IDARE: The Secret Sauce for Successful Managing

Most managers have good intentions when they first set out to work. Sadly ,these may go by the wayside when too many competing priorities cause them to set aside the very tasks that would give them a sense of meaning in their duties and responsibilities.

Here’s what I mean.  Knowing what your purpose is for doing what you do each day, following a clear process to accomplish your purpose and making time to go see your people- ensuring they are doing well- are the ingredients in the  secret sauce many successful managers add to their ‘to do’ lists.

How can you develop this process given the multiple demands on your time? I recommend using the IDARE Coaching Model. This 5-Step model helps managers get clear on the things that matter most.  Here’s what the IDARE Coaching Model looks like in action:

Intention: 

  • Intention is used to draw out the coachee’s: awareness of their goals, purpose, direction in which they are moving, limiting behaviours, supportive behaviours, and the perspective they hold about a particular situation or experience.

Use questions to help your coachees and yourself achieve what you each set out to achieve. Examples:

  • What is the most pressing issue at work facing you right now?
  • What direction would you like to take for achieving your goals?

Desire:    

  • Desire–based questions are used to coach the coachee around their potentials.  As with Intention which shapes Desire, questions are excellent to assess yours and your direct reports Desire to keep moving forward.  Examples:
  • On a scale of 1-10, 1 is very weak and 10 is very high, how motivated are you to make a change?
  • What do you want more of in your work life?

Action:   Action-based questions will move the coachee forward. Without positive action, the coachee will not see desired results.

Examples of Action-based questions:

  • What are you taking away from this session?
  • From this session, what actions have you committed to executing?
  • What is one action you are able to take?
  • When will you take action?
  • When will you complete the action?


Result:    Result-based questions will position the coachee to work from the end, to work backwards. This is a coaching strategy that supports the coachee in becoming clear on what steps are needed to achieve the desired results.

Examples of  Result-based questions:

  • What indicators will you need to let you know you are achieving your intended desires?
  • How will you know if the results you are getting are what you intended?
  • What are the results you are now getting?
  • How do these results sync with the organization’s goals?

Evaluate:  This step helps the coachee to use reflection and critical thinking to analyze what works well and what does not. It helps them focus on doing more of what works.

Examples of Evaluation-based questions:

  • What worked well to allow me to achieve my intentions?
  • What resources are available at work to help me achieve my intentions?
  • What do I need to do differently to create a more positive outcome?

Following the above 5-Steps in the IDARE Coaching Model ensures your purpose, processes and people are kept at the forefront at all times.

What do you find  helpful in this Blog Post? How will you use the 5-Step IDARE Coaching Model? What difference do you believe this coaching approach will make in your place of work? Please write your comments below.

Get The Communication Guide For Managers Here
Leading at work is never an easy task. Our Communication Guide gives you the tools you need to grow into a successful leader!
We hate spam. Your email address will not be sold or shared with anyone else.

4 Replies to “IDARE: The Secret Sauce for Successful Managing”

  1. I was very interested to see how all the information that we learnt from week one on all go together to make a cohesive picture that is all very useful in human interaction both at work and at home I find myself asking more questions and using silence to find out more details.

  2. Our classes are building upon each other and providing a clear vision and process for implementing what we are learning each week.. I find myself curious and cautiously testing out my new skills. Change is not always easy for me so I’m proceeding slowly but surely.

    1. Cathy, sometimes slow and steady is the best approach for all! What matters is you are doing something to change your workplace for the better. Because as you rightly said, change is not easy for you-it’s also true for others. So take the time to learn about your people, their needs,and how best to achieve your centre’s goals. Great observations!

Leave a Reply

Your email address will not be published. Required fields are marked *