In education, it’s common for teachers and leaders to give advice in response to challenges. Aren’t we, after all, in the ‘knowing stuff’ business? We often feel like we have the answers—just like Goldilocks knew what ‘just right’ looked like for her. But, while advice is usually well-intentioned, it may not always be the most effective way to foster long-term growth and development. What if we shifted our approach from giving advice to empowering others through coaching? Pure coaching—focused on reflection, self-discovery, and accountability—can create a more sustainable and empowering learning environment for both educators and students. And along the way, it will also change you. You will grow—just wait and see.
So, what is the real problem? Advice. We’ve all been there—offering advice to colleagues, students, or even our own children, hoping that it will solve a problem. And does it? Well, James Prochaska and Carlo DiClemente developed the Transtheoretical Model of Behaviour Change, which outlines a process of change that people go through in stages (thank you Sarah Trueman for sharing!). Their work underscores the idea that change doesn’t happen unless individuals are ready for it, echoing the sentiment that people don’t change unless they want to. However, advice can often feel like a quick fix, leaving underlying issues unresolved and failing to foster true growth. When we give advice, we take on the responsibility of solving the problem, but we may overlook the value of empowering others to find their own solutions.
Pure coaching is about shifting the role of the educator (or leader) from problem-solver to facilitator. Rather than providing answers, coaching focuses on asking powerful questions that help individuals reflect, explore options, and identify their own solutions. It’s a process that prioritises listening, trust, and empathy—skills that are crucial in creating a safe space for growth.
One of the most powerful aspects of coaching is its ability to empower educators themselves. When teachers are coached, they engage in reflective practices that help them become more self-aware and better at navigating the challenges they face in the classroom. This process doesn’t just improve their teaching—it encourages lifelong learning and supports emotional intelligence, both of which contribute to greater satisfaction and retention in the profession.
In my own experience as a coach, I’ve seen the transformative impact of pure coaching. A common issue I support teachers with is managing the communication and flow of feedback. Teachers often struggle to receive clear, concise feedback from students, colleagues, or even themselves. Instead of providing solutions right away, we can use open-ended questions that encourage reflection. Through this process, teachers can gain clarity, confidence, and a sense of ownership over their practice. They don’t just adopt someone else’s solution—they create a strategy that works for them.
For educators, adopting a coaching mindset can be a valuable step in improving practice. Instead of offering advice immediately, try asking reflective questions like: “What do you think might work in this situation?” or “How would you like to approach this challenge?” These questions help to develop a deeper understanding of the situation, encouraging individuals to engage with their own solutions.
I recently had a discussion with Tony Latimer, MCC about questions that help the person you work with gain a clearer understanding of the real problem – thank you, Tony, and a shoutout to an amazing group of fellow coaches and learners at The Simplicity of Mastery. Reflective questions we discussed in the session, such as “If you had to summarise the problem in one sentence, what would that be?” or “What’s the issue you need to resolve?” can help them zero in on the real issue, giving them the space to explore and address the core of the challenge rather than getting caught up in surface-level concerns.
For educational leaders, fostering a coaching culture within their school can significantly impact the effectiveness and satisfaction of staff. Encouraging teachers to adopt coaching practices with their students and providing professional development opportunities focused on coaching skills can create an environment that values empowerment, growth, and collaboration. Everyone wins.
By shifting from advice-giving to pure coaching, we can create a more empowering, reflective, and sustainable educational environment—even if we only move the needle a little. Staying in the pure coaching mindset is actually not that easy. However, being a little less of the advice giver—every little helps—is already a win. Teachers, students, and educational leaders all stand to benefit from the power of coaching, which helps them uncover their own potential and thrive in their personal and professional lives.
Maybe it’s because we are so deeply rooted in the idea that if we fix things (and surely, everything is fixable), we can get it just right. Now, if you think about it, Goldilocks knew what ‘just right’ looked like for her—but is that how you would like your porridge? So, let’s allow everyone the space—and give them the responsibility—to work this out for themselves.
Candida Javaid Coaching & Mentoring 