Coaching is often misunderstood as something that only happens in a formal setting, behind closed doors, scheduled on calendars, and framed as “developmental conversations.”
But today’s leaders do not have time for that in every situation, and neither do their teams. Yet the need for meaningful conversation has never been greater.
Employees want clarity, connection, and growth. Leaders are expected to deliver results, retain top talent, foster a strong culture, and navigate change. How can leaders meet all these expectations without adding extra meetings or stress?
So, how do you lead to impact when time is tight? The answer Coaching in the Flow
Coaching in the Flow happens within the work itself. It is the practice of bringing a coach-like mindset to everyday interactions, team huddles, project debriefs, hallway walk-bys, or quick check-ins.
It is not an additional meeting or separate event. It is simply how you show up in the conversations you are already having.
Alan Fine, co-creator of the GROW® Model and founder of InsideOut Development, said: “While formal coaching conversations are important and powerful, the bigger opportunity is in bringing the mindset and skills of being coach-like to our everyday conversations.”
In other words, effective coaching is not defined by structure. It is defined by intention, helping people think clearly by reducing interference and activating what they already know.
The impact is real: greater clarity, more confidence, and measurable progress.
In daily interactions, people often ask questions, hoping you will provide answers. It is tempting; we all love to help. But I have found that asking, “I have some thoughts, but what are you thinking?” almost always uncovers ideas that are just as strong, if not stronger.
People do not always want solutions. They want space to think with you. That is Coaching in the Flow.
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When I first managed a team of about ten, I dreaded quarterly reviews — not because they were not important, but because they felt repetitive. The real insights came from brief moments: a check-in after a meeting, a pause in the hallway, or a teammate stopping by to discuss a challenge.
Years ago, a team meeting veered off course when someone made several negative comments. I could have waited for our next one-on-one, but instead, I called immediately after the meeting.
I expressed concern and asked about their intent. They quickly took responsibility and committed to showing up differently. Addressing it in real time mattered because we were still in the moment.
Those conversations — quick, honest, human — led to clearer goals, fewer roadblocks, and shared solutions. The formal reviews eventually felt like summaries of progress already made.
Over the years, I have observed that not having the conversation in the moment is what creates the need for extra meetings later.
InsideOut’s coaching method, including the GROW Model, is uniquely suited for coaching in the flow. Here is how it shows up in everyday leadership moments:
You do not always need an hour-long meeting. You need to ask the right questions at the right time.
Coaching in the Flow is not about having all the answers. It is about unlocking the answers already within your people.
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This is what InsideOut calls activating performance: removing interference so people can use what they already know, feel more confident, and move forward with focus.
It does not require more time, additional tools, or extra meetings. It simply shifts how leaders show up.
When coaching becomes an integral part of how work gets done, it becomes an essential part of your culture. And that is when everything changes.
Ready to Coach in the Flow? Schedule a demo and let us show you how InsideOut’s proven methodology can help you embed coaching into everyday leadership.