formality. Micro-coaching, on the other hand, is the practice of engaging in frequent, brief, targeted, in-workflow coaching conversations.

Micro-coaching sessions are bite-sized, short burst encounters that typically last between one and 10 minutes. They’re not scheduled, scripted, or forced. Instead, they’re timely, informal touch-points that take place at the moment of need.

The Coaching & Accountability Matrix

The micro-coaching and accountability matrix with task, process, outcome on the y-axis and tell, ask on the x-axis.

Learning Obejectives

1. Lead themselves, their teams, and their organizations through successful change by applying (1) a change roadmap, (2) tactical tools, and (3) critical behaviors and skills.

2. Help individual employees manage the personal transition of change, overcome resistance, and support change out of commitment rather than compliance.

3. Increase individual, team, and organizational agility and respond to adaptive challenges in the context of a dynamic environment.


Managers at all levels, including both intact and cross-functional teams. Individual contributors are charged to lead change through influence and without positional power.

Delivery Options

-- One-day course delivered on-site 
-- Customized virtual delivery



​​The 2 Levers of Leadership

•  Modeling & coaching

•  The power of one-on-one

​​​​Traditional Coaching vs. Micro-Coaching

•  Traditional coaching vs. micro-coaching analysis

•  Coaches, not bosses

•  Demand for micro-coaching

The Coaching & Accountability Matrix

•  The coaching continuum: tell-to-ask

•  The accountability continuum: task-to-process-to-outcome

•  Coaching behavior matrix

•  Top three accountability mistakes

​​​​Assessing Your Skills

•  Coaching & accountability skills assessment

•  Coaching derailers

Tools & Practice

•  Round 1: Coaching plan

•  Round 2: Derailer

•  B.I.G. coaching model

•  Round 3: Least coachable person

•  Round 4: Listening & questioning

•  Round 5: Micro-coaching rounds

​​​​Creating a Coaching Culture & 3-3-3 Planning

•  The culture formation hypothesis

•  The anatomy of culture

•  Creating your 333 plan



-- Smart Card deck of key concepts, tools

-- Coaching & accountability skills assessment

-- 333 plan assessment


Pricing is based on a per participant license plus training facilitation

Explore the coaching model today.