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The Advice Trap

The Advice Trap

Be Humble, Stay Curious & Change the Way You Lead Forever
by Michael Bungay Stanier 2020 224 pages
4.13
1k+ ratings
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Key Takeaways

1. Recognize the Advice Trap: Giving advice doesn't always work

The Advice Trap: We keep giving advice even though it doesn't work that well.

Advice-giving pitfalls. Leaders often fall into the trap of constantly offering advice, believing it's their primary way to add value. However, this approach frequently backfires for several reasons:

  • Wrong problem: Rushing to give advice often means solving the first challenge mentioned, not the real underlying issue.
  • Mediocre solutions: Our advice is often based on incomplete information and our own biases, leading to suboptimal solutions.
  • Demotivation: Constant advice-giving can make team members feel undervalued and reduce their autonomy and mastery.

Impact on leadership. The Advice Trap has far-reaching consequences:

  • Overwhelmed leaders: Taking on everyone's problems leads to burnout
  • Compromised team effectiveness: Overreliance on the leader's input stifles creativity and growth
  • Limited organizational change: Entrenches the status quo, hindering innovation and agility

2. Understand Hard Change vs. Easy Change in behavior modification

Hard Change: You don't need a new app; you need a new operating system.

Easy Change vs. Hard Change. Becoming more coach-like is typically a Hard Change, requiring a fundamental shift in behavior:

Easy Change:

  • Additive: Adding new skills or knowledge
  • Visible problem with clear solution
  • Quick to implement and see results

Hard Change:

  • Transformative: Changing core beliefs and habits
  • Requires overcoming ingrained patterns
  • Involves discomfort and potential setbacks

Present You vs. Future You. Hard Change involves choosing long-term benefits (Future You) over short-term comfort (Present You). This requires:

  • Recognizing the "upside of dysfunction" - the benefits you get from current behavior
  • Committing to the bigger rewards of Future You leadership
  • Accepting initial discomfort for long-term growth

3. Tame your Advice Monster: Tell-It, Save-It, and Control-It personas

You must have the answer! If you don't Tell-It, nothing will get solved and we'll fail.

The Advice Monster's personas:

  1. Tell-It: Believes you must always have the answer
  2. Save-It: Feels responsible for solving everyone's problems
  3. Control-It: Fears losing control and tries to manage everything

Taming process:

  1. Identify triggers: Recognize what sets off your Advice Monster
  2. Confess behaviors: Acknowledge specific unhelpful actions
  3. Analyze Prizes & Punishments: Understand short-term benefits and long-term costs
  4. Envision Future You: Clarify the benefits of changing your behavior

Core belief to challenge: "You're better than the other person." Recognize this mindset as unsustainable and disempowering for both you and your team.

4. Master the art of staying curious longer

Coaching is simple: Stay curious a little longer. Rush to action and advice-giving a little more slowly.

The Coaching Toolkit:

  • 1 definition: Stay curious longer, rush to action less
  • 3 principles: Be Lazy, Be Curious, Be Often
  • 7 essential questions:
    1. "What's on your mind?" (The Kickstart Question)
    2. "And what else?" (The AWE Question)
    3. "What's the real challenge here for you?" (The Focus Question)
    4. "What do you want?" (The Foundation Question)
    5. "If you're saying Yes to this, what must you say No to?" (The Strategy Question)
    6. "How can I help?" (The Lazy Question)
    7. "What was most useful or valuable here for you?" (The Learning Question)

Combating Foggy-fiers: Recognize and address patterns that obscure the real challenge:

  • Twirling: Jumping on the first problem mentioned
  • Coaching the Ghost: Focusing on absent people/situations
  • Settling: Avoiding the real, uncomfortable issue
  • Popcorning: Rapid-fire problem listing
  • Big-Picturing: Staying abstract and impersonal
  • Yarning: Excessive storytelling

5. Implement the TERA framework to increase engagement

If your Advice Monster is on the loose, people are opting out of your conversations.

TERA framework: Increase engagement by addressing four key drivers:

  1. Tribe: "Are you with me, or against me?"

    • Be on their side
    • Remove barriers between you
    • Use inclusive language and shared goals
  2. Expectation: "Do I know what's about to happen, or not?"

    • Show them the future
    • Provide clear structure and milestones
    • Explain processes as they happen
  3. Rank: "Are you more or less important than me?"

