Key Takeaways from our January 2026 Webinar
Every month, SkillCharter hosts a free webinar for leaders. In January, SkillCharter co-founder Kate Cockrill covered why managers default to fixing when someone brings them a problem and what it takes to coach instead. Here’s the full breakdown.
The Big Idea
When someone comes to a manager with a problem, most managers default to one of two responses: The Retriever or The Turtle. When they rush in like a retriever, they are eager to fix and solve problems. When they pull back like a turtle, they are avoiding the weight of the problem or the emotional challenge of navigating it with their reports. Both responses can leave managers drained and problems unsolved.
The alternative is responding like the owl. A coach who stays grounded, asks questions, and lets the other person do the thinking.
Two Owl Mindsets to Adopt
- “This belongs.” Owls accept that struggle is part of being human. When a manager accepts that the problem in front of them is normal, the whole energy of the conversation shifts.
- “People are resourceful and often find a way.” A manager doesn’t have to solve it for them. People are more capable than their stress is letting them show.
Three Owl Tactics to Stay in the Coaching Lane
1. Look for green lights before engaging
Three signals for managers to check before stepping in:
- Is my motivation to support (owl), avoid (turtle) or control (retriever)?
- Is my team member open to support?
- Am I grounded enough to show up with curiosity and care?
When any one of those is red, managers should move forward with caution.
2. Align on a destination
Ask, “If we could talk this through together, where would you want to arrive when we’re done?”
This keeps the conversation focused and time-bound. It also surfaces what the other person actually wants, which is often different from what the manager assumed.
3. Let them drive
Use open-ended questions that start with “what, where, or how”. Avoid “did you” or “have you” questions that close down thinking.
“Did you try emailing IT?” is advice with a question mark on the end. “What have you tried so far?” hands the conversation back to the team mate.
What to Try This Week
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- Run the green-light check before the next “got a sec?” conversation. Check the three signals. If any one is red, name it and reschedule.
- Open the next coaching conversation with the destination question. Don’t skip to advice until the other person has named where they want to land.
- Replace one “did you” question with a “what” question this week. Notice how much more the other person says.
Want the Full Set of Coaching Moves?
The key takeaways from the January webinar are in a downloadable PDF on LinkedIn, including the two mindsets, the green-light check, and the destination question.