| name | Explorer vs Lecturer Coaching Model |
| description | A feedback approach where the manager acts as a curious investigator rather than an authoritarian expert, using observation and questions to help direct reports self-diagnose issues. Use during 1:1s and performance reviews. |
The 'Explorer vs. Lecturer' Coaching Model
"Your job is to enable people to be their very damn best... most of management is actually exploring with someone. It is being curious." — Claire Hughes Johnson
What It Is
A feedback approach where the manager acts as a curious investigator rather than an authoritarian expert. It uses observation and questions to help the direct report self-diagnose issues.
When To Use
- During 1:1 meetings
- Performance reviews
- Debriefing after a high-stakes presentation
- When direct reports seem stuck or defensive
Explorer vs. Lecturer Comparison
| Aspect | ❌ Lecturer | ✅ Explorer |
|---|
| Stance | "I know the answer" | "Let's figure this out together" |
| Method | Tell them what to do | Ask questions to help them see |
| Focus | Your expertise | Their blind spots |
| Outcome | Dependency | Self-awareness |
Core Principles
1. Hypothesis-Based Coaching
Form a scientific hypothesis based on data/intuition (e.g., "I think you are avoiding this stakeholder").
2. Ask a Question
Open with non-threatening inquiry ("Is there something we aren't talking about here?").
3. Own the Observation
Use "I" statements to share your perception without judgment ("My experience of you in that meeting was that you seemed nervous").
4. Mirroring
Reflect physical or verbal cues back to the person (e.g., "I noticed you physically backed your chair away when we discussed this topic").
How To Apply
STEP 1: Observe
└── Notice patterns, body language, inconsistencies
└── Form a hypothesis (not a conclusion)
STEP 2: Open with Curiosity
└── "I've noticed something and I'm curious..."
└── "Can we explore [topic] together?"
STEP 3: Share Observation with "I"
└── "My experience was..."
└── "I felt like..."
└── NOT: "You always..." or "You were..."
STEP 4: Mirror Back
└── "When we talked about X, you seemed to..."
└── "I noticed your voice changed when..."
STEP 5: Let Them Diagnose
└── "What do you think is going on?"
└── "Does that resonate with you?"
Common Mistakes
❌ Confusing "coaching" with "teaching" (telling them exactly how to do it)
❌ Using "exploring" as a way to avoid giving direct feedback when warranted
❌ Not following through after the exploration conversation
Real-World Example
Claire observing a direct report physically moving their chair away from the table during uncomfortable topics and mirroring that observation back to them to uncover the root cause.
Source: Claire Hughes Johnson, Lenny's Podcast