    • Raise them up
    • Ask questions to value their input
    • Lower your own status when appropriate
  4. Autonomy: "Do I have any say in this, or not?"

    • Give them choice
    • Find opportunities for decision-making
    • Avoid rescuing or taking over

Balancing TERA: Adjust these elements like a mixing board, raising the overall TERA Quotient to create irresistible interactions and seal the exits from disengagement.

6. Embrace generosity in coaching conversations

Generous silence can allow the delicate insights of a conversation to blossom and bloom.

Three forms of coaching generosity:

  1. Generous silence:

    • Move from anxiety about silence to comfort
    • Allow space for reflection and insight
    • Even brief silences (3-5 seconds) can be transformative
  2. Generous transparency:

    • Share your internal process and feelings
    • Admit when you're unsure or confused
    • Increase trust and authenticity in the conversation
  3. Generous appreciation:

    • Move beyond task-based praise
    • Acknowledge qualities and character traits
    • Offer appreciation during struggles, not just successes

Impact of generosity: These practices create a safe, open environment for deeper exploration and growth, enhancing the coaching relationship and outcomes.

7. Cultivate vulnerability to become a better leader and coachee

Coaching encourages taking responsibility for your own freedom.

Embracing vulnerability:

  • Recognize your own avoidance tactics in being coached
  • Confess these strategies to your coach or mentor
  • Prepare for discomfort as you explore new territory

Strategies for effective "coachability":

  • Shape your environment: Choose coaching locations conducive to reflection
  • Check in with yourself: Use pre-conversation rituals to set intentions
  • Practice self-coaching: Regularly ask yourself powerful questions

Benefits of vulnerability:

  • Deepens empathy and understanding of the coaching process
  • Enhances your ability to coach others effectively
  • Accelerates personal growth and leadership development

8. Balance coaching with strategic advice-giving

Learning to tone down the assuredness in the way you present your idea reduces pressure.

When to give advice:

  • In time-sensitive situations
  • When explicitly asked for a direct answer
  • When the decision truly falls under your authority

Strategies for effective advice-giving:

  1. Define it: Recognize appropriate moments for advice
  2. Diminish it: Use phrases to reduce pressure, e.g., "Here's my best guess..."
  3. Deliver it: When necessary, give advice clearly and confidently
  4. Debrief it: Check how your advice landed and if it was helpful

Maintaining balance: Remember that coaching is one of six leadership styles identified by Daniel Goleman. Advice-giving has its place, but should be used judiciously and skillfully to complement a coach-like approach.

Last updated:

FAQ

What's "The Advice Trap" about?

  • Purpose of the book: "The Advice Trap" by Michael Bungay Stanier is about transforming leaders into more coach-like figures by taming their "Advice Monster." It emphasizes staying curious longer and giving advice more slowly.
  • Companion to "The Coaching Habit": Like its predecessor, "The Coaching Habit," this book focuses on building habits that encourage curiosity and reduce the impulse to give advice.
  • Practical and engaging: The book is designed to be a fast and practical read, offering tools and insights to change leadership styles effectively.

Why should I read "The Advice Trap"?

  • Improve leadership skills: The book provides strategies to become a more effective leader by fostering a culture of curiosity and empowerment.
  • Enhance team dynamics: By taming the Advice Monster, leaders can create more engaged and self-sufficient teams.
  • Practical tools and insights: It offers actionable advice and frameworks that can be applied immediately in professional settings.

What are the key takeaways of "The Advice Trap"?

  • Tame the Advice Monster: Learn to recognize and control the impulse to give advice, focusing instead on asking questions and staying curious.
  • Curiosity as a leadership tool: Emphasizes the importance of curiosity in unlocking potential and driving better outcomes.
  • Practical frameworks: Provides a structured approach to changing behavior and building new leadership habits.

What is the "Advice Monster" in "The Advice Trap"?

  • Definition: The "Advice Monster" is a metaphor for the instinctive urge to give advice, which can hinder effective leadership and problem-solving.
  • Three personas: The Advice Monster manifests in three ways: Tell-It, Save-It, and Control-It, each representing different aspects of advice-giving behavior.
  • Impact on leadership: Recognizing and taming these personas can lead to more effective and empowering leadership.

How does "The Advice Trap" suggest taming the Advice Monster?

