Join Lisa Gates for an in-depth discussion in this video Team sourcing and influence interviews, part of Coaching and Developing Employees.
I'm going to change things up a bit and give you two more feedback ideas that can be easily integrated into your everyday work life and your coaching time with employees. So, what do you think it would be like to ask someone what they really think of you personally, professionally? I call this an Influence Interview. The Influence Interview is when you intentionally seek out people who really know you, like your family, friends, and colleagues, and the goal is to find out how they perceive you: what you do well, and what you need to work on.
The Influence Interview is an advanced technique, and it's not for everyone. But stay with me. Although this exercise can be scary, it's powerful and can really be a game-changer in how you work with each other and how you connect and how you solve problems. A little tip here. Your employee needs to reassure the people they interview that they won't be rebutting or defending. They're simply taking it all in. To keep things simple and straight forward ask your employee to conduct the interviews in a concentrated time frame. And give interviewee a list of questions focused on two things: strengths and reality checks.
So strengths. These are questions like: What are my greatest strengths? What skills can I be counted on for, or what strengths and skills have been most helpful to you? And reality checks. These are questions like: Where do you see me struggle? How do I get in my own way? What can I do right now to improve? Or what would you do if you were me? The goal in these conversations is to gather perspectives that your people can use to deepen their understanding of themselves and their impact on others.
Next we'll talk about team sourcing, or using the knowledge and expertise of your team to drive engagement and innovation. As a manager, you should have a pretty good sense of where your organization is headed and an understanding of the challenges facing your industry as a whole. But what about your employees? What insights do they have? There is likely some really good ideas you haven't heard. So in your next team meeting, launch the idea of team sourcing.
Here's how it works: ask everyone what they want to learn. Encourage them to choose what inspires them. Don't be critical of topics. You'll hear things like researching industry news or keeping up with what the competition is doing. They also might come up with not so obvious connections like learning from hobbies or being inspired by the arts or nature. So carve out time in your meetings for your people to share what they've learned. It doesn't have to be formal this can just be 5 to 10 minutes to share discoveries.
The important thing here is to have the conversations. Implementing both influence interviews and team sourcing can be transformational for your business. Insights will surface and those insights may just turn into new initiatives or products or services. Over time, you'll not only have committed employees but valuable partners in your organization.
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- Finding time to coach
- Establishing a relationship with your employees
- Asking powerful questions
- Becoming an active listener
- Maintaining accountability
- Using questionnaires and self-assessments
- Aligning professional goals with company objectives<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.