Learn how to coach your people through the messy part of accountability and use missteps and failures as opportunities for growth.
- Coaching conversations in the workplace … are all about self-awareness, growth … and taking action toward personal and organizational goals. … And coaching would not be coaching … without accountability. … Accountability involves three elements; … what action is your employee agreeing to, … when will they do it, and how will you know … they accomplished it? … In between making an agreement, … taking action by a defined timeline … and communicating the results of those actions, … lay all kinds of learning opportunities. … Now this is where your employee takes the what … and turns it into the how. … Obviously some actions and agreements … are simple or transactional, … like scheduling a meeting and reporting back … about the results. … Others may involve more complex details … like organizing a workshop or a training. … With long tall agreements like that … you'll want to guide your people … to establish accountability milestones … and encourage them to define how and when … they'll communicate their progress. …
- Recall methods for probing deeper in conversations with employees.
- Determine which aspect of a challenge to avoid when determining the challenge an employee can undertake.
- Recognize questions that generate the greatest number of ideas during a brainstorming session.
- Explain the advantage of using focused feedback with an employee.
- Identify the potential benefits of listening and using open-ended questions with an employee who is unhappy with her or her job.