SKILL vs.

WILL
MATRIX
 The Skill/Will Matrix

• Introduced by Max Landsberg in his book, The Tao of

Coaching.
• Has been widely accepted as is a useful method of ensuring
that a coach’s style of interaction is matched to a coachee’s
readiness for a particular task.
• Coaching takes place when there is a particular situation, issue
or task that the coachee needs help with.
• Requires a coach to assess the coachee’s level of skill for
dealing with that situation, issue or task and also their level of
will.

• Skill depends on experience, training and understanding.

• Will depends on desire to achieve, incentives, security and
confidence.
The Skill/Will Matrix cont.
• Pros
• Relatively simple tool
• Leaders with good relationships should be able to use the
matrix to determine the best fit for employee
• Starts with an assessment and point toward what to do.
• Cons
• Very easy to allow prejudgment to bias first evaluation
• Critical for first assessment to be fair and balanced
SKILL vs. WILL MATRIX
The matrix works by plotting the level of the coachee’s skill
against their will, either high or low, in order to determine the
appropriate style of interaction for the coach to adopt:

High

Guide Delegate
Will

Direct Excite

Low
High

Skill
 Low Skill, Low Will Direct

• Discuss what would motivate employee. Agree on what is

possible.
• Be clear regarding expected outcomes (goals)
• Set clear rules, methods, and deadlines
• Check for understanding
• Give responsibility and authority for the pieces of tasks
employee can do.
• Structure tasks for quick wins
• Identify and provide required training.
• Provide frequent feedback.
• Require frequent check-ins (verbal or written) but relax
control as progress is shown.
• Praise and reward for success
 Low Skill, High Will Guide

• Discuss why task is important and why employee

is best choice.
• Discuss what would motivate employee. Agree on
what is possible.
• Be clear regarding expected outcomes (goals)
• Check for understanding
• Give responsibility and authority because employee
is competent
• Provide frequent feedback.
• Require frequent check-ins (verbal or written)
• Praise and reward for success
 High Skill, Low Will Excite

• Be clear regarding expected outcomes (goals)

• Discuss and set methods.
• Check for understanding
• Identify and provide required training.
• Accept early mistakes as important "coaching" moments.
• Give responsibility for the pieces of tasks employee can do.
• Structure tasks to minimize possible risks to employee and
company
• Provide frequent feedback.
• Require frequent check-ins (verbal or written) but relax
control as progress is shown
• Praise and reward for success
High Skill, High Will Delegate

• Be clear regarding expected outcomes (goals)

• Involve in decision-making
• Frequently ask employee for opinions
• Check for understanding
• Give responsibility and authority because employee is
competent and committed.
• Provide feedback.
• Ask for check-ins at key milestones or when employee
has questions.
• Praise and reward for success
Thank You