Take your coaching and your team to the next level with two advanced tools designed to accelerate growth and leadership.
- Let's talk about a little gem of an exercise called the influence interview. This exercise involves seeking 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 isn't for everyone, it takes some personal fortitude. And one of my clients who thought she was being too opinionated and talked too much in meetings was astonished to learn the exact opposite. Colleagues and leaders in her company told her she had great ideas and they wished she'd speak up more. So, prepare to be surprised. Now here's how it works. Your coachees will make a list of people to interview by email, in that email the last two sets of questions focusing on strengths and reality checks. The strengths questions are like this: what are my greatest strengths? What skills can I be counted on to bring to the table? And what strengths and skills have been most helpful to you. Now here are the reality check questions. Where do you see me struggle? How do I get in my own way? What can I do right now to improve? And what would you do if you were me? Now, to keep things simple and straight forward, here is a power tip. Your employee needs to reassure the people they interview that they won't be rebutting or defending, they're simply taking it all in and saying thank you. Now, influence interviews can be scary, but they can also be transformational in terms of your employees understanding of themselves and their impact on others. So, have courage and give the influence interview a shot. My hope is you'll be pleasantly surprised.
- 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.