  • Four-step process: The book outlines a process involving identifying triggers, confessing behaviors, understanding the benefits and costs, and envisioning Future You.
  • Self-awareness: Encourages leaders to reflect on their advice-giving habits and the underlying beliefs driving them.
  • Behavioral change: Offers practical strategies to shift from advice-giving to curiosity-driven leadership.

What are the "Foggy-fiers" in "The Advice Trap"?

  • Definition: "Foggy-fiers" are patterns of conversation that obscure the real challenge, preventing effective problem-solving.
  • Six types: Includes Twirling, Coaching the Ghost, Settling, Popcorning, Big-Picturing, and Yarning, each representing different conversational pitfalls.
  • Overcoming them: The book provides strategies to recognize and address these patterns, helping leaders focus on uncovering the real challenge.

How does "The Advice Trap" define coaching?

  • Simple definition: Coaching is defined as staying curious a little longer and rushing to action and advice-giving a little more slowly.
  • Focus on process: Emphasizes the importance of the coaching process over specific outcomes, fostering a culture of inquiry and exploration.
  • Three principles: Be Lazy, Be Curious, Be Often—guiding principles to integrate coaching into everyday leadership.

What are the Seven Essential Questions in "The Advice Trap"?

  • Core questions: The book introduces seven questions designed to foster curiosity and uncover deeper insights.
  • Examples: Includes questions like "What's on your mind?" and "What was most useful here for you?" to guide conversations.
  • Purpose: These questions help leaders stay curious and facilitate more meaningful and productive interactions.

How does "The Advice Trap" suggest using the TERA Quotient?

  • Definition: TERA stands for Tribe, Expectation, Rank, and Autonomy, factors that influence engagement and safety in conversations.
  • Increasing engagement: The book provides tactics to enhance these factors, making interactions more compelling and productive.
  • Application: Leaders can use TERA to create environments where team members feel valued and empowered.

What role does vulnerability play in "The Advice Trap"?

  • Importance of vulnerability: The book highlights vulnerability as a key component of effective leadership and coaching.
  • Being coached: Encourages leaders to experience being coached themselves, fostering empathy and understanding.
  • Building trust: Vulnerability helps build trust and openness, essential for creating a culture of curiosity and growth.

What are some of the best quotes from "The Advice Trap" and what do they mean?

  • "You can tell whether a man is clever by his answers. You can tell whether a man is wise by his questions." This quote emphasizes the value of asking questions over providing answers, aligning with the book's focus on curiosity.
  • "Advice is like being handed a large amount of foreign currency. What do you do with it?" Highlights the complexity and potential pitfalls of giving advice, reinforcing the need to be cautious and deliberate.
  • "We don’t rise to the occasion. We fall to the level of our training." Suggests that consistent practice and preparation are key to effective leadership and coaching.

How does "The Advice Trap" relate to organizational change and culture?

  • Curiosity-led culture: The book advocates for a shift from advice-driven to curiosity-led cultures, which are more resilient and innovative.
  • Impact on change: By fostering curiosity, organizations can better navigate change and uncertainty, leading to more sustainable success.
  • Role of leaders: Leaders play a crucial role in modeling and promoting curiosity, setting the tone for organizational culture and behavior.

Review Summary

4.13 out of 5
Average of 1k+ ratings from Goodreads and Amazon.

The Advice Trap receives high praise for its practical approach to leadership and coaching. Readers appreciate its focus on asking questions rather than giving advice, promoting curiosity and empowering others. The book's concise writing style, actionable tips, and emphasis on personal growth resonate with many. It's seen as a valuable companion to Stanier's previous work, "The Coaching Habit," offering deeper insights into changing leadership behaviors. Some readers find the content repetitive, but most consider it a transformative guide for leaders, coaches, and anyone seeking to improve their interpersonal skills.

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About the Author

Michael Bungay Stanier is a bestselling author, keynote speaker, and podcast host. He's best known for his book "The Coaching Habit," which has sold nearly a million copies and is considered the best-selling coaching book of this century. Stanier's work focuses on practical leadership and coaching techniques, emphasizing curiosity and effective questioning. He hosts the podcast "2 Pages with MBS," where notable individuals read and discuss their favorite two pages from a book. Stanier's writing style is praised for being concise, engaging, and accessible, making complex concepts easy to understand and apply in various professional and personal contexts.

Other books by Michael Bungay Stanier

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