How do you use the STAR model to help your coachee learn?

1 What is the STAR model?

The STAR model is a useful framework to aid in identifying and analyzing a situation or challenge and how it was handled. It consists of four steps: Situation, which involves describing the context and the problem; Task, which entails explaining the goal or expectation; Action, which involves detailing the actions taken to address the situation or achieve the task; and Result, which involves explaining the outcome or impact of the actions taken and what was learned from it.

2 Why use the STAR model?

The STAR model is useful for several reasons. First, it helps your coachee focus on concrete examples and behaviors, rather than vague or general statements. This makes the feedback more specific and actionable. Second, it helps your coachee evaluate their actions and results, and identify what worked well and what could be improved. This fosters a growth mindset and a continuous learning attitude. Third, it helps you and your coachee have a structured and constructive conversation, and avoid blame or judgment. This builds trust and rapport, and encourages openness and honesty.

3 How to use the STAR model?

Adopting the STAR model into your coaching sessions requires some guidelines. Here are some helpful tips to get you started: Prior to the session, ask your coachee to think of a situation or challenge and create a brief summary of it using the STAR model. During the session, listen actively and attentively, and ask questions if needed. After your coachee has shared their story, give them feedback using the STAR model too. Start with positive feedback and acknowledge the accomplishments. Then provide constructive feedback and offer suggestions on how they can improve. Make sure to use specific examples and evidence, without any criticism or personal opinions. To finish off, help your coachee create an action plan based on the feedback and learning points. Ask them what they want to do next, and how they will do it. Agree on the goals, steps, resources, timeline, as well as how you will follow up and support them.

4 Examples of the STAR model

To illustrate how the STAR model works, here are some examples of how it can be used in different scenarios. For instance, a manager had to deal with a conflict between two team members. The situation was that two team members had a disagreement over a project deadline and started arguing in front of the whole team. The task was to resolve the conflict and restore the team harmony. The action taken was to intervene and ask the two team members to stop and calm down, then invite them to a private meeting. During this meeting, perspectives were listened to and helped them find a common ground. The team values and project goals were also reminded of, and asked to apologize to each other and the team. As a result, the two team members resolved their issue and agreed on a new deadline. They also apologized to the team and thanked for the mediation. The atmosphere improved and the project was completed on time. Another example is a salesperson who had to pitch a new product to a potential client. The situation was that there was a meeting with a potential client who was interested in the product but had some doubts and objections. The task was to persuade the client to buy the product and close the deal. The action taken was preparing a customized presentation that highlighted benefits and features of the product, as well as how it matched client's needs and goals. Testimonials and case studies were also prepared to show credibility and value of product. During meeting, presentation was delivered confidently and enthusiastically, answering questions with facts and examples. As a result, client was impressed by presentation and convinced by arguments, agreeing to buy product and signing contract. A good relationship with client was established as well as loyalty and referrals secured.

5 Tips for using the STAR model

To make the most of the STAR model, it's important to be specific, concise, positive, and supportive. Use details and data to support your coachee's story and feedback, and avoid vague or generic statements. Keep the story and feedback short and clear, emphasizing the strengths and achievements. Show empathy and respect to your coachee, creating a safe and trusting space for them to share and learn. Acknowledge their efforts and progress, encouraging them to express their feelings and thoughts.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?